Human Resource (HR) Managers participate in the identification and development of the organization’s strategies. Participating in the organization planning allows them to gain profound understanding of the organizational activities needed to aid in sustainable growth of the company.

The obligations of HR managers in a company are as below: –

  1. Develop and implement HR strategies and initiatives aligned with the overall business strategy.

HR managers are tasked with creation of goals to help meet key business objectives. They are involved in determining the organization’s long-term objectives and establishing the goals necessary to achieve them. They conduct in-depth analysis of current and anticipated conditions that may affect the company’s ability to achieve its mission.

  1. Oversee the recruitment, selection and hiring process

HR managers who monitor the recruitment process of the company. They are tasked with hiring responsible employees who can invest their skills and abilities in the overall development of the company. It is essential to have a knowledgeable and responsible HR manager because without resourceful manpower the company cannot move in the right direction of success.

HR managers also draw up, negotiate, and administer labor contracts that cover issues such as grievances, wages, benefits, and union and management practices.

HR managers defining roles in the organization or assisting their client define roles in their business to avoid duplication of duties. Defining roles helps in accountability and performance evaluation.

  1. Bridge management and employee relations by addressing demands, grievances or other issues

HR managers handle labor complaints between employees and management, and they coordinate grievance procedures.

  1. Training and training programs

Employee training and development includes new hire orientation, leadership training and professional development. HR managers conduct periodic needs assessments to determine when training is necessary, and the type of training necessary to improve performance and productivity. They examine employee performance records to identify areas where employees could improve through job skills training or employee development, such as seminars or workshops on leadership techniques.

They also play an integral role in implementing employee development strategy and succession planning based on training and professional development. Succession planning draws on the manager’s knowledge of employee development, training and future business needs to devise career tracks for employees who demonstrate the aptitude and desire for upward mobility.

  1. Organization structure and performance

HR managers are tasked with building organizational structure. They help in laying the foundation for the organization. They participate to form different pillars in an organization that is responsible for its development. They develop different strategies to meet the goals of the organization and contribute their support to all the departments of their company. HR managers should dedicate their existence by developing ideas to improve the company’s performance.

  1. Formulation and implementation of policies

HR managers develop and update policies to govern the work environment. They keep track of whether the implemented policies are effective, and if not, take necessary action to ensure they are efficient. The policies they develop include HR policy and code of conduct, sexual harassment policy, anti-corruption and bribery policy, data protection policy, maternity and paternity policy among others.

  1. Rewards and Recognition

It is a human resource manager’s key task to recognize their employees and reward them for their performance and contribution to the organization. According to their grading or rating, they will collect the information from the department managers and recognize the employees as per their performance. They make sure that this process underlies with organizational policies.

  1. Employee support and Welfare

It is the duty of HR managers to ensure that there is a conducive work environment for the employees. They should nurture a positive work environment. HR managers act as a medium of communication between the management and employees. They should inform employees of their rights. They should conduct regular surveys on employee satisfaction and improve on areas pointed out by employees.

In a unionized organization, HR managers may be tasked with negotiating collective bargaining agreements, developing management response to union organizing campaigns and interpretation of labour union contract issues.

  1. Effective Employee Relations

HR managers have the ultimate responsibility for preserving the employer-employee relationship through effective employee relations strategies. An effective employee relations strategy contains specific steps for ensuring the overall well-being of employees. It also ensures that employees have a safe working environment, free from discrimination and harassment.

  1. Ensuring statutory and regulatory compliance

HR managers are tasked with ensuring that a company has complied with the set statutory and regulatory requirements. To this end, they should keep abreast with laws, regulations and policies that govern the operation of the company. They can seek the assistance of professionals such as financial and legal experts.

  1. Adherence to work ethics and professionalism

HR managers are required to observe strict adherence to work ethics and code of conduct. They should avoid negative work practices such as discrimination, bias in decision making, nepotism and tribalism in discharge of their professional functions.

HR managers should not participate in activities that put them in conflict with the interests company and the business of the company. They should also not engage in activities that are contrary to those that they are registered as human resource professionals.

  1. Custodian for company documents

HR managers are the custodians of extremely crucial company documents such as registration documents, contracts, strategies, financial documents and employee information. They should keep the documents confidential during and after their subsistence in the company, unless authorised or required to disclose the information by the company and the law.


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