Like all people, every HR manager has a different perspective. HR managers come from diverse backgrounds with a variety of educational and personal life experiences. The way human resource managers design a company’s HR policies largely depends on what they have learned in their personal, educational, and professional lives. However, whatever the differences in perspective are, the fundamental principles of HRM are shared commonly.
What Does a Human Resource Manager Do?
The human resource manager’s job description has evolved a lot over time from traditional to dynamic. What HR managers do behind closed doors often sounds terrible. But terrible things aren’t real. They are busy developing measures to build a decent human resource base for the company. HR managers are always loyal to the company and work for the development of everyone working for it. It’s a great job indeed.
The most important thing HR managers do is not hire or fire, but to establish a vital link between management and employees. There are expectations both from the management side as well as from the employees’ side. What HR managers do is build a strong connection by creating an environment of mutual respect and engagement. In this way, they perform the most difficult task in management, i.e., managing expectations.
What is HRM?
Although by definition, human resource management is sometimes narrowly defined as planning, directing, and coordinating the administrative functions of an organization, modern-day human resource management expects a human resource manager to think beyond administrative functions. It entails that reducing the turnover and enhancing the retention rate must be achieved through an opened-out engagement policy.
HR managers help employees in many ways, the most incredible of which is to give them a sense of contentment by creating value for them in the work they perform. It means creating a link between the life objectives of the employees and making them realize how the work they perform adds value to that link. In this way, the employees feel well-regarded. Hence, the role of HR managers is indeed demanding as it requires knowing the employees not collectively but individually.
Strategic Human Resource Management
Modern-day human resource managers are strategic partners in business. Apart from performing routine duties like recruitment, payroll, and benefits, etc., HR managers work in several ways to raise human resources for the company, thus assuming the strategic role of human capital development. Things may not always be so clear, but HR managers are always at work. In particular, they are continuously in consultation to develop strategies and create value for the company as well as their employees. More often, they strive to serve as the advocates of the employees’ interests vis a vis sustaining a solid liaison with the management. This makes it difficult for them to walk.
Strategic human resource management has evolved into fairly large areas, from general to specialized functions. Where some HR managers have general abilities, others are specialized in sub-functions such as labor relations or recruitment managers. Perhaps this is the reason all industries employ human resource managers in general and in specific capacities.
How to be an Effective Human Resource Manager?
While there is no easy path to become a successful HR Manager, some unique qualities can be identified to become an effective HR Manager. Strong organizational skills are imperative along with decision-making and critical thinking behaviors to excel in the HR field. HR managers are also good leaders with inspiring personalities. Their interpersonal and communication skills are often unmatched. Multitasking is another trait an HR manager must have. They are often seen as an agent of change as well. A very strong attribute of a good HR manager is that they pay high regard to ethical values. Last but not the least, a differentiating factor between a good and a great HR manager is how effectively he or she handles conflicts. Resolving conflicts requires a deep acumen that great HR managers always strive to build.
Also Read: Gender Bias in the Workplace
Finally, do HR managers need to master HR knowledge and leave everything else to others? The answer is a big no. HR managers do not work in a vacuum. Rather, they are part of a big plan and a large team. They must understand the grand organizational strategy and greater objectives as they are among the biggest sources of impetus for them. This requires HR managers to develop a dynamic perspective not only for themselves but for their work as well.