The Importance Of Soft Skills In HR Management

Literature Review

Human resource managers tend to comprise strategic as well as functional responsibilities for the wide-ranging HR disciplines. The managerial role in Human Resource emphasizes in focusing proper supervision and regulation to the compensation and benefits specialists. Within this HR discipline, managers develop certain significant strategic compensation plans and further support crucial performance management systems with the payment or rewards structure and further regulate negotiations intended for group health care settlements (Armstrong & Taylor, 2014). Furthermore, HR managers proficiently develop strategic resolutions in order to attain workforce demands as well as workforce developments. However HR manager is noted to be primarily accountable for any decision-making process related to corporate branding because of its relation to recruitment and retention of skilled employee base (Bailey et al., 2018). Despite of the size and dimension of the organization, human resource manager is required to possess the competencies of performing every vital HR roles.

Soft skills play vital role in the daily operations of a Human Resource Manager. Furthermore, individualistic attributes which exhibit a propensity to enhance an individuals’ interaction level of competence such as collaboration, team building, interpersonal skills, an HR manager’s ability to efficiently establish communication further results in motivating actions, establish the ideas and provide adequate scopes for the employees to exhibit their opinions, feedbacks and grievances (Hollenbeck & Jamieson, 2015). Thus soft skills are regarded as immensely essential attributes in the domain of Human Resource Management.

For any business to attain success there is a need to promote high level of collaboration and efficient teams working within the organization. Proficient managers require developing effective team building and collaboration skills in order to establish greater level of trust and dedication among the employees within the organization (Jackson, Schuler & Jiang, 2014). Factors related to team building and association facilitates a company to attain success and at the same time ruin the reputation of the organization. Thus it is highly essential for the managers to develop adequate level of collaboration and interpersonal skills to successfully survive through team building process. Modern organizations often undergo severe conflicting situations which might create hindrances in the progress of the organization. During these critical situations, collaboration, team building and problem solving abilities are recognized to be immensely vital in order to bring relevant resolutions through various methods (Snell, Morris & Bohlander, 2015). Managers with effective soft skills and reinforce similar level of competencies within the employees and further facilitate the organizations to understand its employees and assist in resolving the critical negotiations and conflicting situations within the organization (Armstrong & Taylor, 2014).  Thus, effectively understanding team effort and further utilizing the value and ability of the team members can aid every human resource experts be a highly valuable and efficient problem solver.

Importance of Soft Skills in HR Management

The field of Human Resources has significantly developed as one of the fundamental features of modern business enterprises. With various imperative responsibilities from employee recruitment, on-boarding along with compensation employee benefits planning to the day-to-day concerns of employees of the organization, the role of the HR manager is highly observable and identified as an essential component of an employee’s professional life (Bolman & Deal,  2017). Thus, individuals who exhibit greater degree of inclination to the domain of Human Resource must develop adequate level of soft skills ability which will aid them to enhance and develop their job performance in future (Goetsch & Davis, 2014).

As HR managers serve as liaisons between the employee base and other managers, a well comprehensive interpersonal ability with strong adaptability and problem-solving skills are identified as highly essential. These factors tend to be considered as core components of a HR professional because of their vital function and responsibility of comprehensively communicating information to the employee base of the business (Snell, Morris & Bohlander, 2015). It has further been observed that whether the role of the HR manager is to send emails to the prospective employee segment or establishing a communication base on employee benefits and safety, along with successfully recruiting the candidate suitable for the desired role or executing an induction session for recent joiners, HR managers are required to develop immense comfort and buoyancy in demonstrating their interpersonal and problem solving abilities to facilitate the organization attain greater level of success and achievements.

In any modern organization, the role of HR managers is regarded as to be essential to sustain any kinds of personal details or information of employees who are being recruited within the organization (Jackson, Schuler & Jiang, 2014). However, some of the information sustained by the HR Managers can be considered to be highly crucial and sensitive, thus it regarded to be of great importance for the HR managers of the organizations to efficiently sustain the information of the employees and further safeguard them with proper documentations and credentials (Bailey et al., 2018). Furthermore, HR managers engaged in big, medium or small business enterprises require possessing the adequate ability to discrete and exercising effective decision making process in order to sustain the employee information confidential and devoid of public knowledge and expertise (Kramar, 2014).

Human Resource being a domain of diverse responsibilities ranging from employee recruitment management, compensation planning, interviews, reviews and feedbacks, grievances along with induction programs, HR manager often tend to encounter complex situations and intricacies. Thus, HR managers must be adequately proficient enough to handle any critical or complex situations with effective problem solving skills. It has been noted that critical thinking competencies are recognized as immensely important problem solving skills which a human resource manager must possess. Critical thinking skills are considered to be those areas of abilities which facilitate the human resource experts to perceive the highly complex and intricate details of any issue and further develop those areas of avenues into significant scope an opportunity.

Significance of Team Building in HRM

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Source: (Snell, Morris & Bohlander, 2015)

Thus it has been noted that lack of adequate people skills can lead to the failure in the attainment of organizational success and achievement (Snell, Morris & Bohlander, 2015). Thus, developing knowledge and further relating to people as a proficient HR manager can aid the professionals to attain the ability of forming successful teams and evade any forms of prejudiced and influenced decisions while resolving any critical issues and challenges (Brewster et al., 2016). Furthermore, in order to competently solve issues, efficient HR managers must develop greater degree of decisiveness and must take into consideration prospective explanations to avoid any form of complex situations which might hinder the growth and development of the organization (Deery & Jago, 2015). Thus it has been noted that developing and utilizing these vital problem solving abilities can be vital in the process of problem solving in human resource management.

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Source: (Deery & Jago, 2015)

Conclusion

Therefore, from the above discussion it can be stated the field of human resource management requires acquiring immense knowledge of critical thinking, decision-making as well as communication abilities in order to effectively supervise the functioning of the organization and manage its employees. Being immensely inclined to this domain, I feel I must enhance certain areas to develop myself as a proficient HR manager. Thus, I need to involve myself in self-management, team building as well as Conflict Resolution training in order to improve the areas I lack and grow my professional career as an effective HR professional.

References

Armstrong, M., & Taylor, S. (2014). Armstrong’s handbook of human resource management practice. Kogan Page Publishers.

Bailey, C., Mankin, D., Kelliher, C., & Garavan, T. (2018). Strategic human resource management. Oxford University Press.

Bolman, L. G., & Deal, T. E. (2017). Reframing organizations: Artistry, choice, and leadership. John Wiley & Sons.

Brewster, C., Houldsworth, E., Sparrow, P., & Vernon, G. (2016). International human resource management. Kogan Page Publishers.

Deery, M., & Jago, L. (2015). Revisiting talent management, work-life balance and retention strategies. International Journal of Contemporary Hospitality Management, 27(3), 453-472.

Goetsch, D. L., & Davis, S. B. (2014). Quality management for organizational excellence. Upper Saddle River, NJ: pearson.

Hollenbeck, J. R., & Jamieson, B. B. (2015). Human capital, social capital, and social network analysis: Implications for strategic human resource management. Academy of management perspectives, 29(3), 370-385.

Jackson, S. E., Schuler, R. S., & Jiang, K. (2014). An aspirational framework for strategic human resource management. The Academy of Management Annals, 8(1), 1-56.

Kramar, R. (2014). Beyond strategic human resource management: is sustainable human resource management the next approach?. The International Journal of Human Resource Management, 25(8), 1069-1089.

Snell, S., Morris, S., & Bohlander, G. W. (2015). Managing human resources. Nelson Education.

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