A personnel administrator in the HR department is responsible for recruiting, training, and terminating employees. They create job requisitions, review applications, schedule interviews, and conduct new employee orientations. They handle disputes and disciplinary matters and ensure that department managers do not violate any laws. HR staff may require a degree in business administration or personnel, and experienced staff can transition into management roles.
A personnel administrator works in a human resources (HR) department and takes responsibility for issues related to recruiting, training, and terminating employees. Government entities and companies of all sizes employ personnel administrators, although in some cases organizations operate without an HR staff. In these cases, department supervisors usually handle personnel issues. Large companies usually employ a team of people administrators and divide HR tasks among these employees. Administrators typically report to a manager or director of HR or personnel.
When positions become vacant, the Personnel Administrator needs to create a job requisition. This document details basic job duties and usually includes a list of the academic and professional credentials a candidate must have to be considered for the position. Administrators typically work closely with departmental managers to determine the salary range for each vacant position. Open positions are often posted internally, which involves the people administrator sending company-wide memos or emails to make potential candidates aware of the vacancy. If a company cannot fill a position from within, the administrator advertises the role externally in newspapers, employment offices, or online.
The personnel administrator reviews job applications and schedules interviews. If the hiring manager wants to offer the job to a particular candidate, the administrator needs to negotiate terms with the candidate and perform any necessary background or reference checks. The administrator conducts new employee orientations, which involve explaining the company’s culture, benefits, and basic job functions to new recruits. In some cases, the personnel administrator is also responsible for training new hires or scheduling training sessions.
Disputes between staff and disciplinary matters are typically handled by the HR team. Personnel administrators must ensure that department managers do not violate any laws by discriminating against workers or acting in an unethical manner. HR administrators can arrange for underperforming employees to be demoted, retrained, or fired. When employees are terminated, it is usually up to the personnel administrator to cancel the employee’s benefits and disburse the terminated employee’s final salary. On some occasions, terminated employees file charges against the company; in that case, the personnel administrator may have to appear in court to explain the company’s conduct.
In some companies, administrator jobs are entry-level positions that high school graduates can apply for. Large companies often require HR staff to have a degree in business administration, administration or personnel. Experienced HR staff can transition into management roles. Generally, HR managers maintain minimal direct contact with company employees other than the HR personnel administrators they manage.
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