This article throws light upon the eight main responsibilities of HR manager. The responsibilities are: 1. Procurement 2. Development 3. Compensation 4. Integration 5. Maintenance 6. Motivation 7. Records 8. Separation.

Responsibility # 1. Procurement:

HR Manager obtains the right number and quality of people and places them at the jobs they are best suited for.

Responsibility # 2. Development:


HR Manager increases skills and competence of employees to improve their job performance.

This is done in the following ways:

(a) Training:

He conducts training programmes for employees to increase their job-related behaviours.


(b) Development:

He improves skills of people on future jobs, that is, their ability to assume jobs of higher skill, competence and responsibility.

Responsibility # 3. Compensation:

HR Manager develops compensation plans for employees where monetary and non­monetary incentives are offered on equitable basis, that is, same compensation is paid for similar work.


Responsibility # 4. Integration:

HR Manager integrates individual needs of workers with organisational needs by acting as a link between management and workers. He maintains peace and harmony in the organisation by solving workers’ grievances according to legal procedures.

Responsibility # 5. Maintenance:

He maintains commitment to work by satisfying employees’ physiological and social needs. He provides conditions at the work place such as proper lighting, ventilation, recreation facilities, cafeteria, insurance schemes etc. and increases their willingness and ability to work at the respective jobs.


Responsibility # 6. Motivation:

HR Manager motivates employees and increases their willingness to work by providing financial and non-financial rewards for good performance.

Responsibility # 7. Records:

HR Manager maintains records of employees’ achievements and failures to help line managers make policies for their promotions, demotions or transfers.


Responsibility # 8. Separation:

If HR Manager feels that employees are not able to work with the organisation despite training and motivation processes, he convinces them to join other organisations where their job potential can be better exploited.