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Managing Human Resources - Research Paper Example

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Q1: One of the biggest benefits to becoming a Human Resource manager is the ability to mold and direct the future vision and goals of the company in a first hand manner. In performing these tasks, one is able to select the attributes, personality types, and goals of…
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Managing Human Resources
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Q1: One of the biggest benefits to becoming a Human Resource manager is the ability to mold and direct the future vision and goals of the company ina first hand manner. In performing these tasks, one is able to select the attributes, personality types, and goals of individuals that best suit the needs and align with the goals of the company (Ployhart et al, 2011). As a result, the HR manager needs to be a person of understanding, compassion, and attention to detail. Furthermore, he/she should be an attention oriented individual with a keen eye towards process implementation and management. Lastly, he/she should be able to handle conflict and always have an eye towards how to mediate a given situation amicably.
Q2: A human resource director is not only charged with managing the day to day process flow of human resources but also molding and directing the future form that the company wishes to take. This happens in a variety of different ways but most importantly through selecting and testing new prospects to ensure they are an adequate fit for the firm in question. In the given question concerning choosing the correct employee to fill a position as bank teller, the HR manager should look for someone with a customer service background, cheerfulness, ability to handle responsibility, trustworthiness, clean record, and exceptional people skills (Holland, 2012).
Q3: With respect to working closely with the business strategy arm of a given institution, this is an integral part of HR’s role and responsibility. Many firms overlook this integral part to their own detriment. HR can work to quickly mirror the goals and strategies that a company lays out for its employees. Human resources can take this responsibility so that each of the internal departments continues to function at peak efficiency; all the while the new goals and metrics can be implemented across the organization at a speed and efficiency that would not have been possible had each of the departments attempted to implement on their own time and in their own way.
Bibliography
Holland, R. (2012). Cracking the new job market : the 7 rules for getting hired in any economy. New York: American Management Association.
Ployhart, R. E., Van Iddekinge, C. H., & Mackenzie Jr., W. I. (2011). ACQUIRING AND DEVELOPING HUMAN CAPITAL IN SERVICE CONTEXTS: THE INTERCONNECTEDNESS OF HUMAN CAPITAL RESOURCES. Academy Of Management Journal, 54(2), 353-368. doi:10.5465/AMJ.2011.60263097 Read More
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