Mind Map or Infographic is an image that summarises information pertaining to a certain idea or concept through the use of diagrams or graphs. In Human resource Management, there are various roles and responsibilities the HR Manager accounts for. From these roles and responsibilities, there are other duties under each role. The following Mind Map/ Infographic shows the roles of Human Resource Management with their respective responsibilities and Duties.
Human Resource Management Roles and Responsibilities
The Human resource Manager is responsible for ensuring that all the Organizational resources are well managed and handled with regard to the profitability expected of the said resources. To this, Management of the Employees is an essential tools as they are the core of all the resources dispersed within the organization (Yu & Cable, 2013) . A Human resource Manager is tasked with the following roles within the organization;
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Compensation and Benefits
Training and Development
Recruitment is defined as the process of finding and hiring the best-qualified candidate, either from within the company or outside, for a job opening, in a timely and cost-effective manner (Business Dictionary, n.d.). Recruitment involves the initial process through which employees are identified and interviewed for their positions within the Organizations. Human Resource Managers have to have the adequate skills and resources necessary to identified qualified personnel for the positions advertised. Various questions and assessment programs have to be employed to ensure the person they are employing achieves their need for value for money. It is vital for the organization to be able to acquire the most skilled and highly knowledgeable employees that ensure the Organization is in a position to attain its goal and objectives (Evans, 2012) .
The recruitment procedure is one that entails a lot of detail and time. The Human resource Manager needs to liaise with the Finance Department to identify whether the Organization is in a position to afford another employee. In addition, they are required to identify the various packages and requirements of the new job position. How the position affects other departments and the interactions required to ensure that position if successful. The Human resource Department also reviews the various other positions and identifies where the position lies and from that determines who the people to be reported to are, and who are to report to the person holding that particular position. The necessary skills required for the management of that position are thus identified and it is from that that the Human resource Manager identifies the kind of person required for the position (Condrey, 2005) .
From the analysis made of the position and what is required of it, the Human Resource Manager is tasked with identifying the position name and advertising for the position whether internally or externally. From the adverts, they receive and review various applications from people who respond to the advertisements. The HR Manager then reviews and identifies the potential employees (Evans, 2012) . They set up procedures to conduct necessary Interviews and ascertain the characteristics stated in the Curriculum Vitae’s sent match the personal information by conducting interviews and identifying qualified personnel. After this a decision is made as to whom is to be awarded the job Position.
Training and Development
Once an employee has been recruited, they are absorbed within the organization. They are to be shown the various procedures that run within the company which affect their procedures and job description. In addition, new employees have to identify the various rules that govern all employees within the Organization. The HR Manager has to ensure these employees are familiar with the Organizations Culture, rules, regulations, procedures and processes (Yu & Cable, 2013) . The HR Manager develops a training program through which new employees are to follow. By the end of the program, an employee is to have familiarized themselves with all the Organizations procedures, rules and regulations. At the same time, the Training program ensures the employee is well introduced to the Company, its values, objectives and goals.
A Training Program is conducted by members of the Organization who are well familiarised with the Organizations systems and operations. The Human Resource Manager coordinates with the employees to identify employees in a position to conduct the Training Program. Such programs can last between a week to three months depending on the scope of the Organization and the dynamics of the Job Position. The Human resource Manager also has to ensure they constantly check up on the newly hired employees to ensure they are progressing smoothly during the training session (Evans, 2012) .
In these sessions, there are set values and principles the Employees are taught. For instance, how to respond to mails and the various Organizational procedures that are to be employed when resolving various conflicts. In the event of any disruption, the employees are also taught on the appropriate chain of command to follow. These training program aid the employees to better their skills and knowledge to better fit and match that which is required by the employer. For instance, where the employer has hired an employee for the purpose of Declaration, then the training they will receive will be in accordance to the declaration department and procedures within the Organization (Condrey, 2005) .
Compensation and Benefits
Every Organization has to have various packages which motivate the employee and ensure their work security and safety. The Human resource managers are thus tasked with the responsibility of ensuring that there are well coordinated and reasonable compensation plans and benefit packages within the organization (Yu & Cable, 2013) . Compensation typically refers to the money or recompense someone is awarded in the event of loss, injury or suffering. These injuries are those which are incurred at work. For instance, where a person falls and hurts his hand due to a slippery floor within the Organizations grounds, or where a person falls ill within the Company Grounds while at work due to a work related factor. For example, if they work in construction and they fall ill due to exposure to cement and dust as a result of the construction process (Condrey, 2005) .
Benefits on the other hand, refer to the various advantages in addition to the salaries and wages they are receiving associated with their service to the Organization (Evans, 2012) . Benefits seek to ensure the Employee is comfortable in the work environment and is able to work comfortably without the interference of Conflict of Interest due to home maters. It is important to ensure the Health Benefits Granted to the employee are well valued. This prevents the organization from attaining losses due to employee expenses. Health Benefits can be included in the following areas; health, allowance, food, transport, insurance, and pension plans (Condrey, 2005) .
Different Job Descriptions have a different compensation and benefits plan. There are various calculations that must be performed in order to ensure the Compensation and Benefits Packages match the job description. For instance, a person cannot be attaining a Salary worth Kshs. 30,000 and is awarded with a benefit package worth Kshs. 500,000. When developing these packages, the HR Manager has to ensure they are well described and match to their appropriate Compensation and Benefit Plans (Yu & Cable, 2013) .
Business Dictionary. (n.d.). Recruitment Definition. Retrieved July 11, 2017, from http://www.businessdictionary.com/definition/recruitment.html
Condrey, S. E. (2005). Handbook of Human Resources Management in Government . United States of America: John Wiley & Sons.
Evans, C. (2012). Managing for Knowledge - HR’s Strategic Role . London & New York: Routledge.
Yu, K. Y. T., & Cable, D. M. (2013). The Oxford Handbook of Recruitment . United States of America: OUP USA.