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1. REPORT
ON
HUMAN RESOURCE MANAGER JOB
SPECIFITION
Submitted To: Submitted
By:
Lect. Taruna Bhasin Group 2nd

2. What is a HUMAN RESOURCE Manager?
Human resources managers handle personnel decisions, including hiring,
position assignment, training, benefits, and compensation. Their decisions
are subject to some oversight, but company executives recognize their
experience and skill in assessing personnel and rely heavily on their
recommendations. Although physical resources—capital, building,
equipment—are important, most companies realize that the quality and
quantity of their output is directly related to the quality and commitment of
their personnel. Human resources professionals make sure that appropriate
matches are made between support staff and producers, between assistants
and managers, and between coworkers to enhance productivity, support the
company’s business strategy and long-term goals, and provide a satisfying
work experience for employees. A human resources professional in a
smaller firm is a jack-of-all-trades who is involved in hiring, resource
allocation, compensation, benefits, and compliance with laws and
regulations affecting employees and the workplace and safety and health
issues. This multiplicity of tasks requires individuals with strong
organizational skills who can quickly shift from project to project and topic
to topic without becoming overwhelmed. “You’re the last line of defense
between your company and confusion,” wrote one human resources
manager at a small firm, “and sometimes confusion wins.” Strong
interpersonal skills are crucial for managers at small firms. These managers
spend much of their day handling questions, attending budgeting and
strategic planning meetings, and interviewing prospective employees. The
rest of the time, they take care of paperwork and talk on the telephone with
service providers (insurance, health care, bank officers, etc.). At larger
firms, human resources managers often specialize in one area, such as
compensation, hiring, or resources allocation. Compensation analysts work
with department managers to determine pay scales and bonus structures.
Hiring specialists (also known as recruiters) place ads in appropriate
publications, review resumes, and interview candidates for employment.
Allocation managers match assistants, support staff, and other employees
with departments that have specific needs. Sensitivity to both personality
issues and corporate efficiency are a plus for allocation managers. The most
difficult feature of the human resources professional’s job is handling the
dirty work involved in the staffing of a company: dealing with
understaffing, refereeing disputes between two mismatched personalities,
firing employees, informing employees of small (or nonexistent) bonuses,
maintaining an ethical culture, and reprimanding irresponsible employees.

3. Performing these tasks can be disheartening for human resources managers
who are supposed to support and assist employees, and many human
resources managers feel that employees dislike or fear them because of this
role.
Paying Your Dues
Academic requirements for a career in human resources vary, but most
employers prefer that each candidate have a bachelor’s degree.
Undergraduates should pursue a balanced curriculum that includes
behavioral sciences, English, economics, general business, business and
labor law, accounting, and statistics. Master’s degrees in human resource
management, industrial relations, organizational development,
organizational behavior, and business administration are also considered
worthwhile. Each company has its own internal protocols, and most new
hires are trained in them when they begin. A human resources manager
must have strong interpersonal skills, and many employers conduct multiple
interviews that test a candidate’s ability to relate to a diverse group of
people.
Associated Careers
Many human resources professionals feel that they must focus too much on
the financial aspects of their duties to allow them to provide the assistance
they want to give. Individuals who leave the profession often go into career
counseling, industrial psychology, guidance counseling, and labor relations.
Individuals who prefer the financial side of being a human resources
manager go into budgeting, inventory control, and quality control
management.

4. Common work activities include:
 Posting advertisements for new employees in newspapers, on the internet or
in trade specific magazines. Contacting employment services or even
executive recruiters for very specialized postings.
 Ensuring all record keeping with regards to workman's compensation,
health and medical insurance, and other state and government regulations is
completed as required.
 Overseeing the human resources department staff and handling all issues
involving employee complaints or questions that cannot be answered by
other staff.
 Managing office or agency health, safety and mental health and well-being
issues.
 Working with employers and employees in training and in-service
presentations as required.
 Hiring, supervising, training, monitoring and firing of staff.

5. JOB SPECIFICATION:
This job specification for a human resources director provides an example
of a job specification. This sample job specification for a human resources
director describes the requirements for the appropriate person for your role.
The job specification includes education, experience, characteristics, skills,
knowledge, and an overview of the job requirements.
Knowledge, Skills, and Abilities:
NOTE: Considerable knowledge is required at the 12 level, thorough knowledge
is required at the 13-15 levels, and extensive knowledge is required at
the 16 level.
Knowledge of the principles and practices of public personnel administration, including
such functions as classification, compensation, service ratings, placement and training,
and employee relations.
Knowledge of the principles and techniques of employee development and training.
Knowledge of Michigan Civil Service Rules, regulations, procedures, and forms related
to personnel transactions and the merit system.
Knowledge of planning and evaluating training programs.
Knowledge of employee practices and related laws, rules and standards, including
equal employment opportunity policies and procedures, civil rights, and other related
laws and practices.
Knowledge of employee rights, benefits, and obligations.
Knowledge of the types of training and instructional materials and their uses.
Knowledge of the methods of conducting training sessions.
Knowledge of grievance procedures and appeal procedures.
Knowledge of the theories of learning and motivation.

6. Knowledge of labor relations, grievance and appeals procedures.
Knowledge of the State Constitution, agency rules, and administrative practices relating
to the merit system.
Knowledge of state government organization and functions.
Knowledge of the various occupations in state government.
Knowledge of the functions of a public personnel agency.
Knowledge of the techniques of interviewing.
Knowledge of supervisory techniques.
Knowledge of employee policies and procedures.
Knowledge of equal employment opportunity practices.
Ability to instruct, direct, and evaluate employees.
Ability to supervise technical work involving reviews and evaluation, program
development, and program planning and implementation.
Ability to plan, develop, and conduct training sessions, workshops, conferences,
seminars, and programs regarding staff development and training.
Ability to analyze and appraise facts and precedents in making management decisions.
Ability to prepare and/or select training materials.
Ability to develop procedures and methods.
Ability to interpret and apply laws, rules, and regulations.
Ability to organize, evaluate, and present information effectively, both verbally and in
writing.
Ability to maintain favorable public relations.
Working Conditions
Some jobs require travel.

7. Some jobs are located in hospitals, juvenile detention centers, mental health facilities, or
prison facilities.
Some jobs function in adversarial situations.
Physical Requirements
None.
Education
Possession of a bachelor’s degree in any major.
Experience
Human Resources Manager 12
Three years of professional experience providing personnel management or human
resources development services in classification, compensation, labor relations, staff
development and training, or other areas of professional human resources management,
including one year equivalent to a Personnel Management Analyst P11 or Human
Resources Developer P11.
Human Resources Manager 13-15
Four years of professional experience providing personnel management or human
resources development services in classification, compensation, labor relations, staff
development and training, or other areas of professional human resources management,
including two years equivalent to a Personnel Management Analyst P11 or Human
Resources Developer P11, or one year equivalent to a Personnel Management Analyst
12 or Human Resources Developer 12.
Human Resources Manager 16
Seven years of professional experience providing personnel management or human
resources development services in classification, compensation, labor relations, staff
development and training, or other areas of professional human resources management,
including three years equivalent to a 13-level business and administrative specialist or
manager, two years equivalent to a 14-level business and administrative specialist or

8. manager, or one year equivalent to a 15-level business and administrative specialist or
manager in the above work areas.