Job of Interest
The job chosen is Human Resource Management which is one of the strategic approach for handling the effective management of organization workers so that they can work on gaining business with competitive advantage. The designing is done to maximize the performance of employees who are in service of an employer’s strategic objectives.
For handling the job of HRM, there is a need to focus on how the organization is able to manage with the skills and work in HR that is organized properly. The strong management of time and becoming efficient at work is a major point for success. The negotiations are considered to the secondary important skills for the HR professionals who need to focus on the ability to negotiate. There are negotiation roles which offers the extended employment where the strong HR professionals will be able to work on the agreements that can easily be reached for making people happy. The problem solving, and the conflict management is a combination where the employees need to ensure about the ability to work together in a proper manner on-time and with a higher quality. The communication is a major single workplace that is considered as an important skillset for the HR professionals (Albrecht, Bakker, Gruman, Macey & Saks, 2015). The multitasking is also important for the HR managers to work successfully. Here, there are issues, questions and the requests which are based on the daily basis and relates to others for different issues.
With the proper management, there comes HR management key skills for the discrete and ethical standards where the keepers are of confidential information. One needs to monitor the actions for the employees to be sure about different policies and the regulations which need to be followed. The dual focus highlight on the expectations to advocate the concerns and then enforce the top management policies effectively. The decisions are made to protect the individuals and then protect the organization, culture and values as well (Judge & Zapata, 2015). The decisions might be misunderstood with certain conflict management and problem-solving conditions. Hence, for staying in a job, a higher productivity is demanded where the people can work together civilly. HR has to also find the different ways to work with the change management techniques and the hierarchies need to be set where the people are able to cope up with the consistent changes.
- Empathy is considered as the intellectual and the emotional identification which includes the discussion about the thoughts, attitude and the feelings of the people.
- The intuitive nature includes personalities with perceiving the truth or the fact through perceptions on reasoning processes (Garcia, 2016).
- Cooperativeness with competitiveness, helps the individuals to work on the goals and the team values which can be advanced properly.
- The emotional intelligence is to understand and describe the traits or the behaviors for the human resource executives. The capacity results from the development to make use of emotional intelligence which also involves the ability to properly perceive, understand and then manage the feelings or emotions.
It is important for the HR executives to work on handling the aforementioned traits which could be transcended to adapt a strategic and business minded attitude for the thoughts and behaviors of human resource managers. There is a need to likely possess the qualities and the characteristics with good communication skills and analytical ability or leadership (Halder, Roy & Chakraborty, 2017). It is important for the HR professionals to properly focus on identifying the employment with hiring traits. This also includes the strong management of the time and completion of tasks. There is a possibility to balance the variety of tasks which includes the dealing with personal issues and then creating recruitment strategies as well. The ethical and behavioral standards are mainly important to be followed with the consideration to meet the oral and written communication skills. The business need to function at their best where HR department also ensures about the different personalities and how they can work properly towards accomplishment of the goals in company (Liu, Gong, Zhou & Huang, 2017).
Transferrable skills for success
In different situations, the employees generally look for the HR professions to handle the answers and leadership. There are variety of company problems which can only be controlled if the functioning is done in a smooth manner. It becomes important for the manager to gear up the duties towards the different aspects of employment. It can include the allocation of resources and then planning about the department of projects. The small business environment needs to handle the allocation of resources and plan the different benefits, hiring and termination along with handling different issues of employees.
There are certain interpersonal skills which needs to be handled with HR manager focusing on interacting with different people on a daily basis. There are perspectives of the employees who work on attending the budgeting meetings and then addressing concerns from employees and the management (Guan, Yang, Zhou, Tian & Eves, 2016). There are healthcare and insurance benefits which is related to the questions that needs to be addressed properly. The objectivity and tact includes crucial aspects with displaying objectivity and addressing the conflicts among the employees, with conducting performance appraisals as well. The processes need to handle the approaches and the compassionate feeling to work on employee retention and productivity. For a good leadership, there are good leaders who can inspire the employees. For this, they need to hold a command which could help in aligning them with the requirements of the employees as well.
