Human Resource Management Skills - Essay Example

Human Resource Management Skills Introduction The human resource section is the center of any other organization across the world. It is because of the merits that come along with it. However, effective management and implementation of activities in this department needs that one has some specific Human resource skills. Among the skills needed to run effectively, the human resource department includes; analysis skills, political skills, people’s skills, managerial skills as well analytical skills. Moreover, it is vital that a manager knows how to communicate with other employees effectively to ensure that an organization meets its set goals and objectives. Human resource management is a vital part of any organization. To be more effective, a human resource team needs to be experts in a number of important sections in an organization. That is, the HR department is responsible for diverse aspects of each employee's career, starting with recruitment to hiring to various sections of their job while employed in a particular organization. An effective human resource department effectively executes the policies and procedures and thus ensuring that the employees in an organization are properly motivated. The study is going to view various skills and techniques that one will need to effectively lead the human resource department in an organization. In my research, I prefer that the operation of the human resource department be conducted in one central point to ensure that there is proper coordination of activities from one functional level to another (Martin, 2009). Despite the fact that human resource functions are broad, the management will ensure that it adequately delegates duties and responsibilities to ensure that the department meets its set goals within the periods. In this study, I am going to major on various aspects in human resource department. For instance, the study will have to capture on the merits of carrying out human resource functions in one central point other than conducting it at a functional level. Moreover, the study will give a detailed explanation of various skills and techniques that a human resource manager, as well as the entire department, should have to run the organization more effectively (Lohman, 2002). I am going to discuss the skills like training and development skills, management skills, communication skills as well as discrete and ethical techniques that a human resource officer in an organization should have for effective operations. Moreover, the study will analyze the ability of HR department in policy formulation and implementation as well strategic planning skills and techniques. In addition, I will shade more light on change management as well as benefits and employee compensation. Generally, the study is going to explain the primary skills and techniques that a human resource manager, as well as the HR department, should have to ensure that the organization meets its set goals and objectives. Communication techniques are one of the fundamental skills that the Human resource manager will need to good public relations to ensure that the department runs smoothly. Human resource department is a department that ensures that the welfare of employees is under proper control. Therefore, the head of this department should have the skills of negotiating for employees rights as well as ensuring that there is equality in the distribution of organizational resources. HR practitioners have to communicate up to higher authorities, over to directors, out to potential employees and at the same time down to all levels of current employees in an organization. Moreover, they are supposed to do it in writing. However, while speaking to both large and small groups in the organization, they have to be considerate, convincing and believable in their talk (Merrill & McGeary, 2002). Therefore, the Human resource manager in an organization needs to have good communication skills to act as a link between the management and the employees. Therefore, with all operations of human resource in one central point will enable the management to communicate adequately with its employees. With good communication skills, the management will be able to listen to employees grievances and thus help to reduce go slow. Moreover, proper communication skills will enable the organization to meet its employee’s needs on time thus winning their loyalty. Compensation and Benefits Another vital skill that an HR manager should possess is the compensation and benefits skills. With these skills, the manager will be in a better position to motivate the workforce in an organization. Therefore, with an operation to one central point in an organization, the human resource managers will be able to brainstorm on a more competitive package that can motivate an employee. Therefore, Human resource directors need to create, administer and improve the compensation a well as the benefits structures to be able to accommodate equality in distribution. In addition, proper compensation and benefits to employees will enable the Company to retain competent and experienced employees in an organization. However, retaining excellent employees relies on various factors. For instance, outstanding pay and benefits are two major factors that will determine how well your employees feel about your organization. Therefore, with proper compensation as well as outstanding and systematic pay your organization will retain more competent and motivated employee for a longer period. However, constructing a reliable compensation system and determining the best benefits package for your entire worker are skills that are mandatory for your Human resource manager. It is now the responsibility of Human resource department as a whole to meet the needs of employees. That is, they will have to ensure that they construct compensation and pay package that will be motivational to its employees. They will only do this by ensuring that they carry out adequate needs analysis as well as motivational means to motivate its employees. Hiring and Recruitment of employees in an organization is one of the major skills that a human resource office and department need conversant. In this case, the organization should ensure that it has a competitive HR staff that can hire competent employees into an organization. Therefore, this skills and techniques will enable the HR officer to interview and hire high performing employees into the Company. Having a Human resource department full of employees with these skills, the organization will have a long-term success in all of its operations. Formulation of Creating policies and procedures for the hiring and recruiting procedures and teaching the above skills and techniques to all of your managers is also critical to the future success of any Company. Performance Management skills It is effectively managing the performances of employees is an integral part of any human resource manager's job responsibilities. Therefore, generating as well as implementing a complete performance improvement procedure is an essential skill that Human resource department in an organization should possess. With these skills, the management of an organization will be able to produce quality output that will meet customer expectations. However, designing