The Role of the HR Function - Essay Example

The HR function has a cardinal role to play in the management of people within an organization.

What is the role of the first-line supervisor or manager in managing people within an organization?
First-line managers in an organization have direct interaction with the workers that practically work in the field. First-line managers are assigned the responsibility to look after the needs of workers and manage them in a way that would keep the work flowing smoothly. They are directed to do so by the middle managers who are in turn, instructed by the top managers. First-line managers make sure that there is sufficient material and equipment available on-site, workers are adequately allotted their respective tasks, their productivity is up to the mark, they are dropped into and carried from the site without any inconvenience, and are provided with food, leave passes and compensation. All of these and such other works are included under the umbrella term of “management”. As a first-line manager looks after all these factors for the workers, he essentially plays a very important role in managing the people within an organization. Also, once the workers on-site are functioning properly, every department inside the office keeps functioning the way it should. This maintains peace in the work environment which further facilitates other managers to do their part of management. Management of the top managers only stays effective as long as things are functioning rightly on the lower and the lowest levels. This is what is taken care of by the first-line managers. They look after the lowest side of the overall picture so that the progress remains consistent with the strategies of the top managers.

Who is responsible for ensuring all HR policies and practices are implemented within the organization?
In any organization, the responsibility of ensuring adequate implementation of all HR policies and practices fundamentally rests with the Director of the HR department. The director is supposed to advise the managers regarding various matters of huge significance to the organization. As the HR department formulates the strategies, policies, and practices to facilitate the work, the HR Director is answerable to the organization owners and/or top managers for their effective implementation and follow-up. The director is at the top of the HR department and is responsible for all actions and activities of the HR department. It is quite reasonable to expect the HR Director to take necessary measures for adequate implementation of the policies and practices devised by the HR department.

Who is responsible for the performance of employees within an organization?
In any organization, it is the Human Resource Manager (HRM), who is expected to look after the performance of employees and manage it. Employees perform best when they are satisfied. Employees derive their motivation for work from their satisfaction with various aspects of the job. An employee can not be expected to perform adequately unless his/her individualistic concerns are addressed. Several factors need to be taken care of to keep the employees motivated. These factors include salary, accommodation, work conditions, workload, affiliation with coworkers, and conflict resolution. Also, in many reputable organizations, employees are provided with opportunities to enhance their skills through training sessions. These training sessions result in the improvement of their performance. All such training needs are both identified and opportunities are provided by the HRM (Pandey). As all these factors are taken care of by the HRM, it can be safely said that HRM looks after the performance of the employees and manages it in the best interest of the company.

What is your basis or rationale for your answer to these questions?
I have gone through considerable literature about the job responsibilities of personnel in the HR department of an organization from top to bottom. I have consulted several sources of information for analyzing the job responsibilities of each employee of the HR department and confirming that my knowledge and understanding of their responsibilities was rational. After consulting several secondary sources, I also conducted a survey to compare the information retrieved from the literature with the trends prevalent in the real scenario, and as expected, found little to no discrepancies between the secondary and primary sources of information. Once confident and clear, I responded to the aforementioned questions. Read More