ining close collaboration between the various functional departments and resolving inter-departmental issues are a matter of daily occurrence for an HR manager. An HR manager may be required to generate reports based on staff related issues on a daily basis or as required.
An HR manager is required to weekly assess the performance of staff, identify the loopholes, suggest and implement corrective measures to improve the performance in the upcoming week. Also, the HR manager weekly reviews the expenses and verifies that they conform to the pre-defined budget for the specific activities.
An HR manager attends monthly meetings among the project parties and represents the HR department in such meetings. An HR manager might be required to administer and review the progress of the research conducted by the organization on a monthly basis. An HR manager assumes a huge responsibility in conducting meaningful research.
Project managers work in close collaboration with the HR managers in the allocation of budgets to various projects and the constituent activities every year. “Ensure compliance to the approved salary budget; give focus on pay for performance and salary benchmarks where available.” (Goyal, 2010). Besides, HR managers are consulted while selecting the staff to be promoted after an analysis of their past year performance.
To me, the job of an HR manager is too serious and sensitive in nature to be interesting, though one always feels special being on such an authoritative position as that of an HR manager. However, an HR manager might find it interesting to learn the departmental issues and resolve inter-departmental conflicts. What is not interesting about the job of an HR manager is that many project managers tend to sideline HR managers as they view them as their professional competitors.
As an HR manager, I can be very good at decision making because the decisions I take usually prove beneficial for me and for others in the long run. However, I need