Krishna Sigdel Ashish Rai Nepal Administrative Staff College Role of a HR Manager Krishna Sigdel Ashish Rai Nepal Administrative Staff College

Management Manage + men + timely

"Management is the art of getting the things done through & with people”-Koontz Donnel “Management is the process of designing and maintaining an environment in which individual work to accomplish selected aims” -Koontz & weilhrich

The traditional classification of management functions Planning Organizing Controlling Directing

Management

Manager… One who manage other people and resources are called managers. A manager is a person who is responsible for running a particular section, or a business or an organization, who is in-charge of people, and who carryout the activities that produce goods and services. Without his/her leadership ‘the resources for production’ remain resources and never become production.

Human Resource Management Human Resource Management (HRM) is the term used to describe formal systems devised for the management of people within an organization Human Resource Management is concerned with the people dimension in management Human Resource Management is a series of integrated decisions that form the employment relationship; their quality contributes to the ability of the organisations and the employees to achieve their objectives.

Functions of HRM

Roles of HR Manager

Strategic Role Administrative Role Act as change Agent Assessing workforce trends Assisting in workforce restructuring & downsizing Advising in mergers and acquisition Human Resource planning Planning compensation strategies Administrative Role Clerical and administrative support operations (e.g., payroll and salary administration) Interpreting HR Policies and procedures Maintenance of records

Employee Advocate Role “Champion” for employee concerns Serves as “Morale officer” Employee crisis management Responding to employee complaints Opinion survey Operational Role Identification and implementation of HR programs and policies—hiring, training, and other activities that support the organization. The operational roles are:

Personnel Welfare Fire-fighting / Legal Recruitment, selection,training & development, assessment of individual and group behaviour Advisory- advising management on effective use of HR Welfare Research in employee and organisational problems Managing services- canteen, shops, transport, etc Motivation, counseling, leadership, communication, etc. Fire-fighting / Legal Grievance handling Settlement of disputes Handling disciplinary actions Collective bargaining

Managerial Concerns Effectiveness Vs Efficiency Effectiveness is attaining organizational goals Efficiency is getting the most output for the least input

Leading and Managing: Do they differ? "Management is efficiency in climbing the ladder of success; leadership determines whether the ladder is leaning against the right wall." - Stephen R. Covey

Leader Vs Manager(EX)

Leader Vs Manager

Leaders vs. Managers LEADERS: do the right thing MANAGERS: innovate focus on people inspire trust have a long-range view ask what and why have eyes on horizon challenge status quo do the right thing MANAGERS: administrate focus on systems and structures rely on control have a short-range view ask how and when have eyes on bottom line accept status quo do things right

Leading and Managing: Do they differ? Manage THINGS; Lead PEOPLE Manage YOURSELF; Lead OTHERS Manage COMPLEXITY; Lead CHANGE

Qualities of HR Manager Capacity for creative thinking, analysing situations, and reasoning objectively Ability to inspire, motivate and direct employees Capacity for leadership, a sense of social responsibility, and a standard of social justice Personal integrity Capacity for persuasion, patience and tolerance A friendly nature, and a pleasing personality BKB/NASC/BAT/2013

Qualities of HR Manager (Contd.) Capable of working with and through other people An ability to generate trust A readiness to cooperate the subordinates in times of difficulty A person with responsibility for performing a variety of HR activities. Knowledge of business and organization Specific HR knowledge and expertise BKB/NASC/BAT/2013

Intelligences required IQ - Rational Intelligence – the use of reason and rational thought. EQ – Emotional Intelligence – using feelings to guide thought and action. SQ - Spiritual Intelligence – Awareness of real and authentic identity. Capacity to discern meaning and act in alignment with core values and a defining sense of life purpose.

Challenges for HR manager Globalization Growing unionization Revolution in IT and other technological innovations Workforce availability and quality Education of workers in basic skills Demographics and Diversity Issues: more diversity of gender, age, and ethnicity

Organizational Restructuring / Right Sizing Growth in Contingent Workforce Increases in temporary workers, independent contractors, and part-timers caused by: Need for flexibility in staffing levels Increased difficulty in firing regular employees. Reduced legal liability from contract employees

The HR Manager’s WORD MAGIC 10 words: I will provide daily guidance and direction to each employee. 9 words: I will openly encourage employee participation in decision making. 8 words: I will delegate for employee development and growth. 7 words: I trust employees to do the job.

The Manager’s WORD MAGIC 6 words: I will continually coach and counsel. 5 words: I will lead by example. 4 words: Employee input is essential 3 words: Feedback is continual. 2 words: Communicate daily. 1 winning word: Empower

Why Managers Fail ? Inability or unwillingness to delegate work Improper use of authority Setting poor example Favoritism / Biasness Lack of desired for the job Unable to up-date himself

Managers – Beware ! “Today’s Peacock is tomorrow’s feather duster”

Any Questions ? © 2005 Michael zur Muehlen. All Rights Reserved.

Nepal Administrative Staff College - Krishna Sigdel -Ashish Rai Nepal Administrative Staff College