Role of human resource manager in an organization

The human resource or personnel manager controlling to manage his department. He has also to perform certain operative functions of recruitment, selection, training, placement etc, which the other line managers may entrust to him. He is basically a manager whatever may be the nature of his operative functions. Just as finance assesses cost, marketing emphasizes customers, personnel is people-centred. Some of the important roles of human resources manager in an organization are:-performs managerial as well as operative functions. Since he is a manager, he performs the basic functions of management like planning, organizing, directing and controlling.

·         Policy Formulation:-

      Policy formulation is one of the important tasks of the human resource manager. It is with a view to overcome problems of recurring nature, or to prevent anticipated problems in the area of human resource management that policies are framed. The human resource manager helps the top management in the formulation of policies on wage and salary administration, transfer, appraisal, welfare activities, personnel records and statistics, working environment etc.

·         Advisory Role:-

      The advisory role of the human resource manager is of crucial importance. Line managers are generally confronted with a variety of problems in their day to day operations. These problems may include grievance over distribution of overtime work, annual increase in pay, transfer, promotion, disciplinary action and so on. In all such matters, the personnel manager can offer useful advice because he is familiar with personnel policies and practices, labour agreements, labour laws, etc.

·         Linking Pin Role:-

       The human resource manager attempts to achieve and maintain good industrial relations in the organization. He is responsible for setting up various committees on discipline, labour welfare, safety, grievance etc. He helps in laying down the grievance procedure to redress the grievances of employees. He also conveys the views of the trade union leaders to the higher management. Thus he acts as a linking pin between the management and the workers.

·         Representative Role:-

       The human resource manager generally acts as a spokesman of the top management or representative of the company and communicates management policies and decisions that affect people in the organization. It is because he has better understanding and overall picture of the company’s operation. Sometimes, he also acts as worker’s representative to put forward their problems to management, particularly in non-unionized organizations.

·         Decision-making Role:-

       The human resource manager also plays an effective role in decision-making on issues related to human resources. He formulates and designs objectives, policies and programs of human resource management.

·         Mediator Role:-

       The human resource manager often acts as a mediator in the event of conflict between employees, or groups of employees, superior and sub-ordinate, and even between management and employees. Thus he attempts to maintain industrial peace and harmony in the organization.

·         Leadership Role:-

       The human resource manager provides leadership and guidance to the workers and their groups. He ensures effective communication in the organization and influences the workers for extending their co-operation in extending the organizational objectives.  

·         Welfare Role:-

       The human resource manager acts as a welfare officer in the organization. As welfare officer, he is concerned with provision of canteen, crèches, transport, hospital and other welfare services for the benefit of workers and their family members.

·         Research Role:-

       The human resource manager maintains the records of the employees working in the enterprise. On the basis of records, he undertakes research in various personnel areas such as absenteeism, labour turnover, alcoholism etc and suggests suitable measures for improvement to the top management.