In The Past, The General Manager Was Responsible For Managing The Human Resources In The Organization. Today Almost Every Organization Contains A Dedicated Human Resources Department Led By A Human Resource Manager. Explain Why This Is So?

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In today’s business world, organizations are more and more dependent on the external and internal environment to be profitable. An organisation is only successful when management and workers are willing to bring their best accomplishment. Therefore it is very important to have a well-functioning human resource department in every organization, which also has an impact on the organizational performance. Human resource is a term with which many organizations describe the combination of traditionally administrative personnel functions with performance, Employee Relations and resource planning. (en.wikipedia.org/wiki/Human_resources). Human Resources (HR) have never been more necessary. The competitive forces that we face today and will continue to face in the future demand organizational excellence.

By designing an entirely new role and agenda that results in enriching the organization’s value to customers, investors and employees, some of the HR Manager’s roles and responsibilities are as follows:-
Roles of HR Manager
 Provide a range of services which support the achievement of corporate objectives as part of the process of running the organisation.
 Enable the organisation to obtain and retain the skilled, committed and well-motivated workforce it needs.
 Enhance and develop the inherent capacities of people – their contributions, potential and employability – by providing learning and continuous development opportunities.
 Create a climate in which productive and harmonious relationships can be maintained between management and employees and ma which feelings of mutual trust can be developed.
 Develop an environment in which teamwork and flexibility can flourish.
 Help the organisation to balance and adapt to the needs of its stakeholders (owners, government bodies or trustees, management, employees, customers, suppliers and the public at large).
 Ensure that people are valued and rewarded for what they do and achieve.
 Manage a diverse workforce, taking into account individual and group differences employment needs, work style and aspirations.
 Ensure that equal opportunities are available to all.
 Adopt an ethical approach to managing employees which is based on concern for people, fairness and transparency.
 Maintain and improve the physical and mental well-being of employees.
Responsibilities of HR Manager
 Recruitment and selection
Recruitment and selection refers to the process of sourcing, screening, and selecting people for a job or vacancy within an organization. (Recruitment) - Wikipedia, the free encyclopedia. Critical to the successful achievement of business objectives is the satisfaction of current and future skills and knowledge through effective recruitment and selection. In lot of companies, an HR manager plays a large part in the hiring duties in that he/she can eliminate bad candidates and determine who’s qualified to come in for an interview ensuring that the company consistently appoint quality people into value adding roles, which generate increased profitability.
 Training/HR Development
Another responsibilities of the HR Manager is that each staff member whether new or old needs some sort of support during their employment. Thus HR will be able to guide staff with their career path and researching certain courses and learning institutes best suited to their work to develop all the necessary skills to achieve high results in the workplace that is development opportunities to enable employees to perform their job more efficiently. Encouragement is a big factor in job training and career courses to stimulate staff in their current role or to further their career options within the company, thus the company has less need to look to the open recruitment market.
 Staff Welfare
HR managers are the voice of the employees as they are present at any team or company meeting to make sure any issues concerning the employees have, are taken care of. They are also responsible for training the respective managers in keeping up the morale of the employees and take care of any changes that need to be made. They discuss ways to improve employee attitudes and performance. They are very active in our daily operations and employees know that while HR is a tool of the company, they do serve the employees as well as they gives the employees an opportunity to address concerns about the company and about personnel issues.
 Health and Safety
An HR Manager is the person responsible to promote a positive health and safety culture for the benefit of all our employees, visitors and so on and also is committed to creating and maintaining an environment where people can work safely with all relevant health and safety legislation and standards. HR Manager need to continuously develop, maintain and improve management arrangements to effectively organise, plan, control and monitor health and safety risks such as:-
 Develop and maintain management systems that establish responsibilities, targets, monitoring methods and a review process of health and safety performance.
 Conduct suitable and sufficient assessments of health and safety risks and implement appropriate risk control measures.
 Provide health and safety information, instruction and training and where required job specific training for employees on health and safety issues.
 Provide adequate arrangements for consultation and communication on health and safety matters to create a positive culture.
 Provide and maintain safe and healthy workplaces including adequate welfare facilities.
 Provide and maintain work equipment that is safe and does not create health risks.
 Safely handle, store and transport hazardous substances.
 Motivation of the workforce
Motivation is the will to work. In the workplace, motivation is what makes people want to work. This comes from the enjoyment of the work itself and from the desire to achieve certain goals that is earning more money or achieves promotions (Mancosa 2007:150). HR Managers are the best persons in place to make such achievements occurs. To be successful in an organisation, employees and managers should understand what causes different motivational levels, because the achievements of both personal and organisational goals are important. Motivation in a workplace can produce certain benefits such as:-
 Better productivity – this will lead to lower unit cost of production and enable the firm to sell its product at a lower price.
 Lower levels of absenteeism – employees are happy with their working lives.
 Lower levels of staff turnover – means that less employees will leave the company thus reducing recruitment and training cost.
 Good reputation – Happy workers give the firm a good reputation thus promoting the company.
 Collective Bargaining/Industrial Relation
An HR person is the person capable of dealing with collective bargaining and has the power to conclude such bargain. Collective bargaining is the process whereby workers organize collectively and bargain with employers regarding the workplace. In various national labor and employment law contexts collective bargaining takes on a more specific legal meaning. In a broad sense, however, it is the coming together of workers to negotiate their employment. The aim of collective bargaining is to reach agreements.

