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Human Resources Manager in Sociology

There is not anyone who has not dreamed of becoming successful in a particular profession. Some strive to achieve this goal all their lives, while others failing to reach their goals, simply choose a job, which pays enough to feed themselves and their families. However, at least once in a lifetime, everyone will be interviewed when applying for a new job, while some will have to go through the process twice or even more.

It is a well-known fact that any person can work in many areas, e.g. a driver can easily cook, while an administrator can drive.

Of course, retraining a worker to do a different job will take a lot of time and effort. Considering the global deficiency of personnel of one profession and the surplus of others, people have to work not by profession and, as a result, they do not feel satisfaction from their work.

According to unofficial statistics, only 53% of employees throughout the world perform jobs they are qualified for (World Statistics Association). The number is actually higher because the statistics only include officially employed workers. Of course, job seekers often ask themselves the same question, “Why cannot I do the job I was trained for?” Nevertheless, this statistics will not get better for decades, so the only way to cope is to adjust it. No matter whether an employee does a job he/she is qualified for or not, getting job satisfaction requires the special personal approach that will enable the employee to work with maximum efficiency for the good of the company. How does one achieve this? Among the variety of available professions, there is one that deals with recruitment, and that is the job of the Human Resources Manager.

Human resources managers are mainly responsible for the organization of employees training in order to optimize the proper functioning of the company. The role of the Human Resources Manager at a company is clear, but how does this profession concern the workers of the company? A Human Resources Manager must be deeply versed in science called sociology. Being competent in this science, the Human Resources Manager will be able to find the right approach to employees, create appropriate work conditions make employees committed to meeting all company’s needs. In order to find out about the role of the Human Resources Manager in sociology, it is important to understand sociology as a science, the concept of the Human Resources Manager and how this profession relates to sociology.

Before analyzing sociology’s functions, it is necessary to analyze sociology as a science. Different scientists interpret the term “sociology” in different ways. The founder of sociology, Mr. Auguste Comte, considered sociology as a positive knowledge of the society. Mr. E. Durkheim mentioned that the subject of sociology is a social fact existing as collective action and collective life, i.e. collectivity in all its forms. An American sociologist, Mr. N. Smelser, considers sociology as a scientific study of society and social relations.

Based on these definitions it is possible to infer that sociology is a science that considers a human as an individual, while a society as a part of human life, the interrelation with each other. An individual is very difficult to understand. An individual’s environment is infinitely more complex than what we are tempted to reduce it to. The society is more manageable and more predictable compared with an individual. Therefore, a sociological society research is a way of knowing an individual’s needs, interests and personality.

General sociology studies interaction of different life spheres, e.g. sociology of work explores work as an independent sphere of society’s life. Sociology of work is the realization of the society in the labor field. In the sociology of work, there is a term”professional behavior”. Let’s analyze this definition. Professional behavior consists of a combination of employee’s actions and deeds that it consciously realized. The complexity of human acts, deeds and actions that connect workers to a labor process is also classified to professional behavior.

Thus, the study of forms of expression of the relationship between the character of social relations, level of the development of productive forces and human attitude to work, as well as its social activities and professional behavior, belongs to the sociology of work.

The objectives of sociology of work are:

  • Analyzing and optimizing social structure, as well as organizing labor;
  • Finding ways of achieving optimal working potential of employees;
  • Combination of moral and material incentives and perfected attitude to work in market conditions.

In view of the above, it is possible to infer that a man applying for a job is to fulfill responsibilities that come with the job. For the realization of this responsibility, an employee must have some incentive to ensure maximum contribution to the development of the company. The company wants the work to be done at the highest possible level; therefore, it provides its employees with all necessary conditions. If an employee has another qualification, it is important for the company to retrain the employee to make him/her useful. In this case, additional trainings and courses are offered by the company in order to study and analyze all the necessary information for effective work. As humans are capable of being retrained and studying, they will be ready to do a new job after completing theoretical and practical courses.

