Job Description and Recruiting Strategies

The job of the human resource manager focuses on the maintenance of the healthy organizational culture and effective employees’ performance through managing human resources. The interview involving a human resource manager has revealed specificities of this job.

JOB ANALYSIS

  1. What are the duties and job responsibilities associated with the position held by the individual you interviewed?

As a human resource manager, I am responsible for the maintenance of the work structure by updating job requirements and job descriptions for all positions. At the same time, I maintain organization staff by establishing a recruiting, testing, and interviewing program; counseling managers on candidate selection; conducting and analyzing exit interviews; recommending changes. Furthermore, I prepare employees for assignments by establishing and conducting orientation and training programs.

At the same time, my duties include the maintenance of a pay plan by conducting periodic pay surveys; scheduling and conducting job evaluations; preparing pay budgets; monitoring and scheduling individual pay actions; recommending, planning, and implementing pay structure revisions. I also have to ensure planning, monitoring, and appraisal of employee work results by training managers to coach and discipline employees; scheduling management conferences with employees; hearing and resolving employee grievances; counseling employees and supervisors.

Furthermore, my duties include the maintenance of employee benefits programs and informs employees of benefits by studying and assessing benefit needs and trends; recommending benefit programs to management; directing the processing of benefit claims; obtaining and evaluating benefit contract bids; awarding benefit contracts; designing and conducting educational programs on benefit programs.

At the same time, I have to ensure legal compliance by monitoring and implementing applicable human resource federal and state requirements; conducting investigations; maintaining records; representing the organization at hearings. Also I maintain management guidelines by preparing, updating, and recommending human resource policies and procedures.

One of my duties is to maintain historical human resource records by designing a filing and retrieval system; keeping past and current records. In addition, I maintain professional and technical knowledge by attending educational workshops; reviewing professional publications; establishing personal networks; participating in professional societies.

Furthermore, I have to complete human resource operational requirements by scheduling and assigning employees; following up on work results. I also maintain human resource staff by recruiting, selecting, orienting, and training employees. My duties also include the maintenance of human resource staff job results by counseling and disciplining employees; planning, monitoring, and appraising job results. Finally, I have to contribute to team effort by accomplishing related results as needed.

  1. What are the types of knowledge, skills, and abilities that are needed to successfully accomplish the job responsibilities?

Hiring, Human Resources Management, Benefits Administration, Performance Management, Communication Processes, Compensation and Wage Structure, Supports Diversity, Classifying Employees, Employment Law, Laws Against Sexual Harassment, Organization

  1. Does the position require any physical tasks? If so, describe the physical tasks and state their frequency. Is there any additional information about the job that would be beneficial to include in the job description?

The position of the human resource manager does not include physical tasks as a rule. However, the human resource manager should come prepared to communicate with a large number of people, including employees, managers, coaches, and other stakeholders. This is why the human resource manager can walk and travel a lot in the course of his/her work, while organizations operating internationally, may offer a human resource manager transfer to a new outlet of the company, which may be located overseas, for instance.

Job Description

Compose a 350- -word job description based on the data acquired in your interview.

In actuality, the work of a human resource manager focuses on the maintenance of normal and effective functioning of human resources within the organization. Human resource managers should come prepared to work in a highly stressful environment because they will have to interact and communicate with different people and perform their duties properly, in spite of the diversity of professionals they have to deal with in the course of their work.

Human resource managers should maintain positive interpersonal relations between employees and managers within the organization. they have to maintain the effective functioning of the entire organization through motivation of employees and keeping them focused on their specific tasks and functions. Human resource managers should be able to take the lead and to help employees to cope with their current problems and difficulties.

In addition, human resource managers should be able to identify the most talented and prospective employees, which can obtain the promotion. In this regard, human resource managers can affect the further development of the entire organization and influence the position of the organization in the competitive struggle because the right choice and promotion of best employees of the company allows developing business successfully.

At the same time, human resource managers should be also capable to hire, motivate, train employees and to enhance their performance using available resources and means. In this regard, human resource managers should have well-developed creativity and talents to be able to motivate employees to improve their performance, when material or financial motivation does not work. In such a situation, human resource managers should be real leaders because they should be able to persuade their subordinates and lead employees toward positive changes and improvement of their performance using their authority and charisma. Human resource managers should provide employees with positive feedback and be true psychologists to be able to maintain positive interpersonal relations with all employees and to keep them motivated to work better over and over again. Along with motivation, human resource managers should perform many other duties, which ultimate goal is to maintain and to enhance the organization’s human resources by planning, implementing, and evaluating employee relations and human resources policies, programs, and practices.

Recruiting Strategies

  1. What are three recruiting strategies that could be used to recruit for this job position?
    • Solid retention strategy
    • Recruiting top talents strategy
    • Consolidating recruitment efforts at global scale
  1. In 350- to-words, compare and contrast the recruiting strategies you have chosen. Which recruiting strategy would you use to recruit for this position? Why?

The solid retention strategy implies that the company focuses on the use of the available human resources and recruits employees, which have a solid experience and reputation. The share of newcomers is relatively low, while the company focuses on the promotion of employees, who are working within the company at the moment. In such a situation, employees, who have extensive experience and remain devoted to the company, have better chances to obtain promotion. The company benefits from such strategy because it promotes employees, who know the organization well, while the recruitment of new employees occurs on the ground of personal connections that contribute to the identification of new employees, who have a solid background. However, this strategy raises the problem of the limited human resources available to the company and the family-like organizational structure, where all know all.

Recruiting top talents is probably the best strategy so far because this strategy focuses on the recruitment of the most talented employees. The main drawback of this strategy is the possible lack of possible feedback in a short-run perspective because talented employees may not reveal their talent and potential from the beginning of their work but they may need time to polish their talent and realize it to the full extent. However, talented employees can introduce innovations and boost the development of the organization fast, as soon as they start working and realizing their full potential.

As for consolidating recruitment efforts at the global scale, this strategy is effective only, when the company operates internationally and needs to employ professionals worldwide. In such a way, the company can recruit best employees from different parts of the world and transfer them to the target outlet or department. However, this strategy is costly and will not work in smaller organizations that focus on the domestic market solely. This strategy will be unreasonably expensive for them, while the recruitment of foreigners may raise the opposition of the personnel because of possible cultural differences and the limited career opportunities for local employees.

Hence, the recruiting top talents strategy is the most efficient so far because it can bring organizations considerable benefits at relatively low costs.

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