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The manager has to prove himself as a powerful leader not by means of his autocracy but by building trust in his employees.
Rothwell and Kazanas (2003) inform that the managers of HR department have to take the responsibility of establishing goals for the department and its purposes. Manager is also responsible for structuring the department according to its needs. Staffing, issuance of orders, deciding on differences, inter-departmental and outside the department communication, planning for department budgets and politics, all can be regarded as the roles of the manager of HR department and design a path towards development of the department (Rothwell and Kazanas, 2003).
The advantages that can be found because of manager’s performance at HR department are many in number. Manager is responsible for communication within the department and outside the department; it means that the information from inside and outside should be gathered in order to take the right decisions. This factor is wholly advantageous as the employees are allowed to communicate with the manager and deliver their thoughts regarding a decision. The final decision stays with the manager; it means that the manager can collect information from various sources but should be decisive in order to come to a conclusion regarding a problem (Woods and Thomas, 1994). A manager has many responsibilities to bear and the tasks should be divided among his employees but leadership should be with him so that the performed tasks of the employees can be evaluated.
As a manager is required to do lengthy and painstaking tasks, therefore, there should be consciousness behind any taken decisions and the manager should decide according to the needs of a situation. Sometimes, it is disadvantageous to give so many responsibilities to a manager as all the tasks cannot be justified fully because of over burdening of the manager. There should be a team
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