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Human Resources Manager: 1-Introduction

The document provides information about the role of a Human Resources Manager, including: 1. The HR Manager oversees the HR department and all company employees, ensuring policies and procedures are followed. 2. Daily duties include hiring/firing paperwork, explaining HR policies to employees, and supervising HR staff. 3. The role requires 7-10 years of progressively responsible HR experience, as well as a diploma or degree in HR. Computer skills and the ability to handle stressful situations are also important.

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Bassel M. Fouad
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© © All Rights Reserved
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66 views

Human Resources Manager: 1-Introduction

The document provides information about the role of a Human Resources Manager, including: 1. The HR Manager oversees the HR department and all company employees, ensuring policies and procedures are followed. 2. Daily duties include hiring/firing paperwork, explaining HR policies to employees, and supervising HR staff. 3. The role requires 7-10 years of progressively responsible HR experience, as well as a diploma or degree in HR. Computer skills and the ability to handle stressful situations are also important.

Uploaded by

Bassel M. Fouad
Copyright
© © All Rights Reserved
Available Formats
Download as DOCX, PDF, TXT or read online on Scribd
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Human Resources Manager

1- Introduction
Human Resources is every facility's most significant and distinctive department. An organization's
achievement in managing human resources is an exciting, active and difficult job, particularly in our moment
when the globe has become a tiny town and the economies vary. Increasing the scarcity of skilled resources and
the elevated expectations of today's employees, The complexity of the human resources department's function.
Human resource management is in fact the responsibility of all the organization's executives. The various human
resources policies and operations within the organization must therefore be maintained and given due
significance to all executives of the organization. Human Resource Management traces the importance of HRM
and its diverse capacities within an organization, and also analyzes the different forms of HR that attract, manage,
persuade and develop employees for the benefit of the organization.

2- Methodology and Rationale


There is a huge difference between the two methods of collecting data which is defined in two methods.

2.1- Questionnaire
Questionnaire is a set of organized multiple choice questions in a written form giving a free space to the
informant to answer. It’s either mailed to a lot of people or printed and given by hand. It’s also a very cheap and
economical way to collect information (Michael, 1999). Questionnaire is a time consuming method to collect the
data. Mostly questionnaires consist of closed ended questions and its nature is objective (Michael, 1999). The
defects of this method are that not all the information gathered are verified, they may be wrong, since the
responder isn’t verified. Also many people may avoid answering it.

2.2- Interview
“Interview is a formal conversation between the interviewer and the informant where both parties are
sitting face to face and communicating orally” (Michael, 1999). Interviews mostly collect accurate information
because it’s collected from a verified person. Its nature is subjective and it’s based on open ended questions to
be able to gather all the information, questions may be asked randomly due to preferences and needs. Interview
is a little more expensive due to the need to go visit the informant or invite him to your firm and it consumes a
lot of time based on how the interview goes (Michael, 1999). It’s also hard to avoid answering and interview
question since there is a direct interaction.
3- Interview Questions

1. What is your background information about human resources?

2. Can you tell me briefly what the main duties of HR manager are?

3. What’s your style of leadership?

4. How are you going to drive outcomes as an HR supervisor?

5. Describe an optimal place to work for you?

6. What is your opinion of work eliminations as an HR supervisor?

7. What technology and instruments do you think HR leadership needs?

8. What's your strategy of recruiting? Where do you discover the best talent in the candidates?

9. What do you believe is the workers ' greatest motivator?

10. What is the most efficient way to resolve a conflict between employees?

11. How do you keep the employees happy to work together?

12. How can you change negativity to positivity?

13. How can you best evaluate HR's achievement?


14. Which kind of KPI’S you found helpful?

15. How would you affect retention of employees?

16. How many employees have you managed at one time?

17. How do you inform an employee that he is fired?

18. Why did you leave your last job?

19. Why do you think you are the best person to hire for this job?

20. If we switched places which question would you ask me?


4- Job Description and Specifications

4.1- JOB OVERVIEW


Job title Human Resources Manager

Weekly hours 40 Hours weekly

Department Human resources department

4.2- POSITION OVERVIEW

 Complete and support the chain of management and employees by handling


Job purpose objections, and helping resolve problems related to work.
 Advice managers in handling organizational policy matters.

 Maintains the work framework by updating job specifications for all roles and job
descriptions.
 Maintains employees of the organization by setting up a program of recruitment,
testing and interviews.
Responsibilities  Contributes to team effort by achieving appropriate outcomes.
 Completes the operational demands of human resources by scheduling and
assigning staff; follow-up on the outcomes of the job.
 Maintains rules for leadership by preparing, updating and recommending policies
and processes on human resources.

