Analyzing the Roles and Responsibilities of Human Resource Management

This essay provides a comprehensive overview of the roles and responsibilities of human resource managers within organizations. It discusses key areas such as compensation and benefits management, employee training and development, employee relations, recruitment and selection, and the importance of maintaining a positive organizational culture. The essay also addresses contemporary challenges faced by HRM, including talent acquisition, managing change, developing leaders, globalization, employee turnover, and health and safety issues. It emphasizes the strategic role of HR in aligning people strategy with organizational goals and fostering an ethical and productive work environment. The role of HR managers in handling various tasks, from documentation to dispute resolution, is also highlighted, emphasizing their significance in driving organizational success.

Human Resource Management

Human resource manager is a person who plays a very important role in the running of the
organization. There are different kind of roles and responsibilities depending upon the
nature as well as the size of the organization. In large organization, there is a full- fledged HR
department that possess managers and directors and have their different roles and
responsibilities. These roles mainly provide more responsibility and authority to the HR
workforce. HR managers handle different departments and they have specialized function
for each department like compensation management and training management. HR
manager basically act and a linkage between the employees and management. It is
important for a good HR manager to create a balance in order to meet the requirement of
both the parties. There are different roles and responsibilities of HR manager. Human
resource managers always help an organization in compensation management and benefits.
Human resource managers are response for creating compensation plans, creating an
alignment in performance management system, creating compensation structure and
monitor all the benefits provided to the employees. There is different kind of benefits
provided to the employees in an organization like medical benefits, travelling benefits and
human resource manager are responsible to take care of these things (Beardwell &
Thompson, 2017).
There is different kind of trainings provided to the employees when they join the
organization and even after that there are several trainings for the good of the employees.
Employee training includes the training provided to new hire, leadership training and
professional development training. Human resource manager do a timely analysis to check
the requirement of training and then conduct training in order to improve efficiency and
productivity of the employees. They also assess the performance records to find out the
areas of improvement and the ways to improve the same with the help of skills training and
seminars. Human resource manager play an important role in creating succession planning
and professional development. Sometimes, due to introduction of new technology, it is
mandatory to arrange training for employees so all these has to be handled by Human
resource manager (Goswami, 2018).
Employee relations management- It is the responsibility of relations specialist to maintain
employee relationship in the organization and to resolve workplace issues. Human resource
manager has the responsibility to safeguard employer- employee relationship by applying

strategies. It includes some steps that result in overall well- being of employees. They
always make sure that employees will get a safe work environment and no harassment and
discrimination at workplace. Human resource managers are also involved in workplace
investigations and resolve the issues. They are also involved in legal counsel in risk
mitigation activities and litigation that are related to employee relations (Hoffmann, 2014).
Every organization has its own recruitment and selection process. Human resource
managers develop a proper solution that helps in meeting workforce demand. They are
responsible in decision making related to recruitment and retention of employees. Such
strategy also includes incentive programs as well as cross- training so that all the employees
become proficient in different areas. They have to create a full- fledged procedure for hiring
the employees. Sometimes there is an urgent requirement of workforce and in such
circumstances, human resource manager have to plan and hire the respective employees.
Human resource managers are responsible to provide timely rewards and recognition to the
employees to keep them motivated. There are different monetary as well as non- monetary
rewards based on the employee’s performance. Human resource managers have so many
responsibilities in many different areas. They have to maintain a proper balance between
the employer and the employees. In an organization, there are chances of dispute and
human resource manager has to resolve the same with a genuine and proper satisfactory
resolution. There are different functions handled by HR managers like documentation of
new joiners to the final formalities of people leaving the company. There are many areas
where Human Resource Management plays a very important role in the success of the
organization. Human resource manager add value to the organization by handling its human
resources in an effective way and manage each and every task like payroll management,
appraisals and dispute resolution. It is the responsibility of human resource manager to
judge a person coming for an interview and to know that whether that person is able to
meet organizational requirements. Retaining human resources is also a very important task
that is to be taken care by human resource management by timely inspection of their work
life management.
People play a very important role in the failure or success of an organization. So in this
scenario, human resource managers play a very important role in driving the people
strategy with the help of integration process. There are certain factors that directly impact

