Human Resources Roles And Responsibilities Essay

891 words - 4 pages

The purpose of this paper is to define the roles and responsibilities of the Human Resources Manager. Their primary function is attracting the most qualified employees and matching them to the jobs for which they are best suited. The jobs in the human resources field require contact with people inside and outside the office; dealing with people is an important part of the job. The ultimate goal is their ability to manage a plethora of roles for the success of any organization.The first person a prospective employee comes in contact with is the company’s Human Resources Manager. Companies rely heavily on the expertise of HRM to enforce policies, practices, and systems that influence employees’ behavior, attitudes, and job performance (B. Gerhart, J. Hollenbeck, R. Noe, P. Wright, 2004). Their primary job function is to ensure there is a fair, objective, and legal route to a candidate who is interested in obtaining a job. Unfortunately, the trends in globalization, technology, diversity, e-business, and ethics have made it a difficult task to keep the vision of HRM clear. So many laws that protect the employee do not always protect the employer. In order for the HRM to do the best possible job they must keep up with the constant change of the laws, and their clear meaning.Companies are finding that to survive they must compete in international markets and keep foreign competitors’ at bay. Their attempts to gain and sustain a strong customer base in the United States make the market challenging to say the least. To meet these challenges, U.S. businesses must develop global markets, keep up with competition from overseas, hire from an international labor pool, and prepare employees for global assignments (S. Bates, 2006). That is where the need for technology comes into play.Advances in computer related technology have had a major impact on the use of information for managing human resources. Large quantities of employee data including training records, skills, compensation rates, and benefits usage and cost can easily be stored on personal computers and manipulated with user-friendly spreadsheets or statistical software (Gerhart, Hollenbeck, Noe, and Wright, 2004). Often these features are combined in a human resource information system or HRIS, a computer system used to acquire, store, manipulate, analyze, retrieve, and distribute information related to an organization’s human resources (Gerhart, Hollenbeck, Noe, and Wright, 2004).A HRIS can support strategic decision making, help the organization avoid lawsuits, provide data for evaluating programs or policies, and support day-today HRM decisions. Therefore, these technological advances put a world of information and knowledge virtually at their fingertips. This in fact closes the gap making the world seem like a much smaller place.The growth in e-business, plus the shift from a manufacturing to a service and information economy,...

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