 Dismissal and redundancy
No matter what size or type of business a business is, if a company employ staff then there will probably come a time in which it has to let one or more of them go. Dismissing employees is a difficult and sensitive process, and should always be approached with caution. This is why an HR person is the right person to do it. Redundancy means that the job no longer exists. If a direct replacement is hired for the employee then it is not a reasonable case of redundancy. However, if an employee is made redundant as part of a need to reduce the workforce, and an existing employee moves into that job, that is still redundancy; as long as no vacancy or opening exists for the redundant job. The realisation of redundancies in the workplace can often cause a lot of damage to employee morale, so offering voluntary redundancies first can help soften the blow. Such situation is very embarrassing; an HR person will have to deal with such situation tactfully.

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Originally Posted by Rutton

In The Past, The General Manager Was Responsible For Managing The Human Resources In The Organization. Today Almost Every Organization Contains A Dedicated Human Resources Department Led By A Human Resource Manager. Explain Why This Is So?

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There became too many governmental regulations, benefits, laws, and red tape. Someone has to spend time sorting through it all and learning what can be done, what can not be done and what is the right thing to do.

Huge penalties are levied on companies for non compliance with regulations, therefore, most companies hire a Human Resources Manager with the experience and training to deal with these issues along with the highly confidential and volatile people issues that come along with discipline, terminations, and other employment issues.

Shirley

Outline the role of an operations manager in a textile industry

Rutton,
I cannot help with the textile industry as I work in an international nutritional supplement company. I really have never worked in manufacturing, Idaho is an agricultural state and I have mostly dealt with agricultural jobs.

I can tell you that the operations manager for any company does rather similar jobs. Here is a job description which may help you with your task.

JOB DESCRIPTION
VICE-PRESIDENT OF FINANCE AND OPERATIONS

Reports to; President and COO

Summery Description;

To provide executive leadership and direction in the development and implementation of financial and operating strategies which achieve the company's short and long-term goals within the values and mission of the AIM companies.

Principle Accountabilities

Participates as a member of the executive team in developing plans for the company's pursuit of its mission and long term objectives. Includes reporting financial and operating results and needs to the team (President, Executive Team and Board, as required), participating in and/or directing the research for decision making and carrying out team decisions in the areas of assigned responsibilities.

• Develops and presents proposals for the President and/or Executive Team approval relevant to the needs and opportunities encompassed under the financial and operations function or other assigned areas.

• Develops and presents policy proposals to the President
And/or executive team for approval.

• Develops and presents company budgets and other financial
Needs for approval.

• Develops Financial and Operations plans and assists the
President and executive team in the development of the
Company Strategic Plan.

Provides management oversight and coaching for the managers of Customer Service, Information Technology, Accounting, Human Resources, R & D and Product Quality, Warehouse and Distribution. The position is also responsible for administrative services. This includes the performance development, annual reviews, recruiting, hiring and firing responsibilities of supervision.

• Selects and maintains qualified personnel in all positions reporting directly and recommends compensation for them.

` * Provides orientation and on-the-job training for direct reports and ensures that the authority, responsibility, and accountability for each position are defined and understood.

• Directs, monitors and appraises the performance of departments and managers reporting directly and provides the necessary coordination between activities.

• Identifies training needs, initiates development of subordinates, recommends effective personnel action.

• Maintains appropriate communications within area of responsibility, keeping employees informed about company plans and progress.

• Consults with all segments of management responsible for policy or action. Ensures compliance within area of responsibility. Make recommendations for improving effectiveness of policies and procedures.

Participates in the development of and translates corporate objectives and priorities down to department levels. This includes assisting managers in setting and achieving goals, creating systems and organizing human resources for maximum effectiveness, and implementing plus monitoring financial and other controls for optimal efficiencies.

• Reviews and approves strategic and annual operational and financial plans,
• Reviews performance against operating plans and standards. Provides feedback to subordinates with interpretation of results and approves changes in direction of plans.

• Presents monthly reports on performance as requested by the President.

• Reviews and approves cost control reports, cost estimates, and manpower and facilities requirements forecasts.


Provides special project management leadership to plan for and carry out the necessary operational and financial changes brought on by dynamic growth and other factors affecting the business operations.

• Develops plans for the new areas of technology that will change the way the operations and financial functions takes place in future years.

• Coordinates activities of assigned units with those of other company units. Seeks mutual agreement on problems involving coordination.

• Proposes and supervises major projects involving major functional changes within the departments and company encompassed under the financial and operational functions.


Shirley