Business Case Studies, Organizational Behavior Case Study, Strategy, Competitive Strategies Case Studies

Students may state that in labour-based industries like manufacturing, construction and mining, the role of the HR manager majorly revolves around basic functions like salary and leave administration, employee health and safety, etc. Students may also argue that elements like employee motivation, performance appraisals and training and development are not of primary importance in such industries.

In skill-based industries like IT or advertising, the role of the HR expands over a wider area. It may be stressed that HR managers are expected to understand the needs and demands of employees while devising unique motivational techniques. Further, it may be highlighted that HR managers also face the challenge of retaining these skilled people within the organisation in the long-term. In such industries, the size of the HR team is usually large with specialized members handling the various functions like recruitment, training, etc.

Students may be divided in their views while deliberating on the role of HR managers in a small organisation. Majority of the students may highlight that being small in size; the HR manager may single-handedly be responsible for dealing with a wide gamut of functions ranging from leave tracking to performance appraisals. This may indicate a broadening in the roles and responsibilities of the HR manager. However, some students may argue that being a small organisation, the role of the HR manager shall primarily be guided by administrative tasks like wage administration to organising company outings.

Students may highlight an interesting element that the scope of HR manager’s roles and responsibilities cannot be solely attributed to the size of the organisations. Instead, it is dependent on both the size and the nature of the industry the organisation is operating in. For instance, in a large manufacturing-based company, the role of the HR manager may be limited as compared to that in a large skill-based organisation.

The focus of a start-up shall primarily revolve around generating revenues and capturing market share. Further, the role of the HR manager (recruitment, leave planning, salaries, etc.) may be shouldered by the founder/s of the organisation, in the initial years.

Being a small enterprise, the HR manager may be expected to don multiple roles. Their responsibilities may be broader, expecting them to design specific job roles, nurture a productive work environment and designing motivational techniques.

In family run businesses, the role of the HR manager, to a great extent, depends on the company philosophy inculcated by the company founders. Depending on the same, the HR manager may either be restricted to a limited set of tasks or may be expected to cater to the wide gamut of employee related issues.

Students may highlight that if the joint venture is formed for a specific business project, the role of the HR manager shall be limited. However, if the JV is formed with the purpose of setting up a long-term business association, the role of the HR manager may depend on the philosophies and expectations of the founders.

It may be stated that like a family business, the role of the HR manager, to a great extent, depends on the company philosophy inculcated by the company founders.