organizational performance review procedure, maintaining it and supervising its implementation are challenging tasks. Therefore, an organization needs to find a competent human resource department that has employees with performance management skills. Therefore, it is the responsibility of HR department in an organization to coach other employees on how the performance management program works. An organization that runs a human resource department has employees with proper performance management skills because they share ideas more often that of the functional department. Training and Development are another vital HR skill that will enable an organization to meet its set goals and objectives within the period. The ability to structure training programs that solve human performance challenges will lead to important benefits for an organization. Instructional design skills and outstanding facilitation will enable the department to produce tangible results for your company. Moreover, the department will need to frequently evaluating talent program to identify the areas it needs to offer training to its employees. Centralized Human resource function will enable an organization to carry out its daily operations. For instance, if an organization is conducting an on-job-training program, it will have to do so by following systematic procedures and rules. Therefore, this will be effective if the authority is directed from one central point. Change management is another key technique that a human resource officer should be well conversant. Therefore, it is the responsibility of the management of a particular organization to ensure that train their HR staff on change management technique. However, this will only be effective if an organization has one central human resource department (Grugulis, 2007). With this department in one section, an organization will be able to train its HR staff on how to manage change effectively. There are constant changes that come along with innovation and technology, therefore; an organization needs to have the well conversant staff to enable its employees to manage change. Because change is something new in an organization, it will need skillful employees to ensure that smooth transition from one operation to another. Conflict resolution techniques are another key skill that a human resource officer should have to enable him or her to be a good manager. In the current world, not all people get along. Individuals can disagree over one issue or ideological difference. Therefore, the HR department needs to have skills on the conflict resolution mechanism. With proper conflict management skills, the management will be able to conduct its daily operations without oppositions. That is, an organization will be able to meet its set goals and objective. An organization with experienced employees in conflict resolution mechanisms will enable the management and employees in an organization to come to an agreement in the case of a dispute. Therefore, it is easy for a centralized human resource department to solve disputes within an organization for it has a pool of expert within one point. Having skills and experience in conflict resolution will enable an organization to go slow and any other wrangles. Discrete and Ethical is another major skill that a human resource department in an organization needs to put into consideration. Therefore, it is the responsibility of the management of a particular company to ensure that its HR department has discrete and ethical skill. Discrete and ethical skills will enable the human resource department to conduct organizational duties in a more professional manner. Therefore, discrete and ethical skills will enable human resource department in an organization to be more confidential in its undertakings (Santiago, 2009). Human resource practitioners are the conscience of an organization, as well as the keepers of confidential information. That is, they are supposed to serve the company in a more decent and respectful manner. Therefore, it is the responsibility of the Human resource department to ensure there is total confidentiality in handling organizational information. As they serve the top management in an organization, it is also their responsibility to correct them whenever they make a mistake. However, all this activities can properly be done through centralization of the human resource department in an organization. Having a human resource department operating in one central position will enable the head of human resource to supervise the flow of information coming from his junior HR staff. Moreover, the department needs to ensure that policies and regulations of the organization are well followed by all employees. Multitasking, on the other hand, is a unique kill that employees in organizations should have for the efficiency of operations. Therefore, it is the responsibility of HR department to ensure that they create a good environment for multi-tasking. For proper multi-tasking and brainstorming in a human resource department, all the HR employees, as well as activities, need to be conducted to one central point in an organization. Having a human resource department will enable HR professional to share ideas on how to solve certain challenges that an organization is facing. An organization can be facing difficult challenges like downsizing or go slow. It is the responsibility of the HR department to ensure that they observe ethics while dealing with the issue. That is, they will have to ensure that the issue remains secret to the organization and not taking it over to the media without proper considerations. For effectiveness in the human resource department, all the operations of this department need to be carried out in one central location with specified authority. Having a clear chain of command in the entire organization, as well the HR department will reduce conflicts of interest as well as confusion that an organization might face. Management skills also another major skill that the head of the HR department should have to ensure that the organization runs I line with the set procedures. In this case, the manager should have the ability of proper planning. That is, the HR manager should decide in advance, on issues an organization needs to do to meet its set goals and objectives (Merrill & McGeary, 2002). Moreover, the manager should be able to control and direct the activities of other employees in the organization. Moreover, the Hr manager should have staffing skills as organizing and budgeting techniques to enable an organization to minimize the expenditure and maximize the output and as a result, they will enable an organization to meet its set goals and objectives effectively and efficiently. References Grugulis, I. (2007). Skills, training and human resource development. Basingstoke [England]: Palgrave Macmillan. Lohman, M. (2002). Cultivating problem-solving techniques through problem-based approaches to professional development. Human Resource Development Quarterly, 13(3), 243-261. doi:10.1002/hrdq.1029 Martin, J. (2009). Human resource management. Los Angeles: SAGE. Merrill, S., & McGeary, M. (2002). Using human resource data to track innovation. Washington, D.C.: National Academy Press. Santiago, P. (2009). OECD reviews of tertiary education. Paris: OECD. Read More