The Jordanian financial and manufacturing human resource managers : a profile

Abstract EN

This study aims to unveil the profile, status and power of the Jordanian financial and manufacturing human resource managers The total population ol the study were 16 and 24 financial and manufacturing companies, respectively.

A sell-completion questionnaire was the main data collection method adopted in this study.

The study result;, show that the Jordanian human resource manager in the two sectors of the study is likely to he in his mid forties with a bachelor's degree in business administration or engineering.

Most of the respondents were men middle-managers with an average of 18.22 years of work experience.

They have spent an average of 6.67 years of that experience in human resource department.

The study results also reveal that an average of 5 42 subordinates report directly to their human resource managers.

As far a* human resource manager's training is concerned, it was found that the respondents spent an average 7 60 and 11.20 days a year during the preceding live years in attending internal and external training programmes respectively.

It is interesting, however.

to point out that the responding human resource managers believe that they do not have high status and power in their organizations compared to other line managers The author recommends that human resource managers should put more emphasis on attending specialized training courses in managing human resource assets, should he proactive rather than reactive to human resource issues, and should he able to show their lop managers management by results By doing this, human resource managers should be able to relate their human resource plans and activities to achieve the organization's strategic plan.

The author, based .MI the human resource managers' view, recommends that Jordanian top managers should perceive human resource function/department as important as other organizational functions In this matter, top managers should take more active role in terms of personal and financial support to the human resource department if we are interested in increasing the status and power of people in charge of the human resource department As a result, the effectiveness and efficiency of the human resource department will be fostered