Using the key competences identified for the management role you aspire to, that you discussed in task1: , assess and identify your current level of competence in each of team - Essay Example

Using the Key Competences Identified For The Management Role You Aspire To, That You Discussed In Task1: Essay, Assess And Identify Your Current Level Of Competence In Each Of Them Table of Contents Table of Contents 2 Importance of the Competencies and Skills of HR Manager 3 Discussion and the Rankings of My Current Ability 5 SMART Objectives from May to October’ 2012 5 References 9 Bibliography 11 Importance of the Competencies and Skills of HR Manager Human Resource (HR) Manager holds a crucial position in an organisation.

The main objective of the HR manager is to identify the right talent for the right position. Thus, a series of roles and responsibilities need to be followed to choose the right person for the right job (Matthews & et. al., 2004). The importance of the roles and the skills to perform the responsibilities are discussed below: Strategic Planning: Modern day organisations have added an important role for the HR managers’ which is strategic planning. HR managers, now-a-days are considered to be responsible for making strategic planning for achieving the organisational goals.

Similarly, I have been assigned the task for planning a strategic vision that will help the organisation to achieve the desired targets. Therefore, I intend to demonstrate good communication skills and the ability to forecast and plan strategies that will help the superiors of the organisation to develop the plans that are required to achieve the goals. I should make sure that the employees are bonding well next to each other so that the team performance increases (Tutebox, 2012). Employment and Recruiting: The traditional role of a HR manager is recruiting employees for the organisation.

I desire to have the capabilities to identify the right person for the right job. I intend to possess good interviewing skills where I can test the abilities of the candidate and assess whether he/she is suitable for the job or not (Hrmbusiness, 2012). Induction: Once an employee is selected, I should take care that the induction programme of the employee is completed properly. I should make the employee familiar with the organisation’s environment. I should be able to make him/her feel comfortable within the organisation and the co-workers.

I should be able to communicate the necessary guidelines and culture of the organisation to the employee (Tutebox, 2012). Training and Development: After I recruit an employee for the organisation, I should make sure that the training and development programme is ascertained to him/her. I need to demonstrate superior assessment skills to know which employee’s require training programmes. I should be responsible for the proper orientation and to find out whether on-the-job training facilities are available or not (Hrmbusiness, 2012).

Compensation: I intend to properly analyse the performances of an individual employee and reward him/her accordingly. Reward and recognition of an employee is directly co-related with the motivational factor of an employee. Therefore, I desire to possess the ability to properly judge the influential employee i.e. judgemental skill and motivate him/her accordingly so that the motivation may drive the employee to perform more dedicatedly in the organisation (Hrmbusiness, 2012). Managing Career Growth of Employees/Promotions: I would be responsible to manage the growth of an employee and assess the benefits that the organisation will derive from the promotion.

Whether an employee is suitable for filling up the positions at the higher posts or not has to be judged correctly by me (Tutebox, 2012). Managing Employee Grievances: Being the HR manager, I am accountable to the employees’ grievances and complaints that arise within the organisation. I should possess the ability to find suitable solutions for their problems and have the ability to redress it as early as possible (Tutebox, 2012). Discussion and the Rankings of My Current Ability Competencies and Skills Ranking Strategic Planning (Communication and Forecast and Planning Skills) Excellent Induction (Communication Skills) Excellent Employment and Recruiting (Interviewing Skills) Good Training and Development (Assessment Skills) Average Compensation (Judgemental Skills) Average Managing Career Growth of Employees/Promotions (Assessment Skills) Poor Managing Employee Grievances (Negotiation and Problem Solving Skills) Poor The Body Shop is a renowned organisation for products related to human care and fitness which needs to be developed and innovated frequently.

Thus, the training programmes are an essential component for the employees. Identifying the development areas of the employees and providing them the right training and development programme is essential for me. Apart from that I need to focus more on the appraisal and growth of the employees which I am lacking behind. Quickly solving employee grievances has also become an important factor for me, which needs to be looked after and improved. Thus, I have underlined few objectives for me in order to improve my techniques in the two areas where I am lacking behind (Schleifer, 2012).

