Page 21 - DMGT106_MANAGING_HUMAN_ELEMENTS_AT_WORK

Unit 1: Introduction to Human Resource Management

by offering a 48/52 pay option where employees can take an extra four weeks holidays per Notes
year and receive less pay across the year.
1.7.3 Relationship with Other Fields

Nature of the Work
Every organization wants to attract, motivate, and retain the most qualified employees and
match them to jobs for which they are best suited. Human resources, training, and labour
relations managers and specialists provide this connection. In the past, these workers performed
the administrative function of an organization, such as handling employee benefits questions
or recruiting, interviewing, and hiring new staff in accordance with policies established by top
management. Today’s human resources workers manage these tasks, but, increasingly, they
consult with top executives regarding strategic planning. They have moved from behind-the-
scenes staff work to leading the company in suggesting and changing policies.
In an effort to enhance morale and productivity, limit job turnover, and help organizations
increase performance and improve results, these workers also help their companies effectively
use employee skills, provide training and development opportunities to improve those
skills, and increase employees’ satisfaction with their jobs and working conditions. Although
some jobs in the human resources field require only limited contact with people outside the
human resources office, dealing with people is an important part of the job.

There are many types of human resources, training and labour relations managers and
specialists. In a small organization, a human resources generalist may handle all aspects of
human resources work, and thus require an extensive range of knowledge. The responsibilities
of human resources generalists can vary widely, depending on their employer’s needs.
In a large corporation, the director of human resources may supervise several departments, each
headed by an experienced manager who most likely specializes in one human resources
activity, such as employment and placement, compensation and benefits, training and
development, or labour relations. The director may report to a top human resources executive.
Employment and Placement

Employment and placement managers supervise the recruitment, hiring, and separation of
employees. They also supervise employment, recruitment, and placement specialists, including
employment interviewers. Employment, recruitment and placement specialists recruit and place
workers.
Recruitment specialists maintain contacts within the community and may travel considerably,
often to job fairs and college campuses, to search for promising job applicants. Recruiters
screen, interview, and occasionally test applicants. They also may check references and
extend job offers. These workers must be thoroughly familiar with their organization, the
work that is done, and the human resources policies of their company in order to discuss
wages, working conditions and advancement opportunities with prospective employees.
They also must stay informed about Equal Employment Opportunity (EEO) and affirmative
action guidelines and laws, such as the Americans with Disabilities Act.
Employment interviewers whose many job titles include human resources consultants, human
resources development specialists, and human resources coordinators help to match employers with
qualified jobseekers. Similarly, employer relations representatives, who usually work in
government agencies or college career centers, maintain working relationships with
prospective employers and promote the use of public employment programs and services.

Compensation, Benefits, and Job Analysis
Compensation, benefits, and job analysis specialists administer compensation programs for
employers and may specialize in specific areas such as pensions or position classifications.

LOVELY PROFESSIONAL UNIVERSITY 15