The sector of personal aptitude includes the managers in HR, recruitment, training and OH&S. The people need to offer a wider range of tests which are matching and are also applicable for the different tests in HR. Hence, for this, the personal aptitude needs to work on the personality traits with measuring the broader personality factors. The tests are based on measuring the behavioral styles that impact the performances in a workplace. The tests help in measuring the attitude with the ability to work with the different stakeholders and handle the task management style (Fang et al., 2015). The employers are then able to assess the extent for the personality characteristics where the project management includes the management of resources that is for the staffing, prioritizing the tasks and then managing the risks. The personality tests comes with the numerical reasoning with focusing on how one is able to get the encounter for the graphs and tables. The employers are likely to work on numerical reasoning skills which are for ensuring a higher performance in the role. The applicants of recruitments, HR and OH&S is expected to demonstrate about the ability to identify the work-related issues. This helps in moderating the capacity to properly monitor the performance and profession with use of metrics and the performance indicators. There is a need to understand the assessments which are used internally and externally for gauging the candidates or employees. There is a need to focus on testing, profiling and assessments that are for individuals and teams to handle the selection and development like self-awareness, understanding and proper communication with the team. The facilitation of the career guidance like the interests and value inventories provide information which could be used for coaching and helping the people to understand the needs for further improvement. The recruitment and selection processes are to match the development of future talent and leadership potential effectively, with role-based profiling and screening.
The employment opportunities includes the different features like the satisfaction of job, better career potential and the freedom. It is important for the human resource manager to work on the different person-to-person interaction that will help the people to communicate and coordinate directly for different HR activities. The benefit programs, training and other labor disputes are important to be held for the workers (Bolino & Grant, 2016).
There is another career of the non-profit human resource expert which highlights about how the recruiter is able to handle the operations in a non-profit field. The HR professionals need to work on the for-profit roles like the recruitments, and then administering the benefits, training and development. The companies are growing with human resource consultant who working on the high hourly rate to impart the services. The high-level individual assesses the international Human Resource Professional with wider variety of people focusing on different customs. The training and the development manager help the employees to improve the skill sets and careers. They do this by training in a specially held classes, with keeping the training sessions completely entertaining. The employee education consultants need to work on the training and properly handling the development managers with the aim at increasing the skill set of employees and their knowledge as well.
References
Albrecht, S.L., Bakker, A.B., Gruman, J.A., Macey, W.H. and Saks, A.M., 2015. Employee engagement, human resource management practices and competitive advantage: An integrated approach. Journal of Organizational Effectiveness: People and Performance, 2(1), pp.7-35.
Bolino, M.C. and Grant, A.M., 2016. The bright side of being prosocial at work, and the dark side, too: A review and agenda for research on other-oriented motives, behavior, and impact in organizations. The Academy of Management Annals, 10(1), pp.599-670.
Fang, R., Landis, B., Zhang, Z., Anderson, M.H., Shaw, J.D. and Kilduff, M., 2015. Integrating personality and social networks: A meta-analysis of personality, network position, and work outcomes in organizations. Organization Science, 26(4), pp.1243-1260.
Garcia, E., 2016. The Need to Address Non-Cognitive Skills in the Education Policy Agenda1. In Non-cognitive skills and factors in educational attainment (pp. 31-64). SensePublishers, Rotterdam.
Guan, Y., Yang, W., Zhou, X., Tian, Z. and Eves, A., 2016. Predicting Chinese human resource managers’ strategic competence: Roles of identity, career variety, organizational support and career adaptability. Journal of vocational behavior, 92, pp.116-124.
Halder, S., Roy, A. and Chakraborty, P.K., 2017. The influence of personality traits on information seeking behaviour of students. Malaysian Journal of Library & Information Science, 15(1), pp.41-53.
Judge, T.A. and Zapata, C.P., 2015. The person–situation debate revisited: Effect of situation strength and trait activation on the validity of the Big Five personality traits in predicting job performance. Academy of Management Journal, 58(4), pp.1149-1179.
Liu, D., Gong, Y., Zhou, J. and Huang, J.C., 2017. Human resource systems, employee creativity, and firm innovation: The moderating role of firm ownership. Academy of Management Journal, 60(3), pp.1164-1188.
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