Managers are the link between the workforce and the management and owners of the enterprise. They are often misunderstood because they speak for the board and at the same time defend the workers in some situation. However, this should not be confusing, because a personnel manager should actually act exactly that way. Here are the top ten roles of an effective manager.
10. The Spokesman. A personnel manager acts as a spokesperson for the employee to the employers and vice versa. But it is understood that his/ her bias is for the management, so the worker should not disclose anyhing beyond the professional level. A manager tries to make the employees and employer know that the other is thinking for the betterment of the enterprise.
9. Mediator. The manager mediates in some cases the employed and the management. Issues are resolved far better when the manager knows how to handle the situation and gives each party the opportunity. A good mediator acts as objectively as possible in all circumstances. This is also known as the referee function of a personnel manager.
8. Guide or Counsellor. Handling people with different personalities and abilities is a hard task for a personnel manager. However hard it is, a manager should know how to advise his or her subordinate on how to perform well and meet the expectations of the company in order to get the best out of that person.
7. Force Analyst. Personnel managers are tasked to analyze the current state of the total manpower. This includes the whole number of employed workers in the company and their capabilities, they also ensure that the employees are matched with the right designation.
6. Forecaster. It is also important to have future plans. A reliable personnel manager makes future manpower forecasts: who will be promoted; additional benefits; contractualization and regularization.
The personnel manager develops a tactical plan for hiring. This is because he or she is responsible for recruitment, may it be internal: transfer, promotion and/or reemployment or external.
He/ she should also create venue for workshops, seminars and skills training for the workers. These training and development plans include; on the job and off the job trainings. This role is geared towards the enhancement of the capability of the workforce.
3. Supervisor. A good personnel manager sees to it that everybody gets their job done correctly supervising the output per specific period of time. Sanctions and rewards are recorded and are subject to review. Sometimes, the personnel manager also takes charge in the operations of the company.
2. Management’s Eye. The board or the owners are not constantly in the workplace and that’s when the personnel manager’s bigger role comes in. He or she should be able to provide assistance to the higher-ups on the goings on (say, production rate) of the company.
1. Staff specialist. It will definitely be a plus if the personnel manager knows the diversed traits of the employees and be able to identify whether or not an applicant is fit for the job. He or she should also call the attention of those who are performing below the standards of the company.