Introduction
Advancements in the information and communication sector have adversely altered how people conduct their daily activities. The excessive use of social media has made several people lose inter-personal communication skills, which are vital in determining individuals’ success in their careers. In an organization, an excellent employee or leader understands necessary leadership skills like teamwork, excellent communication and listening, and integrity. Therefore, regardless of the position, one has in an organization they have a significant role in ensuring that the group attains its goals and objectives. Nevertheless, it is essential that individuals identify their weakness and strengths with regard to their positions in a team to enable them to work efficiently with their teammates to accomplish specific objectives (Bolman & Deal, 2017). To occupy the right places in an organization requires that one displays leadership skills and at least displays more than four characteristics of the six components listed by Collins (How the Mighty Fall) (Collins & Collins, 2009). This paper relates how the six features can be applied by a human resource manager to have a productive outcome in their job positions.
Job Position and its Role and Responsibilities in an Organization
Human Resource Manager
The organization’s successes depend mainly on how the human resource manager handles his or her responsibilities. Prominent agencies such as the Southwest Airlines and B&G have managed to attain their set objectives of being the best organizations regarding service delivery in their respective industries due to the excellent job was done by their human resource managers (Aswathappa, 2013). The human resource manager is expected to display top leadership skills to induce teamwork and motivate the workers into accomplishing their specific duties in good time and in accordance with the organization’s set quality standards.
Delegate your assignment to our experts and they will do the rest.
The Roles and Responsibilities of the Human Resource Manager
The HR managers can do a variety of tasks in accomplishing their primary responsibility of leading an organization’s HR policies and programs as they apply to employee compensation, relation, safety, performance, benefits, and staffing levels. Typically, the HRM through the interviewing and recruitment skills can identify job vacancies and select suitable candidates for such open positions (Aswathappa, 2013; Stimson, 2005). But, to employ qualified candidates, the HRM must be utterly free of any form of corruption: it results to the employment of unqualified staff, who cannot be able to deliver quality services promptly. Therefore, the kind of staff members found in an organization; whether obedient or not, is solely dependent on the choices made by the Human Resource Manager.
Also, in an organization, the HRM has a vital role in establishing a healthy relationship between the staff and the management team through handling of labour disputes, mediation, and guiding the departmental managers on how to handle employee issues. Cases, where the HRM has failed to promote healthy relationships in an organization, brings about a reduction in worker productivity that may affect the overall production of a team (Collins & Collins, 2009). For example, Samsung has been able to retain its high standards regarding service delivery and the quality of their products. That has been possible thanks to the excellent jobs by the human resource managers who work tirelessly to ensure that the workers are in good terms with each other and with the management team.
The Human resource manager in an organization can also conduct worker training and orientation, analyses compensation, administer a benefits program, and prepare budgets (Aswathappa, 2013). But, to note is that these responsibilities are dependent on the size of the organization, and therefore, some of them may not be executed by the human resource management especially in prominent corporations.
Another critical role accomplished by the HRM is in mitigating the risk through keeping the organization compliant with state, federal, and local labour rules and regulation. The current rapid changes in human resources dictate that the HRM be on top of all applicable labour laws, as well as changing the needs their employees and employers. A failure to be updated with the changing labour rules and regulation can result in a decline in worker motivation and productivity, which in return can hinder the successful accomplishment of an organization’s mission (Stimson, 2005).
The Six Characteristics by Collins
Fit with the company’s core values
With a firm interest in keeping the company’s core values, a human resource manager can be able to accomplish the company’s goals. Therefore, displaying a desire to adhere and uphold a company’s core values is a high strength that can only be presented by great HRMs (Collins & Collins, 2009). However, a weakness that can be shown by the HRM about this trait is the inability to memorize all the core values, which can result in noncompliance by the HRM to some core values.
Do not need to be tightly managed
An excellent HRM knows how to operate and accomplish his or her responsibilities without being supervised. This ability to perform tasks under minimal or no supervision is a significant advantage that can boost the HRM’s output or productivity. However, a critical weakness that can be displayed by the HRM about this characteristic is the inability to appropriately manage their time to ensure that they accomplish tasks in good time.
