Pointing out most important points - Essay Example

33 Critical Points of Importance to the Practice of HR/ Management Staffs and Managers Ability to observe the business through the outlook of the HR function. It is important to have this feature as a manager, because it enables one to see the business as composed of many individuals – all of them pursuing organizational and personal goals (Virg). The inability to posses this feature will make the manager unable to get the best efforts from the staffs, due to the lack of alignment between organizational and personal goals. 2. The ability to translate external conditions into appropriate internal actions (Virg).

It is important to have this feature is that it enables the manager to align the organization with the external forces that affect employee performance, motivation and the overall performance of the organization. For example, paying employees lower than other industry players can be a major pitfall. 3. Ability to support the business in the creation of value. This feature is very important to managers, because it enables them to embed the value-creation capacity of the organization on the human resources, which is the only option for long-term success (Virg). 4. Ability to understand the business perfectly.

This feature is important to managers, because it offers them the tools needed to manipulate other functions, including productivity (Virg). For example, the management of HR in a production line business and a service delivery business is very different, because customer contact can make customers return or leave for substitute services. 5. Ability to run the administrative duties of the organization, including compensation, pension and retirement, attendance and recruitment. The ability to manage the various functions enables the manager to recruit the right talent, and also to maintain it, by monitoring and enhancing their satisfaction at the workplace (Virg). 6. Ability to source for right talent; reward staffs, train employees and communicates effectively (Virg).

This feature is important, because it enables the manager to recruit talent that can meet the performance standards of the organization, and also to retain them for long. 7. Ability to integrate the HR or management functions with the other functions of the business, including marketing, operations, finance (Virg). This feature is important, because it enables the manager to administer HR according to performance and change projections of the organization as a whole. 8. Ability to focus on the individual and their abilities, as a way of improving organizational performance, by doing things like personality screening and auditing the work place environment.

This feature enables the manager to make the best use of the organization’s employees, and to reduce staff turnover and stress levels (Virg). 9. Ability to check and recognize external business conditions, in order to manage the HR from the outside to the inside. This feature is very important; because it allows the manager to match staff training, rewards, manage performance and culture in line with the expectations of outside stakeholders, who are often the determinants of organizational success (Virg).

The effects include that the workers of the organization, especially for service organizations, market the organization like the customers and others prefer, which is a guarantee for success in business. 10. Ability to translate microenvironment conditions when strategizing for HR. This feature is very important, because it enables the manager to align the business and the employees with pressures that could lead to stress and low performance (Virg). For example, by discriminating employees, the morale of almost all workers reduces, and that affects the organization negatively. 11. Incorporating the needs of stakeholders in the functioning of the HR department and management, by creating value for them and delivering on expectations, among owners, managers, workers, customers, suppliers, and the community (Virg).

This feature allows and enables the manager to feel that they are a part of the business and taken care of, which increases customer loyalty among customers and increased investment from investors. 12. Adjusting HR management in response to business strategies, including risk management in the operational, strategic and financial areas; global positioning (Virg). This feature is helpful to the businesses operating worldwide; managing a diverse workforce and during change management. This feature is important, because it allows the manager to revise HR strategies and practices, in order to maximize the performance of the other areas, by supporting change among other areas positively. 13. Ability to make HR transformation, in order to increase the focus channeled towards customers, suppliers, managers, community and owners.

The feature also enables the manager to integrate HR into the various business support functions and to focus HR on the value delivery to the business. This feature is important, because it enables the manager, the ability to adjust the HR department for the maximum good and performance of all stakeholders and organizational functions (Virg). 14. Ability to adopt a different approach for different situations (Classmates). This feature is important because it makes the manager to become more responsive to change, and capable of making necessary adjustments. 15. Ability to deal with conflict situations effectively, in order not to harm subordinates, the Company, for example by increase employee turnover, or showing employees disrespect.

This feature is very important, because it enables the manager to resolve conflicts and maintain personal and employee performance (Classmates). 16. Ability to control emotions and personality inclinations like yelling at subordinates, which can affect staffs and the organization, even when committed unconsciously (Classmates). This feature is important, because it allows the manager to advantage from his/ her strengths and limits the effects of weaknesses. 17. Communicating effectively with subordinates and other members of staff, when addressing issues.

This feature is very important because it allows the manager to resolve staff issues without affecting the staffs negatively (Classmates). 18. The ability to diagnose a problem correctly; the process may require undergoing conflict resolution training (Classmates). This feature is important, because it enables to address the real problems, and not address trivial ones, while leaving the real issues. 19. Ability to apply the skills learnt and the training offered in conflict resolution training to the resolution of conflict situations (Classmates).

This feature enables a manager to utilize a variety of conflict resolution channels. 20. Ability to effectively resolve conflicts, in order to retain senior staffs and rebuild the trust of employees (Classmates). This feature enables the manager to reduce stress and dissatisfaction among staffs. 21. Ability to detect unfair treatment and stress at the workplace, in order to reduce the problem of employee turnover (Classmates). This feature allows the manager to diagnose causes of stress and to address them. 22. The ability to cultivate stakeholder buy-in for change and the implementation of conflict resolution among others, by first exploring effectively, who the key stakeholders are (Classmates).

This feature enables the manager to address conflicts among the stakeholders affected, after a careful diagnosis. 23. The ability to gather as much information as they can, about the groups or the people in conflict, in order to understand the history of the teams and maybe the conflict (Classmates). This feature enables managers to diagnose problems effectively. 24. Ability to cultivate the environment for stakeholder participation, which entails inviting them to meeting places, and showing positive evidence, in order to attract them.

This feature allows a manager the ability to facilitate dialogue and exchange (Classmates). 25. Ability to evaluate the time needed for stakeholder buy-in, in order to give them the time they need (Classmates). This feature is important, because it allows the manager, the ability to gain the support of the different parties, before initiating conflict resolution. 26. The ability to present issues in a manner that allows clarity of issues among all stakeholders. This feature is important, because it enables the manager to communicate all the information needed during conflict resolution (Classmates). 27. Ability to implement conflict resolution at different stages.

This feature is important, because it allows the manager to resolve conflicts before they escalate to affect other groups (Classmates). 28. The conflict resolution team should manage and identify the risks discovered, together with the key stakeholders (Classmates). This feature is important, because it allows the manager to address the risks leading to conflict. 29. Ability to integrate organizational change management to conflict resolution and business transformation (Classmates). This feature is important, because it allows the manager to integrate conflict resolution into the future planning of the organization. 30. The ability to measure the effects of the conflict resolution proposes approach employed, and also guaranteeing its sustainability.

This feature is important because it enables the manager to evaluate the effectiveness of conflict resolution and ability to change to more effective strategies. 31. The ability to distance between the role of the organization and the employee in mediocre performance (Classmates). This feature enables the manager to diagnose causes of poor performance as either related to staffs or the organization. 32. The ability to develop an effective talent management plan. This feature allows the manager the opportunity to address critical risks like low remuneration and low staff morale and motivation (Classmates). 33. Ability to diagnose other motivators, apart from remuneration, which can help in the correction of high turnover and employee engagement, for example offering employees more growth opportunities.

This feature enables the manager the opportunity to cater for the intrinsic needs of employees (Classmates).