In recent years, it is an fact that most top management in successful organizations recognizes the critical role, human resource management can play in achieving a company’ strategic goals. Although some may not commit resources toward improving that component of the business, they are aware in principle that human capital – the employees’ knowledge, skills and experiences can have a big effect on important organizational outcomes such as customer satisfaction and profitability.
The
employee sophistication of our time demands the same or even higher levels of
proficiencies for HR managers to be successful. In an effort to fulfill
numerous responsibilities assigned to them and execute several different HR
programs, the HR manager should be competent enough to handle the
responsibilities and to carry out the tasks assigned at his/her desk in a
well-defined, coordinated and organized manner. We can identify four processes
that has the potential of providing HR professionals the necessary
proficiencies need for the successful execution of their assignments. These are
“Getting them, preparing them, activating them, and Keeping them”. And all
these activities depends upon the skills, proficiencies, capabilities,
dedication and the involvement of people responsible for HR and the top
managers.
HR
Managers Proficiencies indicated that one study found four categories of
proficiencies, business proficiencies, leadership proficiencies, and learning proficiencies
- HR proficiencies represent traditional knowledge and skills in areas such as employee selection, training, and compensation.
- Business proficiencies reflect human resource professionals’ new strategic role. For example, to assist the top management team in formulating strategies, he human resource manager needs to be familiar with strategic planning, marketing, production, and finance. They must also be able to “speak the CFO’s language,” by explaining human resources activities in financially measurable terms, such as return on investment, pay back period, and cost per unit of service. A result SHRM symposium on the future of strategic HR concluded that many human resource professionals lack such business knowledge and literacy.
- HR managers also require leadership proficiencies. For example, they need the ability to work with and lead management groups, and to drive the changes required – for instance, to implement new world class employee screening and training systems.
For
efficiency and effectiveness in carrying out the job, HR mangers need to have
certain traits, qualities, skills, potential, features, potential, vision etc.,
else wise their performance will be affected and they will face many
difficulties in performing their duties. After review of several materials and
practical observations I have attempted to present the various proficiencies
needed for a successful HR manager are as follows: The manager should;
- Be a keen learner, a good listener and be helpful in nature
- Have enough patience to wait till his actions bear fruits.
- Have the ability to design and co-ordinate training programs for managers, supervisors, and junior staff.
- Have a positive attitude toward life and work.
- Have good communication skills.
- Be objective in his/her approach, impartial and justified.
- Have a sense of belongingness and loyalty towards the organization she/he is working with.
- Must possess the cognizance ability of business to hold a tight grip over it.
- Must possess a thorough knowledge and understanding of individual and group behavior.
- Set his/her mind free from red tapism and bureaucracy.
- Must possess an in-depth and up to date knowledge and happenings in the field of human resource development within the industry they operate and others.
- Responsible enough to initiate new ideas and activities on his/her own and be proactive.
Conclusion
Carefully
adhering to the points I have raised in this article as an HR manager, I
believe will help you avoid pertinent mistakes and improve your skills for the
successful execution your duties. The most interesting thing about the work of
an HR professional is getting results through the management of people. It
should be noted that an organization can do everything else right but still
fail, by either hiring or managing people wrongly. The opposite is true, that
with the right HR proficiencies organizations have been successful even within
adequate plans, organizations, or controls. The success in most cases are
attributed to the fact that the HR department had the knack of hiring and
managing the human capital of the organization.