Understand that they do not have ‘jobs’; they have responsibilities
Being able to differentiate the key roles that one is supposed to accomplish when holding the HRM position in an organization is a great strength that can be displayed by a leader (Bolman & Deal, 2017). But, when there is no will to implement the policies meant to bring about the accomplishment of a given responsibility than one may fail to accomplish the organization’s mission and objectives successfully.
Fulfill their commitments
As a human resource manager, one is expected to accomplish numerous roles that are meant to bring about an improvement in the productivity of the employees. A high strength that can be displayed by the HRM about this characteristic is to be able to adhere to the set guidelines on how to accomplish given tasks. However, in some cases, one may be attempted to use shortcuts, which in most cases result in a decline in productivity.
Are passionate about the company and its work
The most excellent strength that is displayed by the HRM about this trait is the ability, to be honest with self and others (Bolman & Deal, 2017; Rudy, 2011). Being honest makes one passionate about what they are doing, hence increasing their productivity. However, being too kind to others especially the employees may interfere with the HRM’s passionate mood; interfering with their productivity.
Display “window and mirror” maturity (they give credit to others and take the blame for themselves).
As an HRM, one is expected to do to others what he or she hopes to be done to him or her. Being able to tell the truth and ready to take the fight for the workers’ rights is a strong character that can boost the workers’ morale. However, being too generous to others especially the employees may sometimes appear as a weakness that can be used by some employees to evade accomplishing their allocated tasks.
Key Weaknesses to Improve
Being tempted to take shortcuts is a significant weakness that can lead to failure. As a human resource manager, one has to follow the necessary procedures and guidelines as stipulated by the organization to ensure an increase in worker productivity. This weakness can be eliminated by providing that as an HRM; always the required procedures are followed up to the latter by all individuals in an organization.
The inability to remember the core values of an organization is another significant weakness that needs to be looked into. A failure to recognize the core values can make one do things that are of the organization’s ethical conduct (Stimson, 2005). To solve the issue, the HRM must at all times evaluate their actions to ensure that they conform with the organization’s expectations.
Being too kind is considered a weakness because some workers might use that to escape accomplishing their goals. As an HRM, one should try to hide his kindness and display it only during special occasions that require them to be extra kind like when a worker has got an accident (Rudy, 2011).
Lessons Learnt
Being a human resource manager is not an easier task because it is like the engine of an organization’s productiveness. A good HRM is one who has mastered how to apply excellent leadership skills to accomplish the organizations’ productivity. Therefore, in the future when occupying the position of a human resource manager, it will be a necessity to know and apply useful leadership skills because through them an organization can accomplish its target objectives quickly.
Important Concepts, Skills and Ideas learnt to form the Course
Being an excellent leader in an organization one needs to be open-minded and ready to learn from others including the employees. This is a skill that is only displayed by some leaders especially those found in big companies like Samsung, which have already accomplished some of their objectives. With this capability in future, I will be able to work better in consolidation with the stakeholders of an organization including the employees to come up with ways on how to better accomplish the organization’s set objectives.
Also, from the course, I have learnt that being an active leader one has to adhere to the rules and regulations set by the state or locals to mage a given career. Therefore, through strict conformity to such standards, one avoids runs into trouble, and thus, they can concentrate more on their work. Thus, in future when I hold a human resource management position, I will ensure that all those under me adhere with the set rules and regulations to avoid breaking the laws which can land them into troubles interfering with their productivity.
Lastly, form the course I have learnt that an active leader is always passionate about their work and their organization. Therefore, before accepting to hold such a position one is expected to ensure that they are comfortable working with the people, or other leaders found in that organization. To note is that working in an environment where one is not comfortable, it results to a decline in motivation, which can be transferred to other employees who equally may get demotivated and therefore affecting the overall operations of an organization. Thus, if one has to work in such a working condition, they must find ways to improve relationships amongst the stakeholders to have an excellent production.
References
Aswathappa, K. (2013). Human resource management: Text and cases . Tata McGraw-Hill Education.
Bolman, L. G., & Deal, T. E. (2017). Reframing organizations: Artistry, choice, and leadership . John Wiley & Sons.
Collins, J., & Collins, J. C. (2009). How the mighty fall: And why some companies never give in . Random House.
Rudy, M. (2011). Profits on Values . Retrieved from food and drink - summer 2011 • www fooddrink magazine com
Stimson, W. A. (2005). A Deming inspired management code of ethics. Quality Progress , 38 (2), 67.