the people working in an organization like decision making style, structure of the
organization, and change in work practices and operating models. There should be a proper
coordination between the HR integration else there might be high chances of risk like
declining sales, market imbalance and business interruption in the organization.
Management of HR roles and responsibilities in integration needs a very effective HR
integration plan that basically coordinates overall integration strategy. HR manager plays a
role of strategic partner in an organizational success. They have the capability to visualize a
broad and clear picture that helps in fulfilling organizational goals. They are even more
patient in uneven circumstances. HR managers are considered to be fair in case of decision
making and they make decision without being partial to any of the party (Canetto, 2016).
They also possess risk taking capability and they deal with people in an effective way
without any fear. HR managers have to assure a good organizational culture to all the
employees so that they can contribute their hundred percent efforts. They improve
organizational culture in these ways. They find out the main focus of the organization and
try to align all the employees with the objectives (Guest, Rodrigues & Sanders, 2017). They
try to make constant effort to communicate with the employees on day to day basis to
know the status of their mind as they know communication is the key to control stress in
company’s culture. HR managers try to build transparency that mainly helps to building trust
among the employees for the company. They let the employees know what is happening in
the organization whether it is good or bad. An organization can able to grow only if the
employees are happy and they are growing. HR managers are responsible to check whether
employees are happy with the organizational culture or not. They assist employees by
reducing number of working hours and take initiatives to help the employees so that they
can focus on the work and life.
Every employee deserves respect in an organization whether h is on higher level or lower
level. HR managers trust the employees to be faithful for the organization and allow no one
to disrespect them or bully them. It is the duty of a HR manager to discourage people with
disrespectful behaviour and try to make them understand that every person is equal in the
organization (Bratton & Gold, 2017). HR managers always encourage teamwork and try to
ensure that every team has created to fulfil the organizational goals and they have to work
together for achieving the same. Every employee who is contributing effectively in an

organization expects recognition of the efforts. HR manager rewards them to make them
happy and motivated so that they can continue with their good performance. HR managers
are responsible to create HR policies. There should be good HR policies in terms of flexibility,
leaves and any other areas as it impact the employees of the organization. Good and
effective HR policies results in organizational success. They always focus on creating an
ethical environment and make sure no unethical practices taking place in the organization.
They have to take action against the people who behave in unethical way or adopt unethical
practices. HR managers try to improve performance on individual level as well as
organizational level. They keep focus on providing timely rewards and recognition to keep
employees motivated (Harris, 2014). There are timely trainings as well so that employees
can gain more skills and knowledge. They also focus in bringing improvements to the
organization by focusing on employees and other things.
In contemporary organization, things are different from previous scenarios and there are
different type of issues and problems that are faces by HRM. Today there are multiple
people apply for a position and it becomes really difficult for HR managers to identify good
talent who can actually contribute in organizational growth. To attract good talent, they
must need to understand the job requirement and organization’s requirement. HR
managers should be more active while screening phase, and then find out who is
comfortable with the upcoming challenges and fit for the role (Carter, Schmidt & Hirons,
2015). Change is everywhere including the environment, competitors, workplace and
customers. Humans are always not comfortable with change so it is necessary to adopt
procedures to make them comfortable in changing phase. It is a very big responsibility for
HR managers and the most difficult challenge they have to face. HR managers are not only
responsible in hiring the candidate and look after their happiness but they have to
cooperate them constantly in changing phase to meet the requirement of the organization
(Aigner, 2014). To cope up with this issue, HR managers have to take an initiative to
communicate in a frequent as well as transparent way. They have to make employees ready
to face the change and provide then necessary trainings. By this employee feel more secure
and confident.
There are many teams in an organization but they do not perform in the same way because
they have different leaders. It is a major issue nowadays as people are leaving their jobs due

to the bad relationships with the manager so it is very important to develop talented
leaders. It is not an easy task because people are constantly leaving the organizations and it
is a regular process. To resolve this issue, HR managers should provide timely trainings to
the employees and build leadership qualities within them. Globalization is prevailing all over
the world and resources are transferring from one place to other as per the requirement of
client. Every organization has human resources belong to different culture and it also
creates many human resource challenges like managing them and makes coordination
between them. To resolve such issues, HR manager has to start some cultural awareness
programme so that employees understand different diversities and create better innovative
ideas. Team building activities is also a good approach to unite people belong to different
culture and make them work towards a common objective. Employee turnover is a major
issue in every organization because people are not happy with their current job and they
always look for the better options. An organization spends a good amount of money in
hiring the employee and provides training. HR manager has to conducts timely interviews or
feedback surveys from the employees so that they can understand their stress and level of
happiness. Health and safety issues are a big human resource challenges. Such issue are not
only governing by labour law but it is important for wellbeing of the employees.
Psychological well- being is also important for employees because of high work pressure.
There is a high stress level among the employees that results in mental illness. To cope up
with these issues, HR professionals should focus on checking the workloads and stress level.
They should also conduct training regarding Emotional Intelligence as it can help the
employees to get a healthy mental state. HR managers are important for an organization in
order to achieve the goals and objectives.

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