Is HR a stressful job?

Human resource managers are responsible for ensuring that the overall administration, coordination, and evaluation of human resources plans and programs are realized. Therefore, their essential job responsibilities include:

  • Developing and administering human resources plans and procedures that relate to company personnel
  • Planning, organizing, and controlling the activities and actions of the HR department
  • Contributing to the development of HR department goals, objectives, and systems

These responsibilities involve achieving the following tasks:

  • Implementing and revising a company’s compensation program
  • Creating and revising job descriptions
  • Conducting annual salary surveys
  • Developing, analyzing, and updating the company’s salary budget
  • Developing, analyzing and updating the company’s evaluation program
  • Developing, revising, and recommending personnel policies and procedures
  • Maintaining and revising the company’s handbook on policies and procedures
  • Performing benefits administration
  • Maintaining affirmative action programs
  • Overseeing recruitment efforts for all personnel, including writing and placing job ads
  • Conducting new employee orientations and employee relations counseling
  • Overseeing exit interviews
  • Maintaining department records and reports
  • Participating in administrative staff meetings
  • Maintaining company directory and other organizational charts
  • Recommending new policies, approaches, and procedures

Although in smaller organizations human resource managers may be responsible for all of the above named duties, these HR professionals in larger organizations may have more specialized duties. In these settings, these specialized managers may be referred to as compensation and benefits managers, training and development managers, and the like.

As supervisors, human resource managers are responsible for the oversight of all employees in the HR department, which includes performance management of HR employees. For example, they would be in a position to make recommendations to an organization’s leadership based on analyses of worker productivity. Their value is often realized as they identify ways to maximize the value of the organization’s employees and ensure all human resources are being utilized as efficiently as possible.

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