Working
Most of the time work indoor in a comfortable atmosphere
Conditions

Supervision HR Manager is supervised by the Chairman of Board of Directors


Received

Supervision Supervises the HR department specialists and employees and


Exercised company’s employees overall

Direct Reports The chairman of the Board of Directors


4.3- JOB SPECIFICATIONS
Minimum  7-10 years of progressively more responsible positions in human resources.
Experience  Experience supervising and managing a professional staff.
Requirements
Minimum
 Diploma in HR field is suitable for this job.
Education  M.B.A in HR field or any related field for this designation
Requirements
Physical
NONE
Requirements
 HR management
 English language user or more languages is preferred
 training and education
Knowledge  supervision and persuading
 self-control
 Handling work under upstream conditions
 A confident and assertive manner
 Excellent written and verbal communication abilities
 Accessible and sympathetic nature
 Good leadership and management skills
 Excellent organizational abilities
 Good attention to detail
 Can remain calm and operate in stressful circumstances
 Ability to deal properly with disciplinary problems
 Good computer skills
Skills  Good negotiating skills
 Time management skills
 The ability to listen to problems and respect employee confidentiality
 A good knowledge of employment law and company policies
 The ability to take instruction from senior management
 Good understanding of labor legislation and business policy
 The willingness to learn and take advantage of possibilities
 Patience and strong humor
 The capacity to behave as a mediator in cases of difficulty
 Oral Comprehension
 Written Expression
 Speech Clarity
 Problem Solving
 Originality
Abilities
 Creative
 Fluent
 Memorization
 Speed of Closure
 Selective
5- Job Analysis Information Sheet

 What is Human Resources Manager’s overall purpose?


Essentially, the purpose of Human Resources Manager is to maximize the productivity of an organization by
optimizing the effectiveness of its employees.

 Does a Human Resources Manager supervise others?


Yes, The HR Manager supervises all the HR department staff, and generally supervises all the employees in the
company.

 What are a Human Resources Manager daily duties?


The daily duties of an HR Manager include Preparing or updating employment records related to hiring,
transferring, promoting, and terminating. Explaining human resources policies, procedures, laws, and standards
to new and existing employees. Ensuring new hire paperwork is completed and processed.

 What are the required amount of experience needed for a Human Resources Manager?
- Six months
- One year
- Seven to Ten years *
- One to Five years

 Where does a computer information systems manager work?


- Outdoor
- Indoor *
- Underground
- Excavation

 What are the machines, tools and equipment that a Human Resources Manager use?
The HR manager should be good in using computers.
 What are the personal attributes required from human resources manager?

A good HR manager will have education and experience, the capacity to wear many hats, powerful interpersonal
skills, the capacity to be honest, accessible and sensible with staff, the capacity to negotiate and motivate
excellent management abilities.

 What are some of the exceptional problems that Human Resources Manager might face during normal
conditions?
Some of the issues that any HR Manager might face is Compliance with Laws and Regulation, Management
Changes, Adapting to Innovation and Compensation.

 What is the seriousness of the error in this job? Who and what is affected by the error of the Human
Resources Manager’s error?
An error in the situation of the HR Manager could affect all the company including employees, board of directors
also the owners and the company itself.

 What does a HR Manager gets promoted to?


HR Manager is given a promotion to Manager of Human Resources and Administration.

 What is the Education Required to become an HR Manager?


Diploma in HR field is suitable for this job or MBA in HR field or any related field for this designation

 Are there any extreme environmental conditions that the HR Manager could be exposed to?
No, there is no extreme environmental conditions
 Introduce yourself?
Objective: gathering accurate information about the candidate
Answer: covering up every detail about him/herself in an organized way

 Why did you apply to this job?


Objective: to make sure that he has the passion to work for this job
Answer: I’m Qualified to work in this job based on my experience in this field

 What is your background information about the company and about human
resources?
Objective: To know if he knows enough about the company and good
background about human resources.
Desired Answer: Telling accurate information about the company, and related
correct information about Human Resources

 What are your qualifications?


Objective: Getting accurate information about his education and experience
Desired Answer: Tell same information that is provided in his resume and as
mentioned in the job description.

 Why do you want to change your job?


Objective: To know if he has any attitude issues and also to identify some of his
weaknesses
Desired answer: because in the last job it was hard to build a career, and I’m looking
for better opportunities

 Can you tell me briefly what are the main duties of the HR manager?
Objective: to know what’s his background information about HR duties
Answer: Maintains the work framework by updating job specifications for all roles
and job descriptions, and Maintains employees of the organization by setting up a
program of recruitment, testing and interviews.

 What do you believe is the best worker’s motivator?


Objective: To measure his creativity and responsiveness to employees
Answer: appreciation, respect, relaxing environment in the company, activities, and
fun days for employees and their families

 What is the most efficient way to resolve a conflict between employees as an HR


Manager?
Objective: asking about problem solving and critical thinking abilities
Answer: the best way is to hear both employees clearly and understand the situation
well to be able to solve the conflict in a fair way.
 How many employees have you managed at the same time?
Objective: Testing if he can work under pressure and his leadership ability
Answer: minimum 5 employees

 How can you inform an employee that he is fired?


Answer: first I will close his account to alert him that there is a problem, when he
come to ask why his account is closed, I will tell him that the he is not meeting our
expectations
 Tell me about your weakness and strength points?
 If you have a huge conflict in your department and most of your employees is absent.
What would you do is such situation? How you will avoid same problem in the
future?
Objective: Testing Leadership Skills,

Where do you see yourself in 5 years?


If there is a conflict betw
Working hours

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