KISHOR'S POSTS

Note: This article s meant for my personal use only.

In small organizations, line managers may carry out all these personnel duties unassisted. But as the organization grows, they need the assistance, specialized knowledge, and advice of a separate human resource staff. The human resource department provides this specialized assistance. In doing so, the HR manager carries out three distinctive functions:

1. A line Function.

The HR manager directs the activities of the people in his/her own department and in related service areas (like the plant cafeteria). In other words, he/she exerts line authority within the HR department. While they generally can't wield (have) line authority outside HR, they are likely to exert implied authority. This is because line managers know HR has top management's ear in area like testing and affirmative action.

A Coordinative Function.

HR managers also coordinate personnel activities, a duty after referred to as Functional Control. Here the HR manager and department act as the "right arm of the top executive" to ensure that line mangers are implementing the firm's HR objectives, policies and procedures (for example, adhering to its sexual harassment policies).

3. Staff (assist and advise) Function.

Assisting and advising line managers are the heart of the HR manager's job. The HR manager assists in strategy design and execution by helping the CEO to better understand the personnel aspects of the company's strategic options. HR assists in hiring, training, evaluating, rewarding, counseling, promoting, and firing employees.

It administers the various benefit programs (health and accident insurance, retirement, vacation and so on). It helps line managers comply with equal employment and occupational safety laws, and plays an important role in handling grievances and labor relations.

It carries out an innovator role, by providing "up-to-date information on current trends and new methods of solving problems" - such as today's interest is instituting systems for measuring human resource management's strategic impact.

It plays an employee advocacy role: It helps define how management should be treating employees, make sure employees can contest unfair practices, and represents the employees' interest within the framework of its main obligation to senior management.

The size of the HR group and the number of HR specialists reflects the size of the company. For a very large company, an organization chart like the one in figure 1-1 would be typical, containing a full complement of specialists for each HR function. At the other extreme, the HR organizational chart for a small manufacturer may contain a total of five or six staff, and have an organization along the lines of figure 1-2.

Examples of HR job duties include:

Recruiters.

Search for qualified job applicants

Equal employment opportunity (EEO) coordinators.

Investigate and resolve EEO grievances, examine organizational practices for potential violations, and compile and submit EEO reports.

Job analyst.

Collect and examine information about jobs to prepare job descriptions.

Compensation managers.

Develop compensation plans and handle the employee benefits program.

Training specialists.

Plan, organize, and direct training activities.

Labor relations specialists.

Advise management on all aspects of union management relations.