HR Manager Responsibilities and Key Performance Indicators

This report examines the responsibilities of HR managers within the context of GTES, a not-for-profit organization in Australia. The paper identifies five key responsibilities: participating in company planning and development, recruiting employees, providing resources for employee development, serving as leaders of change, and advocating for employees while ensuring ethical practices. The report then identifies key performance indicators (KPIs) to measure the success of these responsibilities, including employee retention rates, customer satisfaction, and the impact of employee performance on cost production. The paper also ranks the importance of the skills required by HR managers, emphasizing time management, communication, analytical skills, and confidentiality. The analysis aims to understand how GTES can improve its HR operations and achieve its organizational goals by leveraging its human capital effectively.

Running head: HUMAN RESOURCE MANAGEMENT
HUMAN RESOURCE MANAGEMENT
Name of the Student:
Name of the University:
Author Note:

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The aim of this paper is to discuss the responsibilities of the HR managers and
identify the key performance indicators for these responsibilities. This particular paper will
be analyzing the operations of the company selected and then identify which responsibilities
do the HR manager perform in that particular company. According to the importance, then
the responsibilities will be discussed so that the key performance indication can be identified
and the operating of the company in selecting and recruiting the employee in various
department can be easy.
Overview of the employer:
GTES is situated in Australia and a not for profit organization. This particular
company supports the host employers as well as skilled candidates throughout their
apprenticeship and traineeships. This is an employment company which has increased over
time. This company has purpose built group training center in Hammond Avenue, Wagga
Wagga (Seek.com.au (2019). This is the largest employer of apprentices and trainees in
Riverina. With the support from the community, dedicated staff and directors, this
organization has grown since 1985 (Gtes.com.au 2019).
5 key responsibilities mean:
Five most important responsibilities of HR in GTES are participate in the planning
and development of the company, providing the employees with the career choices, finding
and recruiting the employees which advance company objectives, serving as the leaders of
changes, advocating employees and ensure that no employees indulge in any unethical matter
for production or service.
Planning and development of the company:
In the case of GTES, the HR can the strategic partners of the company they are
expected to effectively participate in the identification, growth and execution of the corporate

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objectives. Due to this reason, the HR executives of this company will be able to align their
task to achieve the organizational goals. Through the HR manager of the company, the
ground level employees get to know about the vision and mission of the companies (Rizvi
2016). Therefore, this process of participation in the planning process of the organization will
allow the HR managers to gain an intense understanding of the activities of the organization
that need changes or aid for have a sustainable growth.
Recruiting the employees which advance company objectives:
The human resource manager is responsible for the recruitment of the candidates
matched for the organizational purpose. They are also responsible to evaluate the
performance of the employees. These days the responsibilities of the HR manager has
become more difficult as the business are becoming more diverse in nature. In this situation
finding out which one of the candidates will understand the motto of the organization and
serve the candidates effectively have become difficult. The employer brands are developed to
attract the perfectly matching job candidates (Cohen 2015). By recruiting the skilled and
competent employees the HR managers create the organization to be the highest favorable
workplace. This process is used for creating the positive culture as well as providing the
satisfactory compensation as well as benefits to the employees that attract the ideal work
candidates.
Providing employees resources for development:
This is how the HR managers play an important part in helping the candidate with
more carrier choices. Most importantly, the organization is meant to provide training to the
clients for developing skills so that they can choose their path of preferences. Similarly the
HR manager help the workers to identify their areas what need improvement and develop
some very important steps. Through helping the employees with the career development

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process the modern HR professionals gain a deeper understanding of their available human
capital. This also include the availability of the internal candidates to have a potential role
succession. His can help the organization to have an effective advantage for filling the future
roles as well as meeting the future conium market needs (Angrave et al. 2016).
Serving as the leaders of changes:
The Human Resource manager of the organization is considered to be the leaders
from change as it is the employees who need effective and up to date tools for performing
better in their profession. This the HR managers yield a strong project management skills in
the corporate toolboxes. This is effective as the professional executives can help the
organization to make a connection between the strategic needs and the change initiatives.
This is also helpful in minimizing the change resistant matters and the employee unrest in the
corporation (Trullen et al. 2016). It is important to note that the HR managers are also
responsible to maintain a balanced organizational culture and managing the staff member
satisfaction. The HR executives are also the role of weighing the success of the change
initiatives.
Advocating employees:
The human resource manager is also responsible to make the organization or for that
matter the workplace to be an integral part of the operation. They are responsible to build
such a work environment where the employees will have all the needs fulfilled, feel satisfied
as well as empowered (Tsui and Schamberger 2017). The HR executives play major role in
motivating the employees by setting goal perfectly aligning with the goal of the organization.
To deliver better consumer experience, the empowerment of the employees is needed.

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Ensuring ethical process of production or service:
The employees while working in an organization need to be loyal to the operation of
the firm and do not indulge in the unethical practices at any cost (Angrave et al. 2016). It is
the duty of the HR managers to maintain connectivity with the employees so that the
organization does not lose its fame.
Key performance indicators for these responsibilities:
The HR can understand and measure the success of these responsibilities by using key
performance indicators which may include:
 Measurement of the employees retention rate
 Measurement of the customer satisfaction by the means of employee performance
 Weighing the success of the change initiatives in the organization
 Determination of the performance of the organization in terms of the performance of
the employees
 Measuring how the abilities of the employees have contributed in the cost production
of the organization.
Rank the criteria and explain why one is more important than the other:
The position of Human resource manager needs some very effective skills without
which the HR managers cannot operative successfully in the organization.
Firstly, they need to be effective in time management. This is important as the drawing up
employment contracts as well as managing the payroll and insurance plans which have time
sensitive aspects (Tsui and Schamberger 2017).
Secondly, the HR manager needs to have effective communication skills so that he can listen
to the criteria of the employees and try to convince them to align them according to the
policies of the organization

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Thirdly, the HR managers needs to have the analytical skills which will help them to
understand the requirement of the organization and select perfectly matching candidates in
the organization.
Finally, the HR needs to have confidentiality skills. This help the HR to work according to
the ethical framework of the organization. This will help them to gain the support of the
employees and build a positive organizational culture within the organization.
Therefore, it can be concluded that there are ample opportunities that the company
named GTES provide to the HR managers. There are effective responsibilities and skill
indicators which help the candidates to get an easy scope to perform better.

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