Human resource managers (HR) (also called chiefs of staff) perform a wide variety of tasks, depending on the nature and size of the company they work for.
Larger companies often have specialized human resource agents in areas such as recruitment, industrial relations, health and safety, training and development, or human resource planning. Workers in smaller companies often have to take care of all personnel matters.
Human resource managers (HR) work with company managers to help with recruiting and selection.
A director of human resources (HR) is responsible, for example, for:
- Prepare a description of the job and the characteristics of the person.
- Advertising the vacancy.
- Study the application forms.
- Prepare the procedure and the interview questions.
- Organize tests for candidates.
- Explain the conditions of the contract, for example, holidays and pensions.
- Sometimes they help select the chosen candidate.
- Get referrals.
- Send a job offer letter.
- Write a contract.
Human resources managers often contact newspapers, specialized magazines or employment offices (INEM) to advertise vacancies. Sometimes they can contact other bodies, for example to cover short-term contracts or specialist positions.
They can provide information about the job title to increase the interest and awareness of the company. They can contact employment offices and also advise people directly, for example at job vacancies.
Regarding staff training, HR managers analyze the training needs of groups and individuals, and also plan and implement the appropriate activities to train staff and get them to acquire new skills.
Human resource managers can plan an orientation and training program for newly hired staff, or a regular evaluation system to check that staff are working effectively and feeling comfortable on the job. The evaluation system also identifies staff development and training needs. Human resource managers can also organize personal counseling sessions for staff.
Sometimes HR managers deliver the training themselves, although more often they organize staff training through external companies. They also have to assess and evaluate the effectiveness of the training and its benefits for the company.
Human resource managers must also consider health and safety concerns. They are often responsible for the medical organization, sports and social facilities of the company. They must maintain and update personnel records, for example vacation and sick leave, usually through computer software.
Human resource managers can also be responsible for employee relations, helping to foster good working relationships among employees, and between employees and their managers. For example, benefits and grants or work-life and work-life policies could be involved in program preparation.
Often they must manage wages and salaries, unfair dismissals, problems of sexual or racial harassment, age discrimination or intimidation, as well as working hours, and health and safety. The job involves discussing and negotiating with individuals and groups, sometimes even union leaders.
Companies can ask their human resources officers to develop and follow a fair salary policy. Some agents may be responsible for managing payroll.
In HR planning, HR managers predict future staffing needs. Possible future changes in your business and how your staff must adapt to them should be considered in order to be successful in the future. They also need to develop policies and practices to stimulate staff commitment to these changes.
Those involved in training should organize courses that take place in the evenings or on weekends. This could mean spending nights away from home.