Every Manager Is an Hr Manager

All companies, big or small, have an interest in the management of their human resources. While an HR manager can work towards ensuring the entire organization’s goals are met, each department manager will need to do the same for their work unit. For this reason, goals of managers need to align with the goals of Human Resources Management (HRM) in order to achieve success in their own roles. They will routinely be measured against their individual performance objectives, which will help meet strategic organizational goals.

For example, the first goal of HRM is to attract qualified applicants to an organization (Dessler, Rekar Munro, & Cole, 2011). In any department, a manager would be consulted or be involved in the interview process before hiring an applicant to ensure that this person fits the current departmental skill set and possibly to see if they’re a fit within the departmental culture.

The second goal of HRM is to engage employees so that their skill set is used to its full potential (Dessler et al., 2011). Department managers can directly affect employee engagement on a day-to-day basis, while HR managers oversee progress on a periodic basis by informational interviews with the manager.

The third goal of HRM is to ensure employees’ contributions to the company are at their maximum potential in terms of their contributions to the organization and also in terms of individual and societal objectives (Dessler et al., 2011). Managers are responsible for many HRM activities in smaller organizations but even in larger organizations they help foster employee engagement, thereby helping employees reach their goals and potential. A key part of this is maintaining employee commitment, helping the HR manager appraise performance and ensuring that the department’s activities adhere to legislation and other government regulations pertaining to the workplace.

The fourth goal of HRM is to ensure employee retention