The interesting role of a Human Resources (HR) Manager ranges from interviewing prospective candidates, to providing the best possible environment for task efficiency at a minimal cost to the company.



Those who are interested in becoming a Human Resources Manager, or beginning their career in this field, must possess Master's degree in the area. They must acquire the skills of short listing candidates for various job positions and interviewing candidates to find out how far they are suitable to perform the tasks in the company and many others. Once a new employee enters the company, they should be made to integrate their work so as to become a part of the well-organized work culture of the company. This is important as the new employees often bring their old habits or work ethics into the new office, which may be at odds with the existing work atmosphere. By being a part of the team, the new employee must assimilate their qualities and must exhibit a give and take attitude to perform better.

The manager, or those employed in the Human Resources section, must work closely with those in the production team of a company to find out the requirements for temporary staffing and other needs. This assumes urgency at the time when there is most demand for the product. For instance, the demand for heaters goes up tremendously just before winter sets in. In this case, if the heater company fails to stock the products in the market well in advance, their competitors will walk away with the sales and leave the company in financial straits. Therefore, the Human Resources Manager must co-ordinate with all the departments, including the Management and Marketing departments, to know their latest requirements in staffing, and must start the necessary process accordingly.

In addition, Human Resources departments must also develop retention strategies for skilled workers. To keep such talented persons, the HR department must revise the promotion guidelines with the help of management, and reward all important persons involved in key areas of the company. Frequent reward and making sure the company meets the expectations of the employees mostly results in employees continuing in the company. Instead of an external recruitment drive, retaining the existing workforce in a company's key areas is most profitable to the company. The HR department must always work to promote senior, experienced workers to fill such vacancies. This will improve the employee loyalty and also improves the productivity.

The diversification of the market and the coming up of various industries has lead to the creation of sundry jobs which has increased the requirement of the human resource department. It is a lucrative opportunity for people who are capable of handling human resources. Like various other investments that a company makes towards its infrastructure, clients and others, employees are also considered to be an important investment. It depends upon the HR department to churn out an asset out of this investment and in this department, an able executive is most likely to do this, whereas a bad executive can turn an investment into liability.

In order to get the best out of the human resources department, the human resources job descriptions must be in place. A team is progressive only when it is a right blend of experts in different areas of the same subject. There are various things to keep in mind while creating a perfect profile. Understand what is expected from the role and then specifications and criteria of candidates should be created.

Job descriptions are written documents that contain information about a job. The description includes the following information:
  • Identifying information - The job description is identified with the title of the position, department, supervisor’s title, exemption status, salary range or grade, and the date it was created.
  • Supervisory responsibilities - If the position has responsibility for supervising others, those positions are listed in this section.
  • Position summary - The summary is a short description of the job, usually two to five sentences.
  • Essential functions - Essential job functions are the reason the job exists and must be performed by the incumbent. Each function should include a description of the level of complexity and the frequency of tasks. As appropriate, the functions describe relationships that the incumbent will have, including supervisory, co-workers within the work group, co-workers in other departments of the company, any external relationships with vendors or customers, and the level of interaction that will take place in these relationships.
  • Nonessential functions - Nonessential job functions are those that could be performed as part of another job in the organization.
  • Equipment operated - This section lists tools or equipment that will be used and the frequency of use. This includes use of the computer, telephone, production equipment, any hazardous equipment or tools that will be used, and protective gear or uniforms that will be required.
  • Job specifications - Job specifications state the minimum qualifications needed for successful performance. Depending on the job, some or all of the following may be required specifications: Education, licenses, or certificates required   Minimum required qualifications are described in this section. The requirements must be related to the essential job functions.
  • Communication skills required - A description of the level of communication skills necessary to do the job is included in this section. Will the position be writing reports, making presentations internally or externally, or communicating orally?
  • Experience required - The minimum level of experience required to successfully perform the position is identified.
  • Skills - Any skills necessary for successful job performance are included in this section.
  • Physical requirements - Any physical requirements must be described to comply with the ADA. The physical requirements must be related to the essential job functions.
  • Mental requirements - For ADA purposes, describe the level of mental acuity required to perform essential job functions.
  • Work environment - The work environment is described, whether it is in an office setting or includes any hazardous equipment or locations that will impact the employee. If stairs or ladders must be utilized or the job will require work in confined spaces, this must be included as well.
  • Approvals - The job description should be signed by the manager to verify its accuracy.
The human resource department consists of the Human resources Director, the administrator, the coordinator, the consultants, the specialists, the officers, advisers and managers. Each role has its own set of responsibilities. The hiring of the right candidate depends on how well the job descriptions are and how much it matches the CV of the potential candidate.

The hiring manager is a:

  • Problem identifier
  • Problem solver
  • Initiator of ideas
  • Maintains confidentiality of sensitive information
  • Works extra hours if required
Whereas an Human resources assistant is expected to:

  • Have keyboard skills
  • Ability to create reports and forms
  • Proficient in MS office programs
In all, he or she must have skills different from that of the manager. Thus proper Human resources Job descriptions must be delineated with equal attention to the details and profile. Working in Human Resources is an important and rewarding job, which simultaneously helps the employer to serve the employees as well as helping the employees serve the employer.