Personnel Officer

The Space Within

Position: Group Personnel Manager

Location: Head Office

The group personnel manager is accountable to the chief executive, for the following

KEY RESULT AREAS:

&emdash;Quality and acceptance of group human resource management advice

&emdash;Managerial effectiveness

&emdash;Internal communication

&emdash;Quality of human resource information

&emdash;Expense control

&emdash;Effective staff performance

&emdash;Professional self-improvement

Specific, measurable OBJECTIVES and ACTION PLANS within each RESULT AREA will be jointly set with the Chief Executive, who will use them for annual performance reviews.

RESPONSIBILITIES, DUTIES, AND ACTIVITIES

1. Quality and acceptance of group human resource management advice

1.1 Develop, recommend, and implement policies, relating to recruitment, selection, promotion, transfer, and termination of staff. 1.2 Ensure that our company complies with statutory requirements, worldwide, on personnel related matters, for example awards, equal opportunity, discrimination, privacy, etc. 1.3 Formulate and monitor our short- and long-term industrial relations objectives and policies taking into account such things as changes in awards, worker participation, grievance, and redundancy policies.

2. Managerial effectiveness

2.1 Plan and structure a system of career development throughout the group including preparation and maintenance of succession and career plans. Ensure appropriate welfare services are introduced and maintained. 2.2 Ensure that an appropriate reward system for performance is developed and implemented, including a salary administration program, incentive scheme, and benefit program. 2.3 Ensure that appropriate and effective training programs are developed, implemented, and maintained throughout the group. 2.4 Ensure training priorities and budgets are developed in conjunction with respective division managers. 2.5 Ensure that an appropriate performance-based reward system is developed and maintained for the group taking into account individual division requirements and statutory regulations throughout the group. 2.6 Ensure that an effective job class)fication and performance review system is developed, implemented, and maintained throughout the group.

3. Internal communication

3.1 Facilitate effective communications between all staff levels throughout the group and implement procedures for the prevention or resolution of disputes and grievances. 3.2 Communicate corporate activities, results, and major policies to all employees through newsletters and a personnel manual.

4. Quality of human resource information

4.1 Develop and direct an effective computerised human resource management system in order to provide up-to-date, accurate, and relevant data to management on the group's human resources. 4.2 Analyse group personnel requirements and develop forecasts of staffing requirements in terms of supply and demand. 4.3 Ensure that an effective and efficient personnel record-keeping system is implemented to meet with all statutory and management requirements. 4.4 Provide timely and appropriately detailed analyses of the state of the group's human resources to all levels of management.

5. Expense control

5.1 Prepare annual budgets and maintain adequate controls to monitor budget performance. 5.2 Continually assess the cost-effectiveness of recruitment and selection practice and training programs.

6. Effective staff performance

6.1 Establish and maintain cicar objectives and standards of performance with each member reporting to this position. Conduct regular reviews of performance in relation to the objectives, including reviews in June and December each year. 6.2 Delegate authority to subordinate managers to enable them to satisfactorily achieve their position objectives. 6.3 Review regularly the organisational structure of the department and train, develop, retrain, and where necessary, recruit an effective team. Identify a potential successor.

7 Professional self-improvement

7.1 Develop and maintain a continuous program of self-improvement in conjunction with the Chief Executive. 7.2 Maintain a high standard of knowledge and expert/se by membership of and attendance at relevant professional associations, courses, seminars, and activities. 7.3 Maintain an active involvement in the industry's affairs, particularly pertaining to human resource management research and practices.

Job Specification

Position

Group Personnel Manager

Age preference

35 to 45 years

Education

Degree or equivalent qualification in business/personnel management. Some knowledge of insurance preferred.

Experience

Over ten years including at least five years in a position accountable for the full range of personnel activities.

Contacts

Internal: Up to and including managing director.

External: Union secretaries and organisers, consultants and personnel heads of other companies, professional bodies, etc.

Relevant behavioural performance dimensions:

Oral communication Market awareness Written communication Listening Planning and organising Attention to detail Tenacity Adaptability Sensitivity Resilience Integrity Professional knowledge Initiative Job self-development Staff co-ordination Problem analysis Impact/rapport building Decisiveness Judgment Tolerance for stress Organisational awareness Leadership Persuasiveness Job motivation [Adapted from Management in Australia. Stoner, Collins, Yetton. Prentice Hall. 1985.]

Return to Selecting Staff

Position	Group Personnel Manager
Age preference	35 to 45 years
Education	Degree or equivalent qualification in business/personnel management. Some knowledge of insurance preferred.
Experience	Over ten years including at least five years in a position accountable for the full range of personnel activities.
Contacts	Internal: Up to and including managing director. External: Union secretaries and organisers, consultants and personnel heads of other companies, professional bodies, etc.