HR Manager Profile For Critical Vision

Question: Discuss about theHR Manager Profile For Critical Vision. Answer: Organizational Analysis Vision Critical provides technology based software to its clients for storing the data of clients and interact with them to resolve their query. The software helps companies to understand consumers needs and requirement. The software replaces the huge amount of data with some real facts which are helpful for the clients (Vision Critical 2017). Vision Criticals solutions are used by highly competitive organizations. Job Analysis of HR Manager Position The HR Manager would have to take care of all the activities of recruitment, induction training, compensation benefits and employee engagement. The HR would also be liable to ensure that all the company policies, processes, programs and procedures are being followed by the employees. The HR Manager would also act as an intermediate between the Vice Presidents of Facility and Operations Managers. The manager would also have to take care of all the management activities which are related to Human Resource. Job Specification Profile The candidate must have completed his Bachelors from an accredited university of the country. The candidate must possess at least 6-8 years of experience in the relevant field where the candidate must have worked as manager for at least 3 years. The candidate must have excellent organizing skills and problem solving ability. He/she must be able to prioritize the work in an independent environment (Kahnweiler and Kahnweiler 2012, 28). The candidate must abide by company policies such as maintaining confidentiality. The candidate must have excellent communication, persuasive, mentoring and coaching skills. Good leadership skills and the ability to manage individuals from diverse background (Kahnweiler and Kahnweiler 2012, 28). Analytical skills and critical thinking skills Excellent knowledge of information technology to understand the client requirements and train the staff. Time management and stress management. The candidate must have good writing skills along with excellent verbal ability. Ability to solve complex issues by applying analytical skills (Kahnweiler and Kahnweiler 2012, 28). Good interpersonal skills to maintain the relationship with the employees. Job Description The role of the manager is to look after acquisition management, recruitment and selection, compensation benefits, induction training and employee grievance and engagement to meet the goals and objectives of the company. To ensure that the employees abide by the company policies, processes procedures and programs to maintain the discipline within the company (HR Council 2009). To monitor the HR metrics such as employee attrition, engagement, grievance, engagement, vacancy time and rate. To settle down the issues of the employees through effective counseling and guidance to avoid any future conflict. To assess the risk involved in HR activities and take actions to prevent it in the beginning (Kahnweiler and Kahnweiler 2012, 28). Manage the documentation work, records, files and personnel documents of the employees. Identifying the need of training programs for employees and then hiring suitable training company who could train the employees as per the latest industry requirements. Monitor and evaluate existing HR policies and processes to improve them. Coach and mentor the employees through supervision and constant guidance. Resolve the queries of the employees to satisfy them. Vendor management and liaison with other vendors. To perform other HR duties and responsibilities to achieve the goals and objectives of the company. Competencies For Candidate The candidate must the following competencies: Global thinking: The HR must be open to every possibility. He should also be culturally aware in order to manage diversity at workplace. The manager must not discriminate among the staff people and should be able to identify the potential talent in them (Woodard 2014). Ability to foresee future: Manager must be competitive enough to stay ahead of current trends. The manager needs to consistently review his job role so as to identify the future opportunities and threats. For example, manager must be able to foresee the changing technology and how can the organization adapt itself for the latest technology through extensive training program for employees (Society for Human Resource Management 2008, 33). Flexibility: HR Manager must ensure transparency and fairness at workplace through his consistent behavior, but he is also supposed to demonstrate adaptability during critical situations in order to handle them effectively (Woodard 2014). Ability to asses and manage risk: HR Manager must be able to identify the potential risk in order to avoid threats. In order to identify risk, manager must be able to understand the risk. Further, he must develop a plan to mitigate the impact of risk on organization (Woodard 2014). Confident and courageous: The manager must be able to stand by his own decision to reflect his firmness and stability. Learn and grow: Manager must be a continuous learner (Woodard 2014). Factors of Excellent Performance To ensure excellent performance, organization must establish standard expectations from the employees, which needs to be taken care by HR Manager. The employees outperforming others must be given reward and recognition for their hard work and efforts (Info Entrepreneur 2017). On the other hand, an organization cannot ignore its low and average performers and must give them enough of time to increase their competency level and move them into high performance zone. Almost 80 percent of the employees belong to the average category and if an organization is even somehow able to move just 20 percent of these employees towards high performance zone then the results would be astonishing (Sharir 2013). Applying 30-60-10 Formula The formula is used to improve the overall productivity of the organization by improving the competencies of employees. As per the principle states, an organization must give 30 percent of its time to the high performers, 60 percent of time to average performer and remaining 10 percent of the time to low performers (Sharir 2013). The principle helps to instill enthusiasm within the employees by demonstrating fair practices at workplace. The organization would also be able to recruit talented people and as a result organization would move toward success. Measuring Performance In order to ensure good performance measurement process, an organization must adopt relevant, clear and concrete measures which can be easily understood by everybody. It is the duty of HR Manager to manage the performance measures which are based on relevant and authentic data. The collection of data must be an integral part of the standard process. The measures must have the ability to drive improvement for the growth of organization (Department of Trade and Industry 2017). Lastly, the measures must be in alignment with the goals and objectives of the organization. Following four steps are involved to outline the performance measurement: Define goals Define metrics Understand performance Start improvement SMART objective tool is used to define the goals. In order to define metrics one must think about the measurable factors which could affect the outcome. Effectiveness, efficiency and productivity are the three significant metrics to be considered by the organization. Effectiveness would reflect whether the expected results are being attained or not by following the right method of approach. The metric would include quality of service. Efficiency depends on the ratio of resource planned for usage and the actual resource used (Department of Trade and Industry 2017). One must then create reporting process through data collection and assembling the other necessary resources through the steps as follows (Department of Trade and Industry 2017): Create a system to gather the data for reporting. Define clear and concrete goals. Decide a method required for setting up the performance standards. Make a list of resources. Design format of data and categorize for summing up and consolidation. Look for the available sources to set standards. Make calendar for reporting. Design clear job roles. Identify the requirement for training. Improvement is then observed by comparing the current the target performance. References Department of Trade and Industry. 2017. Performance Measurement. Accessed February 2017. https://www.businessballs.com/dtiresources/performance_measurement_management.pdf. HR Council. 2009. HR Management Standards. Accessed February 2017. https://hrcouncil.ca/resource-centre/hr-standards/documents/HRC-HR_Standards_Web.pdf. Info Entrepreneur. 2017. Measure Performance And Set Targets. Accessed February 2017. https://www.infoentrepreneurs.org/en/guides/measure-performance-and-set-targets/ Kahnweiler, William and Kahnweiler, Jennifer. 2012. Shaping Your HR Role, 13-41. Routledge. Sharir, Eitan. 2013. The Expectation of Excellence: Creating a High-Performance Culture. HR Voice. Accessed February 2017. https://www.hrvoice.org/the-expectation-of-excellence-creating-a-high-performance-culture/. Society for Human Resource Management, 2008. HR Competencies:Mastery at the Intersection of People and Business, 33-75. US: Society for Human Resource Management. Vision Critical. 2017. About Us. Accessed February 2017. https://www.visioncritical.com/about-us/ Woodard, Nina. 2014. 6 key competencies every HR professional should possess. HR News, January 7. Accessed February 2017. https://hr.blr.com/HR-news/HR-Administration/HR-Strategy/6-key-competencies-every-HR-professional-should-po/