Human Resource Manager

01. Please state your name. 02. How do you handle the pressures of deadlines? 03. What do you enjoy most about your position and why did you choose this field of study? 04. In terms of advancement, where do you see yourself next? 05. What were the steps/levels you had to endure to become an HR manager? 06. What do you expect of your subordinates? 07. What types of management style do you and have? 08. What would your employees say about you? 09. What recent training or seminars have you attended to improve your skills as a HR manager? 10. What type of contributions have you made in your current role or past role in the organization that

are meaningful?
11. What are your strengths in this position? 12. How do you manage your weaknesses? 13. What skills do you possess now that you wish you knew prior to becoming a HR manager? (Ask

him previous position)

14. How difficult is it to manage or handle a change in policy? 15. What is your greatest method to reconcile employee and upper level management conflicts? 16. In a field like this organization seems to be imperative, what method do you use for reporting

progress on your work?

17. What advice would you give to an individual who is looking to become a part of the HR field? 18. What are the Pros and cons of the HR field? 19. What kind of benefits would you bring to our company if you are hired as HR manager? 20. What are the priority policies you have that are already company has? 21. Do you have SAP back ground? 22. What kind of skills would assist in benefiting the company against governmental rules?

Human Resource Manager

HR Executive has to perform duties on all aspects of HRM including Performance Management Leadership Development Compensation & Benefits Learning & Development Employee Engagement Employee Relations Payroll Administration Benefits Administration

HR recruiter has to perform duties on all aspects of Recruitment & Selection Understanding the requirements Developing and tracking the Manpower Requisition Forms Sourcing candidates Scheduling Interviews Conducting HR / Technical Interviews Background verification Making Job offers & On Boarding

Human Resource Manager

HR Management Career Job Description Todays workforce is diverse, dynamic and changing just like todays business environment. Skilled HR management is vital to the success and sustainability of firms around the globe and in every industry. HR managers add value to employers by planning human resources programs and policies that achieve strategic objectives, including employee retention, relations and safety. To most businesses, reducing turnover and increasing production are two important aspects of conserving human resources, and therefore contributing to the bottom line. Professional HR managers are skilled in improving morale and creating a workplace environment that is of benefit to both employees and employers. Any HR professional planning a career path that includes HR management may obtain musthave skills and career-enhancing knowledge through an HR masters degree program. Job Outlook The U.S. Bureau of Labor Statistics (BLS) predicts solid growth in the coming years for HR management jobs. In fact, the BLS predicts HR management jobs will grow much faster than average, due to overall business growth, an increasingly complex labor law environment, and the desire to attract and retain a talented workforce. Individuals who have earned advanced degrees and industry certifications should enjoy the best job opportunities. HR Management Job Duties HR managers perform a wide variety of tasks in fulfilling their main r esponsibility: leading an organizations HR programs and policies as they apply to employee relations, compensation, benefits, safety, performance and staffing levels. Supporting the companys strategic goals will typically drive the HR managers design, planning and implementation of these programs and policies. Typically, an HR manager engages a vast array of knowledge and resource matters. They employ recruitment and interviewing skills to candidates for open positions. Expert HR managers are also skilled between staff and management through mediation, handling labor managers through employee issues. experience when handling human identify staff vacancies and select in promoting healthy relationships disputes and guiding department

Depending on the size and industry of the organization, HR managers may conduct employee training and orientation, administer a benefits program, analyze compensation and other competitive data, and prepare budgets. They typically report to management regarding HR costs and activities. HR managers are highly valued for their role in mitigating risk by keeping organizations compliant with federal, state and local labor laws and regulations. The changing nature of human resources requires HR managers to stay on top of all applicable labor legislation, as well as the shifting needs of their employers and employees. In larger firms, HR managers often supervise staff or entire departments, such as benefits coordinators, payroll, recruitment and placement specialists and training and development personnel. They may manage and consult with external partners, such as payroll companies and benefits administrators. HR managers are also responsible for collecting and analyzing employee data and maintaining accurate and complete employee records. Education and Training Requirements The typical entry path for HR management positions is a bachelors degree. Some employers show preference to candidates with a combination of business knowledge and HR experience, along with industry certification or a masters in human resources degree. An advanced degree or specialized HR education is becoming increasingly important for some jobs, especially upper-level HR management positions. HR professionals may obtain the knowledge and skills needed to compete for these jobs through a Master of Science in Human Resource Development degree

Human Resource Manager

program. Coursework typically includes organizational change management, benefits, compensation, employment law and human resource technology solutions. Employers can be confident that professionals who have earned a Masters Degree in HR are able to:

Implement strategic organizational change to increase productivity and employee satisfaction. Use data and analysis to solve real-world HR problems. Demonstrate advanced financial management and budgeting skills. Structure competitive benefits packages, and measure their success. Leverage advanced knowledge and skills to succeed in HR management.

Human Resource Manager

Job Duties and Tasks for "Human Resources Manager" 01. Administer compensation, benefits and performance management systems, and safety and recreation programs. 02. Identify staff vacancies and recruit, interview and select applicants. 03. Allocate human resources, ensuring appropriate matches between personnel. 04. Provide current and prospective employees with information about policies, job duties, working conditions, wages, opportunities for promotion and employee benefits. 05. Perform difficult staffing duties, including dealing with understaffing, refereeing disputes, firing employees, and administering disciplinary procedures. 06. Advise managers on organizational policy matters such as equal employment opportunity and sexual harassment, and recommend needed changes. 07. Analyze and modify compensation and benefits policies to establish competitive programs and ensure compliance with legal requirements. 08. Plan and conduct new employee orientation to foster positive attitude toward organizational objectives. 09. Serve as a link between management and employees by handling questions, interpreting and administering contracts and helping resolve work-related problems. 10. Plan, direct, supervise, and coordinate work activities of subordinates and staff relating to employment, compensation, labor relations, and employee relations. 11. Analyze training needs to design employee development, language training and health and safety programs. 12. Maintain records and compile statistical reports concerning personnel-related data such as hires, transfers, performance appraisals, and absenteeism rates. 13. Analyze statistical data and reports to identify and determine causes of personnel problems and develop recommendations for improvement of organization's personnel policies and practices. 14. Plan, organize, direct, control or coordinate the personnel, training, or labor relations activities of an organization. 15. Conduct exit interviews to identify reasons for employee termination. 16. Investigate and report on industrial accidents for insurance carriers. 17. Represent organization at personnel-related hearings and investigations. 18. Negotiate bargaining agreements and help interpret labor contracts. 19. Prepare personnel forecast to project employment needs. 20. Prepare and follow budgets for personnel operations. 21. Develop, administer and evaluate applicant tests. 22. Oversee the evaluation, classification and rating of occupations and job positions. 23. Study legislation, arbitration decisions, and collective bargaining contracts to assess industry trends. 24. Develop and/or administer special projects in areas such as pay equity, savings bond programs, day-care, and employee awards. 25. Provide terminated employees with outplacement or relocation assistance. 26. Contract with vendors to provide employee services, such as food service, transportation, or relocation service.