Order from us for quality, customized work in due time of your choice.
The greatest objective of any company department is to have its workers working at their optimal levels and working on their respective right tasks properly. This can only be guaranteed to an appreciable level when there is a comprehensive detailed job description for all the employees.
Job descriptions serve the purpose of outlining performance expectations and should be such that they give the exact work expectations for all employees. When everyone is aware of what they are supposed to do, it becomes easier for all of them to do their work effectively and relevantly to eschew inconveniences of people working on tasks and responsibilities that are not theirs. These expectations should be presented such that they are in harmony with the company objectives and goals and should be correlated from a central point of origin. It is important to have this central performance expectations outlining so that repetition and inconsistency in the objectives and expectations given is evaded (Armstrong, 2007).
When employees with the right mind have been recruited, the primary things that the employees have to deal with are the company procedures. Usually employees prefer simple procedures as they are easy to be understood and followed. If the employee is faced with complex procedures in any one company operation, the employee would try to avoid that operation no matter how much importance it holds. Complex procedures make the employee think twice or even thrice before carrying out an operation. It is therefore preferable for the company to adopt simple and easy to follow procedures so that the employees are able to follow them accordingly, resulting in the employees being able to focus in their work (Dessler, 2007).
In my previous employment as Human resources manager I felt that job description was not well done.
Sample Job description
-
Job title – Human Resource Manager
-
Purpose of the job – The basic purpose of goal of Human Resource Manager is to help an organization to meet strategic goals by hiring, maintaining and managing employees. Therefore it is of vital importance that they should be managed and dealt with utmost care and diligence.
-
Hours of work – 8.00am to 5.00pm
Responsibilities and accountabilities
Human Resource manager is expected to manage and supervise the personnel department of any firm. This includes the very basic human resource operations such as hiring, firing, retiring, retaining, employee evaluation, and compensation. Human resource manager is responsible for both the planning and execution of such process. Furthermore a human resource manager is also responsible for working with external entities both general and specific purposes.
Other common duties expected from any human resource manager are as follows (Human Resource Manager, 2010):
-
Planning and implementing a succession plan for every department and for every key position in the company.
-
Addressing employee absenteeism and other common but minor factors which can potentially affect the efficiency of the organization; e.g. managing internal conflicts, increasing morale levels etc.
-
Publishing advertisements for the selection of new employees in newspapers, magazine and internet along with contacting employment services or head hunters.
-
Maintaining records of all employees with regard to salaries, health and other human resources related data.
-
Ensuring all statutory regulations is complied with.
-
Providing training and development to the staff.
-
Managing human resource department
Conclusion
The Human Resource manager of any firm performs varies activities ranging from hiring and firing to training and development. Human Resource must always exhibit diligence and care in his work because issues which are related to hiring and firing are quite laborious indeed as a result an human resource manager has to concentrate hard on his/ her work as there is no space for mistakes in this field of work (Mathis and Jackson, 2008).
Reference List
Armstrong, M. (2006). A Handbook of Human Resource Management Practice (10th ed.). London: Kogan Page.
Dessler, G. (2007). Human Resource Management (11th ed.).New Delhi: Prentice Hall.
Human Resource Manager. Job Profile. Web.
Mathis, R. L. & Jackson, J. H. (2008). Human resource management. New Delhi: Cengage Learning.
Order from us for quality, customized work in due time of your choice.