Master's Paper

Human Resource Director

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Human Resource Director

The discussion of the paper revolves around the position of human resource director. It is difficult for anyone to rise through the ranks when it comes to the human resources field. The human resource director’s role serves as a strong career goal. It involves the aspect of having the right experience and education. However, it is achievable since it lacks any complexity associated with its existence. The human resource director serves as a valued manager in any given organization (Worthley, MacNab, Brislin, Ito, & Rose, 2009). Any organization requires an executive with the capacity to diagnose problems on a daily status. They should have the capabilities to create a competitive and profitable working environment for their employees and general operations of their organizations.

Job Overview

A human resource director should facilitate growth when it comes to the different activities and approaches involved in the development of an organization. Many senior executives expect over 9% growth in terms of the influence a human resource director has towards the rest of the employees (Bouskila-Yan & Kluger, 2011). According to the U.S Bureau of Labor Statistics , organizations should employ competent human resource directors who are able to execute important duties and decisions as required by the labor laws. Human resource jobs in any given society are growing as much as possible in comparison with the national average for other existing occupations . It means that in the next decade, the jobs associated with the position will double.

This results from the aspect of changing the legislative framework of the society and an increase in the complexity of the business environment . Many organizations are also considering the aspect of reducing the turnover of employees and other litigations that are costly through influencing expertise retaining. They have to maintain the human resource directors that they believe are relevant to the changing professional environment (Gruman & Saks, 2011). Human resource directors should possess advanced degrees, professional certifications, and experience. The individuals being employed for the position should hav e the best fit to motivate the development of the human resource department.

Responsibilities and Duties

Human resource directors have the responsibilities of ensuring that the professional environment works in a smooth and profitable manner. This is through ensuring efficiency in the human resource department. The human resource directors require a substantive amount of experience in supervising and providing consultation to management. The processes involved labor relations, budget, benefits, compensations, and strategic staffing approaches . Human resource directors should ensure constant leadership implementation in terms of developing a definite culture that motivates employees to perform as per the firm’s objectives. Human resource directors plan, develop, and assess the various initiatives related to the strategic goals of an organization. Human resource directors may lead activities such as talent assessment, labor relationships, and initiate performance management approaches at any given time. Daily tasks may also differ.

However, a typical human resource director motivates supervision of reports and staff to the chief management of an organization in relation to the implementation of procedures and policies. They ensure that the employees of an organization are secure from any harm. They undertake the recruitment and hiring process of high-performing members of staff (Ďuríková & Seková, 2016). They motivate organizations to follow legislative and issues focusing on human resource development. Human resource directors are involved in the development, design, and implementation of different programs associated with the professional development of their departments. They arrange training programs and increase orientation of staff members. They also ensure benefit plans, guidelines, and policies. They keep clear databases and other management procedures for the future development of their organizations. They provide equal opportunities to employees through effective employment programs.

A human resource director ensures the implementation of documentation policies. They must evaluate effectiveness via evaluation and compilation of data of several other functions of the position. Their work revolves around the aspect of preparing and distributing human resource metrics. They ensure compliance in relation to the state, local, and federal regulations to ensure profitability and success. Human resource managers guide and advice other department managers on different implications of human resource issues in regard to employee discipline and grievances. Lastly, a human resource director plans and oversees the department through a clear budget and additional duties as per the growth and development of the organization.

Qualifications and Determining the Laws

The first qualification focuses on the educational background and general training. Human resource directors should have a bachelor’s degree and a diploma in the area of expertise. It means that he/she should also have several years of professional experience. A human resource director should have a professional certification in the field of human resource (Worthley, MacNab, Brislin, Ito, & Rose, 2009). An individual should be competitive when it comes to the strength of any professional position. Qualifications should also comprise of individuals having the right expertise in developing proper programs and frameworks that ensure positive development of the professional environment. They should make informed decisions as per the objectives of the professional position.

Conclusion-Laws and Consideration for the Job Position

Laws on compensation, expertise, and general health of the employees influence the development of the professional position and the roles one should undertake at any given time. The creation of the job position focused on researching the market and identifying the best skills and information to create development. Laws such as right to have privacy and lack of discrimination in the professional environment may influence proper recruitment processes.

References

Bouskila-Yan, O., & Kluger, A. (2011). Strength-based performance appraisal and goal setting. Human Resources Management Review, 2,, 137–147. doi:10.1016/j.hrmr.2010.09.001

Ďuríková, V., & Seková, M. (2016). Human Resource Management, Creativity in Companies Operating in Intercultural Environment. In Forum Scientiae Oeconomia Vol. 4, No. 2, pp., 59-67.

Gruman, J., & Saks, A. (2011). Performance management and employee engagement. Human Resource Management Review, 21(2),, 123–136. doi:10.1016/j.hrmr.2010.09.004

Worthley, R., MacNab, B., Brislin, R., Ito, K., & Rose, E. (2009). Workforce motivation in Japan: An examination of gender differences and management perceptions. The International Journal of Human Resource Management, 20 (7), 1503–1520 .

�Overall, fantastic work! This essay is well organized and reflects fine research. Various suggestions and corrections have been provided throughout the document using inserted comments. Best wishes on your assignment! I hope you get an “A” 😊

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