One of the fastest-changing areas in a business environment is that of human resource management (HRM). Not only the employment laws and policies, but even the responsibilities and focus of human resources (HR) continue to change
One of the challenges educational institutions face is developing and restructuring programs and curriculum so that it prepares graduates to meet the current and ongoing demands of the market. The local and global business environment is constantly changing. One of the fastest-changing areas in a business environment is that of human resource management (HRM).
Human Resource Management (HRM) is the process of managing people in organisations in a structured manner. This covers hiring people, retaining people, salary and other perks, performance management, structural changes and taking care of exits from the company. The primary objective of the human resource department is to maintain better human relations by development, application and evaluation of policies and programs to enhance their contribution towards the organisation.
HR professionals are required to interact with the employees, union members, job applicants and insurance agents. Traditionally, the roles and responsibilities of human resource professionals have included recruiting, hiring, retaining employees, compensation and other benefits. But with the changing times, HR professionals have been helping in building employee relations, developing strategies and organising training sessions to enhance the productivity of employees. Here’s a look at the essential skills required to become a successful human resource manager.
Effective communication: Human resource professionals are required to interact with the upper-level management, employees and new candidates frequently. Effective managers should possess good communication skills as they have to communicate across multiple generations of employees, resolve employee conflicts, lead meetings, organise interviews and correspond through various forms of media and technology.
Conflict management: Managing conflict within an organisation requires communication, strategic thinking, decision-making and risk management. HR professionals must form an open line of communication within the work environment as this will create an opportunity to resolve conflicts.
A few steps to resolve a conflict would be to acknowledge the situation that exists, let individuals express their grievances, determine the underlying need, find common areas of agreement, identify effective solutions to satisfy needs, follow-up plan to monitor actions, control and finally manage the conflict smoothly.
Ethics: HR managers are considered the backbone of an organisation. When it comes to following company policies and maintaining confidential information, they must have a strong sense of ethics. Human resource professionals need to win the trust of both employees and their managers. Discretion and honesty are two critical components of any successful HR manager.
Strategic thinking: The key to becoming a successful HR manager is staying strategic and innovative. The business world is dynamic and with that comes a lot of risks so human resource employees need to be proactive in predicting the future of their company by being realistic, critical and creative. Strategic thinking is important in implementing and staying up-to-date with the market trends, new HR policies and procedures.
Empathy: An HR manager is seen as a trusted resource whom employees can turn to when they have any questions or concerns. Top HR managers maintain an open-door policy (even a virtual one) and create a comfortable and safe atmosphere that encourages employees to feel safe and valued. Building trusting relationships with employees leads to increased commitment and productivity.