A human resource manager (HR) develops, advises on and implements policies relating to the effective use of personnel within an organisation.

Human resource manager’s (HR) duties change according to the size and nature of the business. The main duties of the Human resource HR department are recruitment, pay, and conditions of employment, working practices, and diversity.

Human Resource department need to ensure that the organisation employs the right balance of staff in terms of skills and experience, and that training and development opportunities are available to employees to enhance their performance in order to achieve the organization’s objectives.

Typical work activities

A human resource manager (HR) must always have a clear understanding of the organization’s business objectives and create and implement policies which select, retain and develop the right staff needed to meet these objectives. The exact nature of the work activities varies according the organization. The following are some duties that the Human Resource Manager (HR) is responsible for:

• Working with each department in a consultancy role as well as assisting line managers to understand and implement policies and procedures;
• promoting equality and diversity as part of the culture of the organisation;
• liaising with a wide range of organizations involved in areas such as race relations, disability, gender, age, religion and health and safety;
• recruiting staff – this includes developing job descriptions, preparing advertisements, checking application forms, short listing, interviewing and selecting candidates;
• developing policies on issues such as working conditions, performance management, equal opportunities, disciplinary procedures and absence management;
• advising on pay and other remuneration issues, including promotion and benefits;
• undertaking regular salary reviews;
• negotiating with staff and their representatives on issues relating to pay and conditions;
• administering payroll and maintaining records relating to staff;
• interpreting and advising on employment legislation;
• listening to grievances and implementing disciplinary procedures;
• developing HR planning strategies with line managers, which consider immediate and long-term staff requirements in terms of numbers and skill levels;
• planning and sometimes delivering training, including inductions for new staff;
• analysing training needs in conjunction with departmental managers.
• Leading: initiates action, gives direction
• Supporting: shows respect, puts people first
• Presenting: communicates and networks effectively

The human resource manager (HR) must be a good analyzer who thinks clearly and can apply expertise. Human Resource Managers must be creative and think on broad terms as well as handle situations creatively. Human resource managers must have good organizational skills and plan ahead as well as be able to follow the rules. Human resource managers must be good at adapting and responding to change as well as cope with setbacks. Lastly human resource managers must be performers and focus on results while showing a deep understanding and interest of the organization. Above all human resource managers must be people orientated knowing that this is what the company’s most valued asset is.

The marketing manager is responsible for influencing the timing, level, and make-up of customer demand and definition of a given product of an organization. In part, this is because the role of a marketing manager can vary significantly based on a business’ size, corporate culture, and industry context. For example, in a large consumer products company, the marketing manager may act as the overall general manager of his or her assigned product.

In order to make a profit as well as satisfy customer needs a firm must first understand its situation and its internal as well as external situation. These include the customer, the market environment, and the firm’s own capabilities. It is also responsible in forecasting rends the chosen environment in a dynamic way. This is done by what is known as a situation analysis and consists of the 5 C’s.

Namely:
Company

• Product line
• Image in the market
• Technology and experience
• Culture
• Goals

Collaborators

• Distributors
• Suppliers
• Alliances

Customers

• Market size and growth
• Market segments
• Benefits that consumer is seeking, tangible and intangible.
• Motivation behind purchase; value drivers, benefits vs. costs
• Decision maker or decision-making unit
• Retail channel – where does the consumer actually purchase the product?
• Consumer information sources – where does the customer obtain information about the product?
• Buying process; e.g. impulse or careful comparison
• Frequency of purchase, seasonal factors
• Quantity purchased at a time
• Trends – how consumer needs and preferences change over time

Competitors

• Actual or potential
• Direct or indirect
• Products
• Positioning
• Market shares
• Strengths and weaknesses of competitors

Climate (or context)
The climate or macro-environmental factors are:

• Political & regulatory environment – governmental policies and regulations that affect the market
• Economic environment – business cycle, inflation rate, interest rates, and other macroeconomic issues
• Social/Cultural environment – society’s trends and fashions
• Technological environment – new knowledge that makes possible new ways of satisfying needs; the impact of technology on the demand for existing products.
• The analysis of these four external “climate” factors is often referred to as a PEST analysis.

Main Job Tasks and Responsibilities

• manage and coordinate all marketing, advertising and promotional staff and activities
• conduct market research to determine market requirements for existing and future products
• analysis of customer research, current market conditions and competitor information
• develop and initiate marketing plans and projects for new and existing products
• manage the productivity of the marketing plans and projects
• monitor, review and report on all marketing activity and results
• be smart with and determine the marketing budget as well as manage it
• provide marketing activity within agreed budget
• create pricing strategy
• interact with media and advertising

Education and Experience

• Degree
• Experience in all aspects of developing and maintaining marketing strategies
• Technical marketing skills
• Proven experience in customer and market research
• Relevant product and industry knowledge
• Experience with relevant software applications

A marketing manager must be excellent in written and verbal communication skills as well as organization and planning. He must be able to lead a team with persuasiveness as well as prove to be innovated and adaptable. He must have good judgement and decision- making skills with a good stress tolerance. The marketing manager must be a good problem solver with a positive attitude to succeed.

Positions we have available:

General Marketing Manager

Marketing Manager BEE