Human resource manager

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Human resource manager is a person who in charge of the department that deals with the employment, training, support, records etc. human resource manager also is responsible for writing job descriptions. the relationship between human resources management and other departments in the organization : are as follows
Oversee staff recruitment, This is a key area where HR helps managers. The HR oversees the recruitment process, from the initial job posting, setting of salary and benefits package and screening of applicants to scheduling and participating in interviews. The HR team can take the burden off management in these early stages by filtering down the applicants to a select few through various methods, including interviews and assessments. HR staff has the necessary experience to identify qualified candidates who are best suited to the organization. They will also be well vetted in standard hiring processes and will have the knowledge to complete any necessary paperwork. At the latter stages, managers can become involved in the interviews, confident that they are speaking with the top candidates for the job. This saves managers considerable time and effort and ensures that offers are being made to the most suitable candidate for the job.
Complete induction of new employees, The HR team also oversees the on boarding of new staff, ensuring they are brought up to speed on the organizational structure, specific corporate guidelines and ways of working. They will typically conduct induction with new staff, helping them to become familiar with their role and the wider organization. Again, this is a significant help for managers, not only do they save the time in familiarizing new staff, they will also know that new employees who have completed HR on boarding will understand the way in which the company works, and what is expected of them. This ensures new employees hit the ground running and managers can take over, guiding them on the specific aspects of their role. 
Focus on employee satisfaction,  The HR department plays an important role in this area: HR specialists work with managers to create training and development programs that are essential to fostering a good employer-employee relationship, they guide managers on nurturing staff morale and satisfaction levels, they act as the liaison between employees and an organization – organizing focus groups, conducting employee surveys, assessing employee feedback on their role, their manager, the organization. In short, they work hard to promote employee engagement within the organization and ensure that any hints of dissatisfaction are identified early so that a resolution can be found.
Internal-communications-strategy, Ensure fair employment practices The HR team also work to reduce an organization’s exposure to unfair employment practices.  This is an invaluable role, and a specialist one. Managers may not be aware of the finer details of employment law, and not fully understanding the minutiae, they could fall foul of legislation. The HR team will have a specialist who works to identify, investigate and resolve workplace issues that, if unnoticed, could see an organization running afoul of anti-discrimination or harassment laws.
CONCLUSION
HRM system allows organizations to address human resource issues strategically. This helps the workforce deliver high quality health services, despite internal and external challenges to the organization. HRM helps attract and retain competent employees, assists employees and managers in adapting to organizational change, and facilitates the use of technology to determine how and where work is done. Human resources management play an important role for organizations to manage employees to work effective, creative, quality and productivity to reach the competitive advantages over competitor and achieve organization goals and objectives All aspects of human resources management including how organization manages the human resource environment, acquiring and preparing, assessment and development, compensating human resources, new role of human resources management and its competencies can help organization meeting their competitive challenges and create value.





REFERENCES
 Armstrong, Michael (2009). Armstrong's handbook of human resource management practice. Armstrong, Michael, 1928- (Eleventh ed.). London: Kogan Page. ISBN 9780749457389.OCLC 435643771. Griffin, Ricky. Principles of Management.
Collings, D. G., & Wood, G. (2009). Human resource management: A critical approach. In D. G. Colligs& G. Wood (Eds.), Human resource management: A critical approach (pp. 1-16). London: Routledge.
Johnason, P. (2009). HRM in changing organizational contexts. In D. G.Collings& G. Wood (Eds.), Human resource management: A critical approach (pp. 19-37). London: Routledge.
Klerck, G. (2009). "Industrial relations and human resource management". In D. G. Collings& G. Wood (Eds.), Human resource management: A critical approach (pp. 238-259). London: Routledge. 1928-,
Merkle, Judith A. (1980-01-01). Management and Ideology.University of California Press.p. 1.ISBN 978-0-520-03737-3.


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