HR Manager Role at Sparky Electrics: Achieving Broader Goals

This report analyzes the multifaceted role of a Human Resource (HR) Manager at Sparky Electrics, emphasizing proactive management to leverage professional expertise effectively. It details key responsibilities such as candidate selection, training programs, performance assessment, and establishing clear communication channels. The report also covers determining employee remuneration packages based on financial statistics and company profitability, alongside effective communication skills and active listening. Furthermore, it explores the development of recruitment, selection, and induction policies, the importance of senior management support, necessary documentation, and the refinement of induction procedures. The overall focus is on achieving broader organizational goals through strategic HR practices.

Human Resource Manager
Sparky Electrics

Role for achieving broader goals
of the working environment
 A HR plays a proactive role in managing the human
resources so to extract maximum benefit from the
professional expertise. It is equally necessary to select an
appropriate candidate according to the relevant job profile.
 Conducting a proper training for a predefined period under
the guidance of experienced employees and taking regular
feedback from the trainer is required to asses the
performance of the candidates in the right light.
 On assigning of the job role, a regular monitoring by the HR
Department strikes a adequate balance between the aims
and objectives of the organization and the workforce
production

Mode of Communication
 A good communication channel foster better working relationship
thereby enhancing a smooth operations of the business
 Oral communication with the trainer enhances an understanding
of the capabilities as well as deficiencies of the professional.
 Email-communication will help to maintain a digital record so to
minimize discrepancies in communicating with the senior
management as well as skilled professionals.
 Consistent verbal communication is also necessary to inculcate a
right spirit and direction towards achieving the short term targets.

Determining employees
remuneration packages
 The numerical statistics like that of company’s financial
growth needs to be assessed and analyzed adequately in a
rational light.
 The remuneration packages should also depend on the
company’s profitability over a span of at least five years.
 The compensation remains one of the crucial factor for the
employees which must be adequate and sufficient based on
the relevant skills of the employees
 The remuneration policy can also be adjusted with a
lucrative incentive policy so to enable employees to
improve upon their efficacy.

Effective communication skills
 A cordial and polite behavior without using complicated jargons is
required for employees in the initial stages to understand the
critical aspects of the job profile.
 Verbal or oral communication should necessarily be a two way
communication so as to ascertain the purpose of the
communication effectively.
 A feedback process should be established for understanding the
loopholes in the communication channels
 The communication should meet its objectives like sorting issues
or clarifying the objectives of the company.

Role of active listening and
feedback mechanism
 A feedback mechanism becomes mandatory so as to
enable active listing among the workforce. Attentiveness is
the essential weapon to reproduce the work in an effective
manner.
 The role of listening and the quality of alertness can be
added by taking a sort query session, asking questions and
taking verbal feedback. On complex cases, a survey or a
questionnaire can be undertaken simultaneously.
 A feedback is necessary to understand the demand of the
employee and understanding their deficiencies which can
be fixed adequately.

Developing recruitment, selection
and induction policies
 Recruitment should be undertaken through a mandatory test
where the relevant skills and tested thereby eliminating the
unskilled workforce.
 The test can be written or can be taken online through scientific
assessment prepared by the most experienced expertise.
 The appropriate candidate passing the test can be interviewed
and then selected based upon their skills.
 Selected candidate needs to be inducted properly so as to have a
holistic picture of the major goals of the organization for an easy
assimilation to the work culture.

Quintessential support
from Senior Management
for the policies
The senior should evaluate the process
through a trial or can also test the efficacy
of the policy by experimenting the designed
policies over a period of time.
The selected policies should be then rolled
out smoothly and gradually the loopholes
can be fixed

Required documentation for
recruitment
 The secondary education mark sheet and a the graduation
records must be checked necessarily and verified.
 The address and residential documents must also be taken for
compliance of the immigrant rules.
 The citizenship of the candidates must also be verified.
 The professional degree documents coupled with previous work
experience and internships document must be checked.
 The relevant certificates as claimed by the candidates must also
be verified.

Refinement for induction policies
and procedures
 The policies and procedure
need to be refined over a
period of time to develop a
capable and productive
workforce.
 An excellent team of
workforce enables the
company to achieve its goals
more effectively