The core roles of human resource management are grouped below into three categories. The titles of the clusters are tentative, and are open for comment.
PLANNING AND ORGANISING FOR WORK, PEOPLE AND HRM
Strategic perspective
Organisation design
Change management
Corporate Wellness management
PEOPLE ACQUISITION AND DEVELOPMENT
Staffing the organization
Training & development
Career Management
Performance Management
Industrial relations
ADMINISTRATION OF POLICIES, PROGRAMMES & PRACTICES
Compensation management
Information management
Administrative management
Financial management
ROLES
The roles listed above are now described in terms of broad functions, activities, and outcomes to illustrate more or less what the descriptions will look like once the Standard Generating Groups begin to work with each role in detail.
PLANNING AND ORGANISING FOR WORK, PEOPLE AND HRM
➡️ STRATEGIC PERSPECTIVE
Develop Human Resource plans and strategies aligned to the organisation's strategic direction and business strategy.
Integrate HRM with current and pending legislation and socio-political changes.
Integrate Human Resource Management with general organisational management.
Manage the interface between HRM processes and systems.
Formulate and communicate HRM policies.
Act as the conscience of the employer with respect to people issues.
Scan the environment (international and national) to identify emerging trends.
Assess the long-term impact of short-term decisions on people.
Manage people issues in mergers, alliances, and acquisitions.
Express and embody the organisation's philosophy and values in people management.
➡️ ORGANISATIONAL DESIGN
Analyse work processes and recommend improvements.
Recommend options for organisational design and structure.
➡️ CHANGE MANAGEMENT
Advise management on implications of change.
Co-ordinate and facilitate the change process.
Facilitate changed relationships.
Provide employee support structures during change.
Proactively manage change and its impact on the organisation.
➡️ CORPORATE WELLNESS MANAGEMENT
Develop and communicate wellbeing policies and procedures.
Manage occupational health and safety.
Administer Employee Assistance and Health Promotion programs.
PEOPLE ACQUISITION AND DEVELOPMENT
➡️ STAFFING THE ORGANISATION
Human Resource Planning
Determine long-term HR needs.
Assess current resources and identify needs.
Job Requirement Analysis
Conduct job analysis with a representative committee.
Choose sources and methods for job analysis.
Create job descriptions and specifications.
Recruitment
Develop a recruitment strategy.
Choose between internal vs. external recruitment.
Select recruitment methods (job posts, agencies, etc.).
Selection
Align selection strategy with legislation.
Choose and validate tools for selection.
Provide shortlisted candidates to management.
Placement
Ensure placements benefit both organisation and individual.
Induction & Orientation
Facilitate employee induction and orientation.
Other Staffing Activities
Manage atypical employment situations.
Manage employment terminations: strategic advice, exit interviews, replacement planning, and turnover analysis.
➡️ TRAINING & DEVELOPMENT
Design training strategy in line with legislation and productivity goals.
Conduct needs assessments and define objectives.
Deliver and evaluate training for ROI.
Promote learning within the organisation.
➡️ CAREER MANAGEMENT
Design programs that align individual goals with organisational needs.
Manage issues related to diversity, affirmative action, and women in the workplace.
Support restructuring, downsizing, and outplacement.
➡️ PERFORMANCE MANAGEMENT
Link performance systems with HRM and business strategy.
Assess and utilise performance data for decision-making.
Oversee both individual and organisational performance.
➡️ INDUSTRIAL RELATIONS
Define and communicate IR policies.
Handle grievances, hearings, and negotiations.
Manage organisational climate and union relationships.
Implement collective bargaining outcomes.
ADMINISTRATION OF POLICIES, PROGRAMMES & PRACTICES
➡️ COMPENSATION MANAGEMENT
Develop legally compliant, market-aligned pay strategies.
Conduct job evaluations or competency-based pay assessments.
Design and manage compensation systems and labour costs.
➡️ INFORMATION MANAGEMENT
Maintain employee data for strategic decision-making.
Identify HR trends and conduct problem-solving research.
➡️ ADMINISTRATIVE MANAGEMENT
Deliver efficient, integrated HR administration.
Maintain centralised employee data systems.
➡️ FINANCIAL MANAGEMENT
Manage HR budgets across functions.
Negotiate optimal funding.
Demonstrate business acumen.
Quantify HR's financial impact.
