Sample Paper on Job Assessment: Human Resource Manager

Job Assessment: Human Resource Manager


Through the second module of the course, a lot of lessons on various functions of the HR role have been learnt effectively. Some of these concepts are in relation to conducting job descriptions and carrying out job assessments. From these concepts, it is possible for any person working with human resources to understand the various roles within an organization and to effectively assess and understand the scope and activities associated with major positions in an organization. An example of how these concepts can be applied is shown through the ensuing sections of the paper.

Part A: Job Assessment

The purpose of the HR job is to ensure an organization recruits, trains, positions, and manages the right set of human resources for the different jobs in the organization (NOC, 2017). He thus ensures that the set of competencies possessed by the personnel in the organization matches the organizational needs.

Major Activities/ Responsibilities

The HRM is of great value to the organization. Their high value is based on the key activities associated with the position as adapted from NOC (2017):

  • Evaluating, recommending, and educating the organizational members and management on the labor relations about the workplace relative to national and state labor laws.
  • Recommending, implementing, and evaluating the key competencies of the human resources in the organization and their relevance to the work place (NOC, 2017).
  • The position also entails dvising the organizational management and employees on how to execute various policies on recruitment, compensation, as well as collective bargaining agreements in the organization (NOC, 2017).
  • The human resources manager also mediates between the employees and their employer through negotiations and dissemination of relevant information from either side to the other (NOC, 2017).
  • They also have to Determine and provide a direction to the company for competitive compensation and benchmarking based on performing organizations. This is done based on an analysis of internal and external factors such as turnover and occupational classifications respectively (NOC, 2017).

Working Conditions

Human resources managers work in a variety of environments including the manufacturing industry and organizational management; government institutions; and healthcare and social work fields. In each of these environments, they are tasked with responsibilities that require full-time attendance. The work schedules therefore run full-time through regular work hours. This gives HRM officers an average of 40 hours of work per week, with more than one-third working more than 40 hours per week. In each work environment, the remuneration depends on the position of the individual within the company. Those who work in the management of companies and organization are the highest earning followed by those in the manufacturing industry. The average earning is approximately $104,000 per annum (CollegeGrad LLC., 2017).

Part B: Job Description

Job Title:         Human Resource Manager

Reports to:      The General Manager

Prepared By:

Job Summary:

The human resource manager is tasked with planning, directing, and coordinating the administrative and human resources functions within an organization. He also consults with the management of strategic planning practices in the organization and is the link between the employees and the organizational management (Dessler et al., 2011).

Essential Responsibilities

HRM personnel perform various responsibilities including but not limited to the following based on the organization in which they work Dessler et al. (2011):

  • Planning and organizing the workforce in the organization to optimize the use of the company’s talents.
  • Linking the organization’s employees to their managers.
  • Planning, scheduling, and overseeing the benefits programs for the company’s staffs.
  • Advising other management team members on human resources practices including work ethics and equal opportunity employment.
  • Coordination and supervision of contractors, specialists, and all support staffs.
  • Overseeing the recruitment, interviewing, candidate selection, and the hiring and positioning process in the organization.
  • Handling staff issues including disciplinary and conflict mediation processes.
  • Overseeing employee work regulations and compliance with them.
  • Planning and executing payroll construction, benefits, and training of employees.
  • Overseeing employment policies for unionized and non-unionized employees.

Supervisory Responsibilities

The human resources manager is responsible for supervising the administrative employees in the organization. He also supervises the outsourced specialists, as well as contracted workers within the organization. With regards to the employees, the supervisory activities are on the practices of recruitment, as well as positioning and training of employees to fit the employment tasks (Dessler et al., 2011). Supervision also entails directing daily task assignments in the organization.


In the contemporary times, the workplace has become immensely dynamic, and various changes in the environment are occurring. The roles of the human resource manager are changing swiftly and becoming competent in such an environment requires a wide diversity of skills and abilities. Effective communication skills; preparation of employee programs and demonstration of conflict resolution and effective problem-solving skills are mandatory for effective performance as a human resource manager. They must be prepared to adapt to the rapid changes in the workforce dynamics or risk losing out on job opportunities. The following are some of the key skills and abilities that can help the human resource manager work well in such a dynamic work environment (Bisk, 2017).

Education and Experience

Human resource managers require a bachelor’s degree in human resources. However, other fields such as business administration and education may be considered when hiring for the position. For recruitment in higher-level jobs, one requires a master’s degree qualification in human resources development, business administration (MBA) or labor relations (Bisk, 2017). Other qualifications such as industrial psychology and conflict management give a competitive advantage to potential personnel. For leadership roles such as organizing and directing others in the organization, the work-related experience is considered a prerequisite for human resource management positions. Some human resource managers may start as labor relations specialists while others may gain experience in a variety of fields. For effective work in such management positions, understanding of programs such as compensation and benefits plans, local, federal, and state employment laws, and human resources software is considered necessary (Bisk, 2017).

