Human Resource Manager
- Management
summary:
Recruit, screen, interview, and place individuals within an organization as well as plan, direct, and coordinate their activities
tasks:
• serve as a link between management and employees by handling questions, interpreting and administering contracts and helping resolve work-related problems.
• Advise managers on organizational policy matters, such as equal employment opportunity and recommend needed changes.
• Analyze and modify compensation and benefits policies to establish competitive programs and ensure compliance with legal requirements.
• Perform difficult staffing duties, including dealing with understaffing, refereeing disputes, firing employees, and administering disciplinary procedures.
• Represent organization at personnel-related hearings and investigations.
• Negotiate bargaining agreements and help interpret labor contracts.
• Identify staff vacancies and recruit, interview, and select applicants.
• Plan, direct, supervise, and coordinate work activities of subordinates and staff relating to employment, compensation, labor relations, and employee relations.
• Prepare personnel forecast to project employment needs.
• Provide current and prospective employees with information about policies, job duties, working conditions, wages, opportunities for promotion, and employee benefits.
• Administer compensation, benefits, and performance management systems, and safety and recreation programs.
• Analyze statistical data and reports to identify and determine causes of personnel problems and develop recommendations for improvement of organization’s personnel policies and practices.
• Plan, organize, direct, control, or coordinate the personnel, training, or labor relations activities of an organization.
• Allocate human resources, ensuring appropriate matches between personnel.
• Oversee the evaluation, classification, and rating of occupations and job positions.
• Plan and conduct new employee orientation to foster positive attitude toward organizational objectives.
• Analyze training needs to design employee development, language training, and health and safety programs.
• Study legislation, arbitration decisions, and collective bargaining contracts to assess industry trends.
• Maintain records and compile statistical reports concerning personnel-related data such as hires, transfers, performance appraisals, and absenteeism rates.
• Prepare and follow budgets for personnel operations.
• Conduct exit interviews to identify reasons for employee termination.
• Develop, administer, and evaluate applicant tests.
• Develop or administer special projects in areas such as pay equity, savings bond programs, day care, and employee awards.
• Advise managers on organizational policy matters, such as equal employment opportunity and recommend needed changes.
• Analyze and modify compensation and benefits policies to establish competitive programs and ensure compliance with legal requirements.
• Perform difficult staffing duties, including dealing with understaffing, refereeing disputes, firing employees, and administering disciplinary procedures.
• Represent organization at personnel-related hearings and investigations.
• Negotiate bargaining agreements and help interpret labor contracts.
• Identify staff vacancies and recruit, interview, and select applicants.
• Plan, direct, supervise, and coordinate work activities of subordinates and staff relating to employment, compensation, labor relations, and employee relations.
• Prepare personnel forecast to project employment needs.
• Provide current and prospective employees with information about policies, job duties, working conditions, wages, opportunities for promotion, and employee benefits.
• Administer compensation, benefits, and performance management systems, and safety and recreation programs.
• Analyze statistical data and reports to identify and determine causes of personnel problems and develop recommendations for improvement of organization’s personnel policies and practices.
• Plan, organize, direct, control, or coordinate the personnel, training, or labor relations activities of an organization.
• Allocate human resources, ensuring appropriate matches between personnel.
• Oversee the evaluation, classification, and rating of occupations and job positions.
• Plan and conduct new employee orientation to foster positive attitude toward organizational objectives.
• Analyze training needs to design employee development, language training, and health and safety programs.
• Study legislation, arbitration decisions, and collective bargaining contracts to assess industry trends.
• Maintain records and compile statistical reports concerning personnel-related data such as hires, transfers, performance appraisals, and absenteeism rates.
• Prepare and follow budgets for personnel operations.
• Conduct exit interviews to identify reasons for employee termination.
• Develop, administer, and evaluate applicant tests.
• Develop or administer special projects in areas such as pay equity, savings bond programs, day care, and employee awards.
knowledge:
• Personnel and Human Resources — Knowledge of principles and procedures for personnel recruitment, selection, training, compensation and benefits, labor relations and negotiation, and personnel information systems
• Administration and Management — Knowledge of business and management principles involved in strategic planning, resource allocation, human resources modeling, leadership technique, production methods, and coordination of people and resources.
• Law and Government — Knowledge of laws, legal codes, court procedures, precedents, government regulations, executive orders, agency rules, and the democratic political process.
• Education and Training — Knowledge of principles and methods for curriculum and training design, teaching and instruction for individuals and groups, and the measurement of training effects.
• Psychology — Knowledge of human behavior and performance; individual differences in ability, personality, and interests; learning and motivation; psychological research methods; and the assessment and treatment of behavioral and affective disorders.
• Administration and Management — Knowledge of business and management principles involved in strategic planning, resource allocation, human resources modeling, leadership technique, production methods, and coordination of people and resources.
• Law and Government — Knowledge of laws, legal codes, court procedures, precedents, government regulations, executive orders, agency rules, and the democratic political process.
• Education and Training — Knowledge of principles and methods for curriculum and training design, teaching and instruction for individuals and groups, and the measurement of training effects.
• Psychology — Knowledge of human behavior and performance; individual differences in ability, personality, and interests; learning and motivation; psychological research methods; and the assessment and treatment of behavioral and affective disorders.
skills:
• Active Listening — Giving full attention to what other people are saying, taking time to understand the points being made, asking questions as appropriate, and not interrupting at inappropriate times.
• Management of Personnel Resources — Motivating, developing, and directing people as they work, identifying the best people for the job.
• Speaking — Talking to others to convey information effectively.
• Judgment and Decision Making — Considering the relative costs and benefits of potential actions to choose the most appropriate one.
• Complex Problem Solving — Identifying complex problems and reviewing related information to develop and evaluate options and implement solutions.
• Coordination — Adjusting actions in relation to others’ actions.
• Negotiation — Bringing others together and trying to reconcile differences.
• Social Perceptiveness — Being aware of others’ reactions and understanding why they react as they do.
• Writing — Communicating effectively in writing as appropriate for the needs of the audience.
• Active Learning — Understanding the implications of new information for both current and future problem-solving and decision-making.
• Critical Thinking — Using logic and reasoning to identify the strengths and weaknesses of alternative solutions, conclusions or approaches to problems.
• Systems Evaluation — Identifying measures or indicators of system performance and the actions needed to improve or correct performance, relative to the goals of the system.
• Monitoring — Monitoring/Assessing performance of yourself, other individuals, or organizations to make improvements or take corrective action.
• Persuasion — Persuading others to change their minds or behavior.
• Systems Analysis — Determining how a system should work and how changes in conditions, operations, and the environment will affect outcomes.
• Time Management — Managing one’s own time and the time of others.
• Instructing — Teaching others how to do something.
• Service Orientation — Actively looking for ways to help people.
• Learning Strategies — Selecting and using training/instructional methods and procedures appropriate for the situation when learning or teaching new things.
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