Roles and Responsibilities of Human Resource Department - Case Study Example

The HR manager is also considered to be responsible for making the employees acknowledge the rules as well as regulations developed to accomplish success for the company. Thus, the HR manager needs to accept huge responsibilities which are meant to be executed for making certain of effective performance of the company.

The HR manager with regard to the concerned company is required to develop a set of questionnaires in order to interview all the employees. On the basis of the outcome of the interview, a list would be prepared for providing training to the employees in accordance with their capabilities. Specified rules, as well as regulations, would be developed for enhancing the morale of the employees. The performance of the employees should be scrutinized for motivating them to raise the level of their related performances. Employees need to be awarded on the basis of the degree of service provided towards the accomplishment of the purpose with regard to the company. The HR manager is also considered to be responsible for assigning tasks to the employees in order to contribute to the success of the company. The manager would also be accountable for formulating human resource policies as well as participating with the management of the company for developing plans and policies.  

The HR manager should also take part in designing strategic plans as well as for deciding on the requirement of employees for the company. The employees should be selected on the basis of their suitability for the intended job and proper training facilities should be offered to enhance their performances. The employees providing better services should be awarded whereas the others should be encouraged to enhance their performances (Tutebox, “Roles and Responsibilities of Human Resource Department/Manager”). Thus, the tasks of an HR manager in a medium-sized company have been summarized below:

• Prepare questionnaires for interviewing the employees
• Create a comprehensive list on the basis of the interviews In accordance with the list, employees would be trained as well as assigned tasks to be performed
• The performance of the employees should be scrutinized
• The employees performing well should be awarded while others should be motivated to improve their respective performances
• Ensure that the employees are working in accordance with the rules as well as policies of the company.
• The accomplishment of the objectives of the company

These are the plans which should be presented before the Senior Management with special consideration towards motivating the morale of the employees as well as providing better training facilities for enhancing their performances.

The 15-20 questions to be asked to the employees of the company are:

• What types of aspects do you find challenging about your job?
• Is there a team approach in relation to your work?
• Do you follow individuality in your work, or do you have to pursue strict guidelines?
• Are you provided with proper training prior to the assignment of new kinds of tasks?
• What is the work environment like – relaxed, competitive, exciting?
• What is the probable salary range for someone in this occupation according to you?
• Are there incentives for upgrading or taking extra courses to improve your performance?
• What sorts of opportunities for innovation exist?
• Does your profession obtain the optimum benefit of your capabilities and education?
• About how many hours do you work on average in a given week?
• How much flexibility or independence are you allowed in your job in terms of dresses or outfits, hours, vacations, or job locations?
• How is the job market in relation to this particular field?
• What is the potential requirement of this occupation?
• What is the most electrifying thing about your profession?
• What sort of changes do you want in your job profile?
• If you had to choose another option in terms of your present occupation, what would you choose?

Timeline

Developing Human Resource policies

7 days

Developing strategic plans

5 days

Requirement of employees

1 day

Interview

7 days

Selection

3 days

Training

1 month

Performance appraisal 

Half-yearly

Rewarding employees

Annually