From India, Gurgaon
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673 PLANNING AND ORGANISING FOR WORK, PEOPLE AND HRM
Strategic perspective
Organisation design
Change management
Corporate Wellness management
PEOPLE ACQUISITION AND DEVELOPMENT
Staffing the organization
Training & development
Career Management
Performance Management
Industrial relations
ADMINISTRATION OF POLICIES, PROGRAMMES & PRACTICES
Compensation management
Information management
Administrative management
Financial management
ROLES
The roles listed above are now described in terms of broad functions, activities, and outcomes to illustrate more or less what the descriptions will look like once the Standard Generating Groups begin to work with each role in detail.
PLANNING AND ORGANISING FOR WORK, PEOPLE AND HRM
➡️ STRATEGIC PERSPECTIVE
Develop Human Resource plans and strategies aligned to the organisation's strategic direction and business strategy.
Integrate HRM with current and pending legislation and socio-political changes.
Integrate Human Resource Management with general organisational management.
Manage the interface between HRM processes and systems.
Formulate and communicate HRM policies.
Act as the conscience of the employer with respect to people issues.
Scan the environment (international and national) to identify emerging trends.
Assess the long-term impact of short-term decisions on people.
Manage people issues in mergers, alliances, and acquisitions.
Express and embody the organisation's philosophy and values in people management.
➡️ ORGANISATIONAL DESIGN
Analyse work processes and recommend improvements.
Recommend options for organisational design and structure.
➡️ CHANGE MANAGEMENT
Advise management on implications of change.
Co-ordinate and facilitate the change process.
Facilitate changed relationships.
Provide employee support structures during change.
Proactively manage change and its impact on the organisation.
➡️ CORPORATE WELLNESS MANAGEMENT
Develop and communicate wellbeing policies and procedures.
Manage occupational health and safety.
Administer Employee Assistance and Health Promotion programs.
PEOPLE ACQUISITION AND DEVELOPMENT
➡️ STAFFING THE ORGANISATION
Human Resource Planning
Determine long-term HR needs.
Assess current resources and identify needs.
Job Requirement Analysis
Conduct job analysis with a representative committee.
Choose sources and methods for job analysis.
Create job descriptions and specifications.
Recruitment
Develop a recruitment strategy.
Choose between internal vs. external recruitment.
Select recruitment methods (job posts, agencies, etc.).
Selection
Align selection strategy with legislation.
Choose and validate tools for selection.
Provide shortlisted candidates to management.
Placement
Ensure placements benefit both organisation and individual.
Induction & Orientation
Facilitate employee induction and orientation.
Other Staffing Activities
Manage atypical employment situations.
Manage employment terminations: strategic advice, exit interviews, replacement planning, and turnover analysis.
➡️ TRAINING & DEVELOPMENT
Design training strategy in line with legislation and productivity goals.
Conduct needs assessments and define objectives.
Deliver and evaluate training for ROI.
Promote learning within the organisation.
➡️ CAREER MANAGEMENT
Design programs that align individual goals with organisational needs.
Manage issues related to diversity, affirmative action, and women in the workplace.
Support restructuring, downsizing, and outplacement.
➡️ PERFORMANCE MANAGEMENT
Link performance systems with HRM and business strategy.
Assess and utilise performance data for decision-making.
Oversee both individual and organisational performance.
➡️ INDUSTRIAL RELATIONS
Define and communicate IR policies.
Handle grievances, hearings, and negotiations.
Manage organisational climate and union relationships.
Implement collective bargaining outcomes.
ADMINISTRATION OF POLICIES, PROGRAMMES & PRACTICES
➡️ COMPENSATION MANAGEMENT
Develop legally compliant, market-aligned pay strategies.
Conduct job evaluations or competency-based pay assessments.
Design and manage compensation systems and labour costs.
➡️ INFORMATION MANAGEMENT
Maintain employee data for strategic decision-making.
Identify HR trends and conduct problem-solving research.
➡️ ADMINISTRATIVE MANAGEMENT
Deliver efficient, integrated HR administration.
Maintain centralised employee data systems.
➡️ FINANCIAL MANAGEMENT
Manage HR budgets across functions.
Negotiate optimal funding.
Demonstrate business acumen.
Quantify HR's financial impact.
From India, Gurgaon
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Dear Colleagues,
For core roles in HRM, this often depends on the size of the company, the industry, and more importantly, the country and the kind of labor legislation that exists. For instance, in my environment, we have the following:
- Diversity Management
- Local Content
- Indigenization ("countrynization")
- Talent (Pipeline) Management
- Welfare Management
- Employee Relations
It is believed that as industries expand and mature, new units/departments will continue to emerge to address the needs of the workforce in different business environments.
