Interview of an HR Manager - Assignment Example

An Interview With a Human Resources Manager A human resources manager is one of the most important people in a firm regardless of its size. Whether a large or small firm, the HR manager, as the position is more commonly referred to, helps to keep the company running like a well oiled machine. For this particular interview, I managed to get some face time with the HR manager of an up and coming clothes manufacturer in our local community. We spent a good part of the afternoon discussing his job, what it entails, and what is expected of him within the company setting.

According to Judy Rossum, her job within the company is to maintain a proper balance between the interests of the company and the welfare of the employees. It is also part of her job to ensure that the company will never be over or under staffed during any given production season. It is not an easy according to her. But thanks to her assistants, she manages to pull off what can be considered to be a monster of a headache type of job. She begins to explain her job to me by telling me all about her main functions within the company.

These functions are: Recruitment and staffing;organizational department planning;performance management and improvement systems;organizational development;employment and compliance regulatory concerns regarding employees Since the company has only been around for 2 years and does not have an enormous staff like its big time counterparts. Judy only needs a total of 6 assistants to help make sure that all her job requirements are met. but even with the assistants, she still meets some tasks that take a lot of her time to resolve.

Some of the issues that she has to handle includes the performance evaluation of the employees and employee labor complaints. She does her best to resolve the problems in such a manner that the company will not have to call in a legal adviser in order to resolve the situations in the case of labor complaints. While when it comes to performance evaluations, she has to make sure that the rating being applied to the employee is always fair, balanced, and based solely upon his workplace attitude and job performance. Ms. Rossum believes that there is a tremendous amount of room for further professional development in the field of human resources.

She suggested that those who are in the position to further the field do so by increasing the training and development programs for current and future human resource managers. This can be done through a consistent and thorough study of human development theories, practices, and processes. Updating the necessary areas in order to keep human resources abreast of 21st century business and employee needs.