Job Description: My Ideal Job

Job Description: My Ideal Job Job title: Human resource manager Key tasks and responsibilities: The key tasks and responsibilities of a human resources manager will vary within industries, and between differently-sized organizations. A large and multifaceted organization may have one HR manager in charge of recruitment and another in charge of diversity awareness and EEOC (Equal Opportunity Commission) legal compliance. A smaller organization may have one manager who is responsible for all HR departmental functions, from payroll to performance reviews.

Regardless, most HR managers act as a kind of bridge figure between other types of managers within the organization, and function in the role of mediators between managerial and employee interests. These managers create a more human face for the organization by serving "as a link between management and employees by handling questions, interpreting and administering contracts and helping resolve work-related problems," according to O*NET, the government job website (Human resource managers, O*Net, 2008).

HR personnel are the managerial gatekeepers with whom most organizational actors must deal when they have questions, issues or concerns about their wages or benefits. HR managers may also be entrusted with recruiting and creating new salary and benefits policies to make the company more competitive and orient new employees in company policies (Human resource managers, O*Net, 2008). In today's workforce, HR managers are called upon, more than ever before, to give advice about EEOC compliance. They may create mediation policies to deal with discrimination and sexual harassment matters.

They may be responsible for improving training and general company attitudes about diversity. HR may also reformulate performance review structures; organize in-house training efforts, manage aspects of labor relations, and deal with interdepartmental issues about allocating personnel more effectively (Human resource managers, O*Net, 2008). Education: Lower-level human resource managers may have a B.A. In a business or communications-related field, such as English or Psychology. Upper-level managers may have to have a MBA, depending upon the nature of the organization.

And some may have more unconventional majors and backgrounds, although business education of some sort is required. Skills: Knowledge of computers is a must, as is a keen interest and familiarity with organizational psychology. Some knowledge of employee testing may be required, if these techniques are used at the company to profile and type positions. Additionally, the HR staff should be knowledgeable enough about organizational functions, including technology and finance, to have some idea of the suitability of potential employee's education and background for these positions.

Communicating with peers, subordinates, and superiors in an effective manner through written, spoken, and online communication is a must so people can understand their benefits packages and sensitive aspects of discrimination policy. Some legal knowledge may be helpful, and depending upon the type of position, required. The ability to deal with different types of people from all aspects of the organization, from 'creative' types to it, is essential. Experience required Previous work in human resources is always desirable when submitting one's resume.