Competencies of an Effective Human Resources Manager in Organization
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Competencies of an Effective Human Resources Manager
Effective human resource manager should be able to design best human resource practices that is able to survive the organization and the department in the agile business environment.An effective manager should be able to mentor and empower employees in order to promote career development. The managers should never feel insecure of this aspect in contributing to position advancements, as such, if their practice empower then they will get to advance too. There must be that trust between the manager and the employees as explained by Laeck et al. (2014).
Purpose of the Research
This research will establish the core competencies of an effective human resources manager in relation to workplace diversity, recruitment strategies, staffing, and labor force retention.
Available Literature
According to Anne Tong Chief Executive Officer HSR International Realtors Pte Ltd (2013) “the role of corporate boards should primarily be to oversee the strategic direction of the company, facilitate effective decision-making and drive overall growth, among other functions.” She further stress that a competent manager should be able to understand employees and management team diversity. This understanding“supports a culture of greater innovation and helps companies adapt in today's globally competitive business environment.”
The managers should be able toaddressing the gap in the current work-life balance (WLB) to inform interventions in their departments. They should be able to adopt solution based strategies and behaviors to inform their work-life balance as explained in Mcdowall (2014).
Ezewukwu (2012) notes that, “effective leaders should possess clinical/technical, organizational, human relations and critical thinking competencies that motivate and contribute to the quality goal of their organizations.” Competent manager should be capable of providing both supervisory and support roles to other employees. The leaders should therefore continue improving their competencies in order to achieve an effective system.
Conclusion
Corporate reputation is an important factor that influences stakeholder behavior in order to add organizational value. The human resource must therefore focus on actions that build employee competencies and motivation that in turn positively influence corporate reputation. Human resource managers can both directly and indirectly help improve corporate reputation through their competencies and the design of effective human resource functions.