Thanks.
From Nigeria, Lagos
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For core roles in HRM, this often depends on the size of the company, the industry, and more importantly, the country and the kind of labor legislation that exists. For instance, in my environment, we have the following:
- Diversity Management
- Local Content
- Indigenization ("countrynization")
- Talent (Pipeline) Management
- Welfare Management
- Employee Relations
It is believed that as industries expand and mature, new units/departments will continue to emerge to address the needs of the workforce in different business environments.
Thanks.
From Nigeria, Lagos
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CORE ROLES OF HRM Excellent and very useful guidelins for HR MANAGERS. We can also add -KNOWLEDGE MANAGEMENT -OD -EMPLOYEE RELATIONS regards LEO LINGHAM
From India, Mumbai
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From India, Mumbai
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Hi Ed Llarena,
I would like to know more about the HR policy manual and how it would be helpful, how much it costs, and what the procedure is to get the manual. Could you please email me in this regard?
Thank you,
Baru
bhargavi_k9@yahoo.co.in
From India, Hyderabad
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I would like to know more about the HR policy manual and how it would be helpful, how much it costs, and what the procedure is to get the manual. Could you please email me in this regard?
Thank you,
Baru
bhargavi_k9@yahoo.co.in
From India, Hyderabad
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Dear Ed Llarena, Jr. & Farooqi,
I'm interested in getting more details on the "HR Policy Manual" from Ed Llarena, Jr. as well as the "comprehensive Service Rules Manual" from Farooqi. Please forward the info to my email so I can evaluate it & procure it.
Thank you,
Farhan Ghafoor
[IMG]https://www.citehr.com/misc.php?do=email_dev&email=ZmFyaGFuMjAwMGJjQGdtYW lsLmNvbQ==[/IMG]
From Pakistan, Karachi
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I'm interested in getting more details on the "HR Policy Manual" from Ed Llarena, Jr. as well as the "comprehensive Service Rules Manual" from Farooqi. Please forward the info to my email so I can evaluate it & procure it.
Thank you,
Farhan Ghafoor
[IMG]https://www.citehr.com/misc.php?do=email_dev&email=ZmFyaGFuMjAwMGJjQGdtYW lsLmNvbQ==[/IMG]
From Pakistan, Karachi
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I am very excited to become a part of this HR group that seems to be very helpful. I look forward to learning a lot from other members. I have just completed my registration a few minutes back!
From Kenya
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From Kenya
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Look at the HR Management job in terms of eleven (11) critical functional areas that an HR professional and practitioner has to attend to be effective. These areas are:
1. Manpower Planning
2. Recruitment
3. Compensation & Salary Administration
4. Benefits Development & Administration
5. Training & Career Development
6. Labor Relations & Discipline Management
7. Personnel Movement
8. Performance Management
9. HRIS
10. Payroll & Timekeeping
11. Organization Development
To be effective, an HR practitioner should have a well-rounded grasp of each of these areas. The problem is that many of us have only very limited exposure to these different functional areas as we move up the organizational ladder.
One effective way of being able to have a complete grasp of all these functional areas within a short period is to have an HR Policy Manual by your side.
My company has developed an HR Policy Manual containing all these areas. It is a handy tool for the HR professional and manager. It is copyrighted, and we are selling it.
More at https://www.citehr.com/230-core-role...tml#ixzz0nJgIz
From India, Madras
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1. Manpower Planning
2. Recruitment
3. Compensation & Salary Administration
4. Benefits Development & Administration
5. Training & Career Development
6. Labor Relations & Discipline Management
7. Personnel Movement
8. Performance Management
9. HRIS
10. Payroll & Timekeeping
11. Organization Development
To be effective, an HR practitioner should have a well-rounded grasp of each of these areas. The problem is that many of us have only very limited exposure to these different functional areas as we move up the organizational ladder.
One effective way of being able to have a complete grasp of all these functional areas within a short period is to have an HR Policy Manual by your side.
My company has developed an HR Policy Manual containing all these areas. It is a handy tool for the HR professional and manager. It is copyrighted, and we are selling it.
More at https://www.citehr.com/230-core-role...tml#ixzz0nJgIz
From India, Madras
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HR Policy Manual FINAL except Car Policy (3).doc