Some of the important role is highlighted here as:
·         Decision Making Role: The personnel manager plays an effective role in decision, making on issues related to human resources. He formulates and designs objectives, policies and programmes of human resource management. For instance, he decides about the contents and duration of training programmes for various categories of workers and executives.
·         Policy Framing Role: Policy framing is one of the major tasks of HRD manager. It is with a view to overcome problems of recurring nature, or to prevent anticipated problems in the area of human resource management that company policies are framed to communicate to the employees the basic ground rules under which the organisation functions and thus avoid discrimination, inconsistency, ad holism and confusion. The personnel manager helps the top management in the formulation of policies on wage and salary administration, transfer, appraisal, welfare activities, personnel records and statistics, working environment, etc.
·         Advisory Role: The advisory role of HRD manager is equally important as he is to settle day to day problems relating to grievance over distribution of overtime work, annual increase in pay, transfer, promotion, disciplinary action and so on. In all such matters, the personnel manager can offer useful advice because he is familiar with personnel policies and practices, labour agreement, labour laws, etc.
·         Spokesman of the Top Management: The HRD manager is a spokesman of the top management or representative of the company and communicates management policies and decision that affect people in the organisation. It is because he has better understanding and overall picture of the company’s operation. Sometimes, he also acts as worker’s representatives to put forward their problems to management, particularly in non-unionised organisation.
·         Industrial Peace Role: HRD manager tries to maintain industrial peace. He is responsible for preparing bulletins, reports, guidelines on wage payments.
·         Mediator Role: The personnel manager often acts as mediator in the event of conflict between employees, or groups of employees, superior and subordinate, and even between management and employees and in attempts to maintain industrial peace and harmony in the organisation.
·         Leadership Role: The HRD manager provides leadership and guidance to the employees. He ensures effective communication in the organisation and influences the workers for expending their cooperation in achieving organisational objectives.
·         Welfare Role: The personnel manager acts as a welfare officer in the organisation. As welfare officer, he is concerned with provision of canteen, crèches, transport, hospital and other welfare services for the benefits of workers and their family members.
·         Personnel Record Keeping: The HRD manager keeps the records of the employees working in the organisation on the basis of these records. HRD manager evaluates various activities such as: Drinking habits, absenteeism, labour turnover and smoking and suggest various measures for improvements.
Conclusion: The role of HRD manager can be well understood by the complex and dynamic nature of environment under which the modern large scale industries function. The impact of technology on organisation structure, politicisation of workers union, and the growing consciousness of industrial employees about their rights and privileges, has increased the role of personnel management important in industrial undertakings. The task has also been facilitated by the greater recognition of the value of human resource development (HRD) techniques by the enlightened managers in modern organisation.


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