Language Skills

The position requires strong communication skills and the ability to use both written and spoken the language to disseminate information. Reading and interpreting documents related to labor laws, and various recruitment and performance policies are considered part of the language qualifications for human resource managers. The position holder should also be able to communicate effectively with employees, as well as before the organizational managers. They, therefore, need strong speaking skills to be able to impart information and instruction to employees at all levels of the organization.

Leadership Skills

Since human resource managers are responsible for directing staff and overseeing departmental operations, strong leadership skills are considered needful for the role. The leadership roles mean that the individual in the position has to coordinate their activities and ensure that all employees across all levels complete each of their tasks and fulfill the demands of their positions.

Reasoning Ability

Reasoning ability is a prerequisite for the HRM position. This is because one of the tasks of a human resource manager is to make key decisions concerning the human resources in the organization. Decision-making entails actively thinking out the strengths and weaknesses of any optional solutions that impact on the workers and their operations. Without the reasoning abilities, this would be impossible to achieve.

Interpersonal Skills

The person who holds the HR position is responsible for working with people at various other positions in the organization. They have to engage different teams, unifying them, and establishing strong team dynamics to ensure that the work environment fosters team synergy. They have to collaborate in driving the teams towards developing a positive work environment.

Organizational Skills

The role also requires one to possess strong organizational skills both for people and for tasks. The role involves prioritization of tasks and the management of several tasks all at once.

Part C: Labor Market Assessment

As the job environment continues to change significantly over the years, prospects for human resource management responsibilities are also changing at a very fast pace. According to CollegeGrad LLC (2017), opportunities for human resource management jobs are set to increase by up to 9% in the next ten years, which is much higher than most of the other jobs in the market today. However, the employment growth for individual HR managers depends largely on the organizations they work for and their relative positions in the market. New companies expand and create more opportunities for new HR personnel, as well as for the growth of existing HR employees. The expansion of the market regarding opportunities also means that firms will be requiring HR managers to help them adhere to employment laws.

Labor laws are also changing with the fast pace of the work environment. Aspects such as occupational health and safety, environmental management, recruitment and non-discrimination practices, retirement plans, and healthcare benefits are changing, and organizations will be needing human resource managers who can interpret and implement the laws and regulations in the workplace (CollegeGrad LLC, 2017). Company policies have to comply with the regulations of the federal and state systems. The high demands of the job position also mean that individuals intending to be employed in such positions must be highly competent to fulfill those demands. It also means that competition for the job positions will be high as much as the demand is also increasing. Despite the differences in the job demands in various industries, it is expected that competition will be rife in most of those opportunities.

More companies are also shifting towards reliance on outside firms for the accomplishment of human resource management responsibilities. This is achieved through contracting and outsourcing of HRM responsibilities. With this trend increasing across the world, individuals with Master’s degrees in human resource management have greater opportunities for success, especially in enterprise industry and company management roles. Others who have strong backgrounds and work experience in policies, human resources programs, and employment law should also expect an increase in job opportunities in the coming years (CollegeGrad LLC., 2017). While this is a good prospect, it also means that those who are graduating in the human resources may find it difficult to get good opportunities due to their lack of experience in the field. The advantage is that many companies also realize other roles that human resource managers can play within the work environment, increasing the potential for opportunities.

Human resource managers can efficiently work in any organization in the capacity of administrative services managers, job analysts, compensation, and benefits managers. Organizations seeking people to perform specific roles about human resource management, therefore, have opportunities for such categories of work, and these can be considered to be an indication of increased job demand. Training and development specialists and managers are also part of the larger human resource management personnel group. Technological advancements have also expanded the range of competences expected of the position. Many organizations are using human resource programs and software for better management of employees including the organization of training activities and compensation of employees. This means that with time, one of the qualifications for employing potential HR recruits will be the ability to use such HR software (CollegeGrad LLC, 2017). The high demand and specialization requirement of HR personnel is a reflection of the market characteristics and the improvement in remunerations for the position.

Recommendations for Job Changes

For my workplace, the basic operations of the human resource manager are limited to the traditional roles associated with the position. The company is however changing, and it is expected that other factors such as the impacts of the labor market on the business and the market demands are likely to affect the work relations in the position. Consequently, my recommendation in case there is a need to change the position holder would be for the company to place greater emphasis on the labor market conditions and to engage the human resources manager more holistically. The changes in the labor market imply that any company that does not adapt to the dynamic environment is bound to lose through high turnover rates. This can only be prevented through engagement of a human resource manager who will act as the point of contact between the organization and the labor market.




Bisk. (2017). Essential skills for the human resource manager. Executive Education, University of Florida. Retrieved from

CollegeGrad LLC. (2017). Human resources managers. College Grad LLC. Retrieved from

Dessler, G., Chhinzer, N. and Cole, N.D.  (2011). Chapter 3: Designing and Analyzing Jobs.  In Management of human resources – In-Class Edition, 3rd Canadian Edition.  Toronto, Ontario:  Pearson Education.

NOC (2017). 1121: Human resources professionals. The government of Canada. Retrieved from