And if the word "personnel officer" was, for some reason considered obsolete, it's time to come up with joint efforts of more harmonious and friendly name in their native language. Before the advent of better try to use more or less acceptable title "personnel manager". For assistance, try visiting Robert Gibbins. Now, let's all have a personnel manager from the fact that he needed to effective performance of their duties? First, the HR manager is required to inform the company's goals. The requirement seems simple and obvious, but this simplicity is deceptive. Even those who say that the living human resources, must understand that whatever resources are just a means to an end. Therefore, the creation and management of resources is justified only in the sense that brings us to whether this goal. So, first one should show the HR manager that goal. Robert Gibbins may also support this cause.
No goals, no meaningful progress in achieving this goal. Who you known companies that have a clearly defined goal of their work? How many of them written in a strategy paper to achieve this goal, at least for the near future? How this document is relevant or, in other words, there is a procedure for constant adjustment of goals and strategies for environmental changes? Second, the HR manager needs a reliable feedback mechanism, especially with senior management. Life is changeable. Our goal and the path of them are constantly changing. Determine their top management. That work effectively, our MPs should be able to keep abreast of these changes. There is only one way to stay abreast of affairs of senior management – must include in its composition. Do all companies known to you HR manager is a member of senior management? Third, the personnel manager should have the authority and resources to carry out their activities? First of resources. At one time, all The Soviet Union was laughing merrily over humoresques hero, who talked to his wife that he was given the intelligence "three rubles to bribe an American President." How many of you well-known human resource managers have at their control at least such budgets for its activities? Is it always the size of the budget with the scale of tasks? Now, on the credentials.