The diagnostic role of HR managers

      

      HR managers have four roles that is important. The roles are The consultant-adviser role, The catalyst-facilitator role, The diagnostic role, The assessment role.

 

The diagnostic role of HR managers is most important above all. It helps to identify problems in the organization. Finding problems is very important for the company as it will help for the growth of the company. There might be many problems related to management. It is important to have a better structure of the organization that encourages effective performance. The organization structure should be flexible to face the changing demands. The structure should not be very complex. HR manager must identify areas where it is much complex. Staff must have clear roles and responsibilities so that they understand their work properly. The Organization structure should not push problems up and resolve them at the point where they occur. The Procedures and organizational methods should be easier to complete projects. The organization should have a good system. The employee selection and recruiting, promotion, planning, management, information, and monitoring will help the employees work better. The Organization should check the programs regularly to ensure they mutually benefit each other. Better culture also provides better performance. Employees must believe they share common interests with their coworkers and group. A strong team spirit is also important for employees. The employee must have sufficient skills for the job requirement. HR manager can identify their problem. There should also be appropriate leadership skills within the organization. HR manager can find ways to encourage employees so that they share their opinions about the company. They should be encouraged to be innovative and creative by their employers. This way they can solve their own problem. They can feel a sense of individual responsibility for their work. Finding problems will help to maintain quality in all parts of the organization. People of talent can be identified and developed for the future. HR managers can find those employees who need training and provide them training programs like Job enrichment and Management by Objectives (MBO). This will help to increase their productivity. The recognition and feedback should be used to motivate employees to work better. HR managers can later see the impact of those programs. Employees should know the expected performance standard so that they can work efficiently. There might be behavioral problems of the employee like rudeness or disrespect. This is a crucial problem in the organization and creates a conflict that hampers performance and productivity. HR managers can mitigate the problem to maintain the performance of the employees. HR managers can also search the dissatisfaction with pay and conditions and provide a better solution. Good performance of the employee is very important as it will help to increase profit for the company that is one of the main goals of any company. So, after finding a problem HR managers can provide a solution to the organization, and then it’s up to them if they want to apply.