This essay stresses that Human Resources Management (HRM) plays an intrinsic role in the business operation of an organisation. HRM evolves from the maintenance activities to the full pledge participation in the decision-making process of an organisation…
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According to the report in-depth knowledge on an organisation’s strategy, “performance goals and drivers, and the sector in which they work” involving the external context that can affect business operation including the market factors such as demography, customers, competitors, and globalisation. Thus, HR practitioners should be familiar with the “language” of the business operation in empowering human resources to utilize their potential in business accomplishment. Next is wide comprehension of the 10 professional areas. Then, reviewing the local and international law on “access relevant employment and discrimination” within their jurisdiction. The political and economic factors are the external and internal forces that induce business performance and creating strategy and plans applicable to combat them. From this study it is clear that organisational development entails HR capability to intervene or manage changes in the cultural aspect of an organisation. The changes implemented must develop the organisation’s performance and adaptability to the planned change process. In achieving goals, HR professionals must employ the right workforce to gain competitive advantage than its competitors. This practice is called resourcing and talent management. They must recruit, select, and retain employees with worldwide talents through interviews and tests suitable to their needs. Learning and development is essential in managing change that needs acquiring of new skills and talent as coping mechanism....
The CIPD (2009a) requires an HR professional to be knowledgeable in leading, engaging, and aligning people with diverse cultivation to deliver the strategic plan at the appropriate time. The third area is organisation design wherein HR must ensure that employees’ skills and qualifications match the job designation to attain organisations’ short term and long term goals, and the structure design of the internal and external environment “fit in the current and future organisational strategy (Weingarden, 2011, p.5). Organisational development entails HR capability to intervene or manage changes in the cultural aspect of an organisation. The changes implemented must develop the organisation’s performance and adaptability to the planned change process (Cummings & Worley, 2009). In achieving goals, HR professionals must employ the right workforce to gain competitive advantage than its competitors. This practice is called resourcing and talent management. They must recruit, select, and retain employees with worldwide talents through interviews and tests suitable to their needs (Armstrong, 2009). Learning and development is essential in managing change that needs acquiring of new skills and talent as coping mechanism. HR professionals must know how to assess employees’ competency level before conducting training. They should act as coaches or mentor to enhance employee’s performance, and design programs for knowledge management and evaluating learning outcomes (Armstrong, 2009). In addition, HR professionals must develop a reward system based on the quality performance of employees in fair and equitable manner to motivate them. To establish cooperation
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al as shown in the appendix. There are 10 professional areas spread across the four bands in the HR professional map that mention the specific knowledge requirements and the actionable in the role of HR professional. The two core professional areas are: Strategies, Insights and Solutions.
This shift has resulted in emergency of the HR Business Partner model that has been very effective in helping organisations grow and sustain their competitiveness amidst influences of globalization, increasingly innovative product and service markets and constantly changing stakeholder expectations.
The paper tells that HRM plays an intrinsic role in the business operation of an organization. HRM evolves from the maintenance activities to the full pledge participation in the decision-making process of an organization. Thus, companies have perceived the growing importance of integrating Human Resources in bridging the gap at a strategic level of managing employees.
Rationale for choosing this person Very few people are aware of the exact responsibilities of an HR Manager. Since he/she is a Manager, people tend to hold him/her responsible for almost all of the duties related to HR Department, many of which are actually not the responsibilities of the HR Manager.
According to the report successful campaigning by HR professionals and a new focus on economic justification of business activities have led to the awareness that the recruitment and selection of effective performers should be seen as a strategy for achieving organizational growth and success rather than as a fixed cost of doing business.
At present, developing HR professionals is very crucial in numerous aspects of human resource management (HRM): recruitment, strategic planning, and performance management, amongst many others. HR competencies
A Human Resource Manager takes the accountability for managing and administrating the personnel department in a company. This increases the efficiency and affectivity of the employees and adds more value to the organisation in performing various tasks
man resources play a strategic role in an organization; it builds the human capital that drives the organization’s activities to success (Inyang, 2011, pg. 141). It focuses on employment relationships such as developing, attracting, motivating, and maintaining a vibrant
Human Resource (HR) department has been viewed as an administration constituent of an organisation for many years and the employees of this department were considered to be the individuals who impose the practices appropriate for the entire staff of the organisation (Lengnick-Hall et al., 2009).
Personal Development Plan 10 Developing Professional Practice in Human Resources (HR) Introduction The process of developing HR professionals requires numerous factors, particularly HR competencies. Some of the most important HR competencies that HR professional should acquire are identified in the continuous professional development (CPD) model.
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