SMART Objectives from May to October’ 2012 Specific Increase the satisfaction of the staff by providing them promotions who continuously achieve the target provided to them from May to October Increase the satisfaction of the newly recruited staff by preventing the staffs from facing harassment or bullying from the older staff Source: (The Whittington Hospital, 2008). Measurable Customer satisfaction reviews regarding the service provided to them by the employees and the products that have been prescribed to them by our employees will be assessed.

The sale of products will also be considered to measure the selling skills of the employees The amount of complaints received from the new recruits and the satisfactory level gained by them regarding the solution provided by me Achievable The target set by me for the employees within The Body Shop is challenging but achievable. The employee would be asked to sell at least five skin care products among the customers and serve four customers every day who visit the shop for facial or spa Target to reduce the complaints and grievances by 35-40%.

Apart from reduction of complaints received, the solution and time taken to solve should be effective and quick Realistic The achieved targets will be beneficial to the organisation and will overall improve the skills of the employee. They will get motivated and allow themselves to set higher targets in the future The culture within the organisation and a harmonious environment will prevail in the organisation. Team spirit will be developed and ego and attitude issues with co-workers will decrease Source: (The Whittington Hospital, 2008).

Timescale Achieve 65% promotions within the 3rd quarter of 2012. Recruitment of new staff to fill in the vacancies at the lower level by end of 2012. ‘Staff attitude survey’ to commence from August till September’ 2012. Any grievances to be solved within 15th September, 2012. Source: (The Whittington Hospital, 2008). From the above table, it is noted that few of the targets are challenging for both me and the employees’ of The Body Shop. Though the targets are challenging, it can turn out to be a growth factor for both of us.

The organisation will also benefit from the efforts incurred by us, in terms of sale of products and enhanced services. I might be appreciated for bonding of the employees and creating a harmonised environment within the organisation. The behaviour and the services towards the clients will improve and The Body Shop can achieve desired objectives and will be able to stay ahead of their competitors. References Hrmbusiness, 2012. What Responsibilities and Roles do HRM Departments Perform? Street Smart Human Resource Management & Business Practices.

[Online] Available at: http://www.hrmbusiness.com/2008/08/what-responsibilities-and-roles-do-hrm.html [Accessed April 16, 2012] Matthews, J. J. & et. al., 2004. Human Resource Development MBA Masterclass Series. Kogan Page Publishers. Schleifer, J., 2012. The 9 Essential Skills of Human Resources Management - How Many Do You Have? HR Daily Advisor. [Online] Available at: http://hrdailyadvisor.blr.com/archive/2006/07/18/hr_essential_skills_human_resource_management_hr_management.aspx [Accessed April 16, 2012] Tutebox, 2012.

Roles and Responsibilities of Human Resource Department/Manager. Business. [Online] Available at: http://www.tutebox.com/3072/business/hrm/roles-and-responsibilities-of-human-resource-departmentmanager/ [Accessed April 16, 2012] The Whittington Hospital, 2008. Smart Objectives For 2008/9. Directorate of Human Resources. [Online] Available at: http://www.whittington.nhs.uk/Documents/Item%206_7321.7%20MB%20Objectives%202008-09%20SMART_7321.pdf [Accessed April 16, 2012] Bibliography Armstrong, M., 2006. Human Resource Management Practice 10th Edition.

Index [Online] Available at: http://hornbill.dcschool.net/gsdl/collect/600techn/index/assoc/hash404c.dir/doc.pdf [Accessed April 16, 2012] Harvard-Smithsonian Center For Astrophysics, 2012. HR: Functions. Smithsonian Astrophysical Observatory. [Online] Available at: http://www.cfa.harvard.edu/hr/functions.html [Accessed April 16, 2012] Rohmetra, N., 2005. Human Resource Development: Challenges and Opportunities. Anmol Publications.