The term human resources management appeared in the 1970s in the United States, but the profession began to take shape earlier. For example, in 1833-1847, European laws were passed restricting female and child labor in the workplace. 

Today, the HR manager is responsible not only for recruiting people but also for their adaptation and also helps them grow professionally. Such specialists are needed both in the staff of teen patti online websites and in large IT companies. For example, he makes up a personal development plan for each specialist, which allows him to achieve his goal. His work results in a positive image of the company as an employer and employees who are happy to work there.

Let’s find out what the HR manager’s duties are and what salary he can count on. 

What is personnel management?

Personnel management is attracting, hiring, and retaining employees. In contrast to human resource management, which is engaged in personnel strategy and corporate culture building, personnel management is focused on more administrative tasks, that is, working with specific employees.

In this case, specialists in both spheres are called HR managers. The point of their activity is to help company employees interact with each other and keep them motivated.

Tasks of HR-manager

Such a specialist has five main tasks: recruitment, help in adaptation, motivation of employees, assessment, and personnel development.

Staff Selection

At this stage, the HR manager is looking for candidates for available positions in the company:

• Classic headhunting. Posting vacancies on career portals and analyzing uploaded resumes.
• Aggressive headhunting. Selection of specialists among the employees of competing firms.
• HR-branding. Company positioning. For example, with the help of social networks and advertising.
• Remote personnel selection. Search and involvement of employees for remote work.
• Automation of personnel selection. The HR manager may facilitate his work by delegating part of the tasks to ATS (Applicant tracking system) programs which may correlate the resume with the vacancy position or collect responses from recruiting websites.
• Using social media. For example, LinkedIn or Telegram.

Employee onboarding

Next, the recruiter helps screened candidates get used to the new workplace. To do this, he uses the following:

• Firm tours. They allow you to get accustomed to the workspace faster.
• Mentoring. An HR manager attracts more experienced colleagues to supervise the activities of new employees.
• Seminars and training. At them, you can tell how the company is organized, what technologies are used, or how conflicts are resolved.
• Role-plays. The method helps new employees imagine themselves in stressful or conflict situations and find ways to deal with them.
• Conversations with the new employee. In the discussion, the HR manager can ensure that the adaptation is going well.

Motivating employees

So that the team does not become indifferent to the projects and goals of the company, the HR manager needs to inspire employees and minimize stressors.

Real motivation – pay raises, bonuses, premiums, and additional bonuses.

Intangible motivation – recognition of work results, praise, congratulating the employee and staff on significant dates, no micro-management, the ability to make independent decisions, comfortable office space, flexible hours.

Evaluation

An essential aspect of HR manager’s tasks, which allows controlling whether the skills and knowledge of an employee correspond to the position occupied:

• Appraisal. The recruiter considers how team members will be reviewed for qualifications and enshrine the order in official documents. Inspections usually take place several times a year.
• Business games. The HR specialist draws up tasks and cases that mimic natural processes in the organization.
• Method of expert evaluations. Experts analyze the work and skills of the employees attracted from the outside.
• Assessment Center. Experts evaluate staff performance in business games and quests.
• Testing, interviewing.

Training and staff development

No matter how strongly developed a candidate’s professional skills are at the time of hiring, they become obsolete in a few years. Helping an employee develop can:

During professional courses, professionals gain additional qualifications or more in-depth knowledge in their field.

Seminars, conferences, lectures, and business breakfasts where employees can communicate with colleagues from other companies and share experiences.

Training with an independent solution of business tasks is suitable for subordinates and managers.

Games and training sessions where skills are acquired in an informal atmosphere.

Personnel management techniques

In working with personnel, an HR manager combines economic, administrative, and socio-psychological methods.

Economic methods

They are based on payback: if a company invests in financial incentives for employees, they want higher KPIs and financial performance. So the manager can increase wages or tighten penalties and provide social bonuses – health insurance, a corporate fitness club program, meals, or travel expenses.

Administrative methods

The basic principles of the company’s work are fixed in internal normative and legal acts. However, labor relations should also be specified so that management orders do not simply remain on paper but are executed.

Social-psychological methods

They are based on theoretical psychology and sociology, and they help to create a friendly atmosphere in the team and create a corporate culture. Managers can single out informal team leaders and enable them to show initiative, minimize conflicts through training, and help employees plan their careers.

 

Demand for the HR manager profession

Recruiting portals to have internships and job openings for director and HR partner positions. 

Candidates for HR management positions must have Excel, and PowerPoint skills, knowledge of labor laws and specialized programs, an understanding of training and personnel development techniques, and the ability to program and work with big data is considered a plus. These skills will be required when the specialist systematizes information about employees and maintains document flow. In addition, some companies are looking for employees who know the specifics of recruiting in a particular industry – for example, IT or marketing.

Where to study human resources management

Undergraduate programs usually focus on more general areas – economics, business analytics, or management. But such departments often offer courses related to human resource management. In addition, all major universities around the world have specialist programs. 

Personal qualities

These are the qualities that an HR manager should have:

• The ability to find an approach to people. If a person does not know how to ask, listen, hear and speak intelligently, it is difficult to open up in this field.
• A good memory. Including names and faces. An account executive works with a lot of people. 
• Stress tolerance. Unpleasant or stressful situations are not uncommon in an account executive’s job. The simplest example is when you must inform a person about a fair dismissal or intervene in a conflict. 
• Resourcefulness. For example, when it is necessary to check the candidate’s skills at the interview, respond correctly to an unexpected request of an employee, or solve a problem out of the box.
• Analytical mindset. That is to be able to collect and analyze facts and details. 
• Systems thinking. This skill helps to look several steps ahead and predict the result. It is an indispensable quality for starting a career but irreplaceable for managerial work.
• Organizational skills. The ability to plan, prioritize and achieve goals.
• Inner maturity. It has nothing to do with age. In working with people, you need to feel a balance between straightforwardness and delicacy to be able to separate the personal and the professional.

You can start a career as a personnel manager at any age – it is essential to have knowledge and experience to rely on. Therefore, in addition to specialized higher education, you need additional courses on the profession and related specialties—for example, psychology or sociology.