ORGANIZATIONAL STRUCTURE OF

A HUMAN RESOURCE DEPARTMENT

Large Organizations:
Recruitment Manager
Responsible for employee recruitment
Manpower Planning Management
Focuses on career planning and forecasting
Compensation/ Benefits Manager
Responsible for Wages, incentives, job evaluation & benefits such as
medical insurance & retirement Plans
Labor Relations Manager
Handles labor-management disputes, Collective Bargaining
Agreements, complaints & grievances, & other disciplinary problems
Training & Development (TD) Manager
Takes care of employee, management & organizational
development through varied training programs; Works closely
with the Manpower Planning Manager

Safety & Health Manager

Initiates safety & health programs for the benefit of the
employees. He is also responsible for the recording of cases
involving this area.
 ORGANIZATIONAL STRUCTURE OF
A HUMAN RESOURCE DEPARTMENT
Small Organizations:
Labor Relations Manager
Handles labor-management disputes, Collective Bargaining
Agreements, complaints & grievances, & other disciplinary problems
Training & Development (TD) Manager
Takes care of employee, management & organizational development
through varied training programs; Works closely with the Manpower
Planning Manager
Administrative Manager
Handles the administrative functions of the personnel department
such as payroll, safety compliance, messenger & janitorial services,
among others
Illustration of Activities in an HR Dept
ROLES OF A HUMAN RESOURCE MANAGER
1. Supervisor
- they oversee the employees in his own
department over whom he exercises a direct
line of authority
- he plans, organizes, directs, controls &
coordinates the activities of his department
- he trains them & develop their skills for
efficiency
ROLES OF A HUMAN RESOURCE MANAGER

2. Administrative Officer
- he manages the personnel department
- He translates into action those parts of the
personnel policies & programs assigned to him
- he & his staff represent management in
administering, implementing, & interpreting
personnel policies
3. Adviser
- he serves as a counselor, guide & confidant to
management, supervisors & employees
- he must keep informed about employee attitudes
& behavior & be abreast with trends
- he also recommends to top management changes
or improvements in personnel policies
4. Coordinator
- he brings into action all activities
- regulates & combines diverse efforts into a
harmonious whole
- he gets together & harmonizes the work of various
personnel in his department & the related functions in
other departments
- employee relations activities are coordinated by the
personnel administrator so that policies &
programs are uniformly applied throughout the
company
5. Negotiator
- He is usually asked either to represent management
in negotiating labor contracts or to attend
negotiations with unions in an advisory capacity
- In charged with the administrator of labor contracts
6. Educator

- his educational functions are to sell the employees

point of view to the employers & supervisors
- he conducts & administers the company’s training
programs very much involved in the management of
employee development programs of his company
7. Service Provider
- best provide certain services in the office
- he can initiate action to help employees obtain
facilities with government agencies like SSS/
GSIS, Philhealth, Pag-IBIG, etc., which can make
their employment more satisfying
8. Employee Counselor
- his knowledge & training in human relations &
the behavioral sciences PLUS his familiarity with
the company operations, puts him in the best
position to counsel employees.
- he must win the confidence & trust of the
employees, to make his counseling services
effective
9. Promoter of Community Relation
- the personnel/ HR manager must be well
informed of the activities & developments in the
environment where the enterprise operates

- At all times, he is called upon to project a

favorable image of the company

- He may participate in affairs beneficial to the

interests, not only of the organization, but
also of the community
10. Public Relations Man
- his functions require him to deal with the
various publics of the company, such as the
employees, the unions, the general public, & the
community
 QUALIFICATIONS OF A
PERSONNEL MANAGER
1. Education
- Pre-service Education should be completion of a
regular college course
- Courses: AB Psychology, Labor Laws, Industrial
relations, Safety & Health, Labor Economics,
Sociology, English, Public Speaking & Public
Relations are very helpful
- Possession of leadership abilities
- Special Courses & Seminars
 QUALIFICATIONS OF A PERSONNEL
MANAGER
2. Job Training
- training personnel workers in handling
employee relations
- Training Assistants; Assistant Managers

ROLES OF A PERSONNEL MANAGER

3. Personal Traits/ Qualifications
QUALIFICATIONS OF A PERSONNEL
MANAGER
•Ability to communicate effectively– orally & in
writing
• Above average intelligence & must enjoy
working with people
• Must be aggressive, mature & capable of
giving sound advise
• Integrity, industrious, courage & justice
• Approachable