Each company must have a person who is responsible for the selection of employees, their qualifications and performance at the company. The job this person does is called the Human Resources Manager. The Human Resources Manager is mainly responsible for developing and supporting the company’s identity, selecting candidates for vacant positions, and putting in place a system of employees promotion. The most important thing for any company is the final result, and achieving it requires serious motivation. It is up to the Human Resources Manager how to achieve it, based on the opinion about the effectiveness of these methods and relations among employees. The Human Resources Manager must formulate goals and missions of the organization, make them known to employees, conduct the activities that contribute to strengthening the inner spirit of the company, and describe employees’ prospects in the office. Responsibilities of the Human Resources Manager usually vary, depending on the size of company, policy regarding personnel, corporate culture of the company and the size of the Human Resources Department.

Some of the standard responsibilities of the Human Resources Manager include: managing HR database, forming of a staff, recruitment, interviewing and testing candidates who apply for a certain position reporting about professional qualifications, planning recruitment, training and retraining employees, and organization of corporate trainings.

In view of the above, it is possible to infer that the function of the Human Resources Manager is closely related to sociology, or rather to the sociology of work. The Human Resources Manager conducts interviews and analyzes a candidate as a potential employee. The Human Resources Manager must provide an employee with all necessary working conditions, come up with a psychological profile of a candidate for a position at the company, analyze a candidate’s relations with other members of the company, regulate relations between management and employees, and give a full sociological and psychological analysis of a candidate. When a candidate is hired, the Human Resources Manager is to describe all the prospects of the position. Objectively speaking, further prospects, competitiveness and development of the company depend on the Human Resources Manager. He undertakes the responsibility realizing that the success of the company depends on his/her choice of employees.

The profession has its advantages and disadvantages, which is typical of any profession. It is very difficult to judge objectively its advantages and disadvantages because everything depends on the conditions at the company and the number of employees the Human Resources Manager is in charge of. However, there are positive and negative aspects that tend to characterize this profession. The positive ones include:

    The Human Resources Manager is a respected person. The Human Resources Manager’s opinion is important in addressing the main questions facing the company. In large companies, there are even other positions, such as an HR-director, who represents the company in the rank of a vice president and a member of the company’s board of directors.

    The great advantage is that 80% of the success of the company depends on the Human Resources Manager. The Human Resources Manager is responsible for employees, their contribution to the company, their satisfaction with work and how these factors affect the functioning of the company.

    The Human Resources Manager’s job is interesting because it involves frequent communication with new people, inviting to interviews, organizing various meetings, doing a lot of paperwork, such as reporting about the work of employees, signing schedules timetable, etc.

Now, let’s analyze the negative aspects of the profession. They are as follows:

    The need to deliver unpleasant news from the management to employees. The process is unpleasant for both the Human Resources Manager and potential or existing employees. Such messages cause negative emotions. Each party wants to defend its opinion, and the result can be spoiled relations between the management and workers. And the one who is responsible for the balance in this relationship is also the Human Resources Manager.

    The high degree of responsibility with the Human Resources. The Human Resources Manager should carefully review each candidate for a vacant position to know which person is suitable. The Human Resources Manager must have a sound knowledge of human psychology to create psychological profiles of candidates, analyze their challenges and opportunities that can contribute to the company’s development, as well as analyze each in terms of sociology of work.

    The Human Resources Manager is responsible protecting interests of both management and workers who work at company. That is a very serious challenge. Each party has its own opinions about certain issues, and acting as an intermediary between the management and workers, the Human Resources Manager cannot take sides. The same can be said about the timeframe provided to the Human Resources Manager to find an appropriate candidate for a vacant position. Clearly, the absence of an employee holds back the production process, and, therefore, the success of the company. Finding the arrangement and organization of the new employee should be operational.

Finally, it should be noted that the Human Resources Manager is a very significant and demanding profession today. A potential candidate should have a lot of personal qualities, including excellent communication skills, ability to understand others, patience, responsibility, resistance to stress, perfectionism, and leadership skills among others. The profession is deeply connected with sociology, because the main responsibility of the Human Resources Manager lies in finding a personal approach to each employee, creating a friendly social environment in relations between workers and management, encouraging workers to do their best and managing the company at a social level. Considering all the abovementioned responsibilities of the Human Resources Manager, and drawing a parallel between the profession and sociology of work, and especially work behavior, it is possible to infer that the functions of the Human Resources Manager have a clear connection with sociology as a science.

Currently, the profession is quite in demand, because only few people can take such a serious responsibility. It is probably due to this reason that the profession is so relevant in the world.