Qualities Needed For Successful HRM Essay.

Human resource management institute is of utmost importance in training and educating the workforce of a nation towards proper leadership and management of employees and also in dealing properly with the public that is the management of public relations. People who usually form the HRM department are the ones who are responsible for the recruitment, training, performance, organization development, safety, and wellness. In other words, they are responsible for the overall well being and smooth functioning of the entire organization. They play a strategic role in managing the entire workplace culture and the environment. Among the seven fold capabilities that are essential for the practitioners of Human Resource department of AHRI, three will be dealt here.  

For being a successful human resource manager, one must have several qualities, as managing the overall working of an entire organization is no easy job. One must be competent and confident enough to deal with the overall organization of a company (Fratri?ová, and Rudy 2015). One of the important qualities of a successful HR manager is being business driven. For the smooth functioning of the company, being considerate as well as being business minded is extremely essential. Without being business minded, it is not possible for someone to fetch business or increase the profit margin of the organization (Sanjeevani,  Opatha and Dissanayake 2015). For managing an entire team of employees, the HR manager himself must possess the correct know-how and skills needed to collect data, analyze and communicate information to develop and maintain effective working relations in the organization with the greater emphasis on communication and representation.

Hence, it is very essential for the HR practitioners to learn the qualities that are needed for being a successful HR manager (Salleh, Rosline and Budin 2015).  The HR practitioners must have a knowledge about how to manage the internal as well as the external aspects of the organization, how to maintain safety and manage conflicts in an organization, managing the stakeholders and having proper communication skills throughout the organization is also one of the important HR quality (Ho and Teo 2015).

Change Management- This course will enable the practitioners to learn strategic ways of effectively managing the people within the organization and to respond to the changing situations of the organization (Govindan, Khodaverdi and Vafadarnikjoo 2016).

Performance management- It is almost the introductory step for the new HR practitioners where they are provided with tips on performance management and they also examine the role of the managers in the implementation and success of performance management.

An Expert Practitioner

Conflict and mediation- It is quite natural that there can be no progression of the company without any conflicts, and if such conflicts are not looked at and managed at the right time, it incurs heavy costs and moreover, proper conflict management is one of the core HRM quality.

Investigating workplace misconduct- There are often cases of serious misconduct like bullying or sexual harassment that needs very sensitive and critical handling, where the practitioners are given training on interviewing and digital information handling (Kaufman 2015).

Every new participant has to be a proper practitioner of all the strategies of HR management like constant growth in personal human resource knowledge, having the proper know-how to take the right decision at the right time. It also enables the practitioners to develop insights on how to make the correct business decisions that would not adversely affect the workplace culture, business performance, and the organizational design. It also enables the practitioners to know the level of the internal capabilities of the organization and which to utilize more additional tools and expertise from HR and from other business areas (Covshoff, Sauer and Pittrof 2015). It also includes understanding the new global trends, what impact they have on the organization and how to deal with such changes. It also helps in developing and implementing the political and legal rules and making judgments with influencing decisions.

It helps in developing and implementing the HR strategies, that are valuable and apt and ensures that organizational goals are achieved. It also involves taking necessary actions for improving the organizational performance. Designs and delivers solutions to manage the different issues, challenges and opportunities. Also, measures the impact of these HR strategies on the organization and their outcomes.

Being business driven is of utmost importance for a successful HR manager, as it always helps in applying the correct strategic methods at the correct time. It also helps in understanding the key organizational drivers, the needs and demands of the stakeholders and the organizational performance, it also helps in understanding and applying the key rule, regulations, and strategies that are needed for the overall smooth functioning of the organization.

For the proper implementation of the HRM strategies, one must be an expert practitioner also. In other words, one must know how to implement these strategies within the organization in order to get the necessary outcomes. This also shows that how the theories can be transformed into practice. Being a good practitioner will also help to know the changing patterns of the market and how to respond to them. It shows a pragmatic problem-solving capacity.

Strategic Architect

Being a strategic architect is also extremely essential because there has to be a format or an architectural framework based on which the HRM models are to be built and enforces within the organization.

I have applied for a graduate HR management course at AHRI, and as a part of that, I need to give the demonstration of certain qualities that I possess which would make me eligible for learning this course and becoming a successful HR manager in the upcoming years. For the demonstration part (Ulrich et al 2015) I would like to narrate a very significant experience of my university life, there was a mountaineering campaign that was organized by the university, and a group of about 50 students was allowed to be taken in this campaign, and I was made the management in charge of this whole team. The first thing I made sure was to sketch out a plan as to how to operate this campaign. The second thing was to make sure that some mountain experts are to be included in the team along with other coaches and professors. According to me, any project excelling in any particular field must contain some of the experts in that particular field in order to guide others throughout the course of the project. Apart from this, I also made sure to include some active members of the health, medicine and welfare department of the university so that there can be sufficient medical aid given to anyone injured during the mountaineering practices. At the same time, it was also essential to make all the participants take part in every activity on daily basis with regular physical exercise sessions because making the campaign a success was the most important part of the project. I feel being business oriented or goal driven is perhaps the most important aspect of any project. At the same time, fresh and healthy food along with health drinks were also included in bulk amounts along with protein bars in the supplies so that the participants can be physically boosted up to give their best performance. Last but not the least I also formed a group of about five members, who formed the helpline form and would be responsible for communicating the issues of the students to the oncerned authorities and vice versa. The students would initially go and report to that Helpline group whenever they faced any kind of issues, and I made sure that this form listens to every issue and immediately caters to them. According to me, communication is the most important factor to make the process going.

Conclusion

Thus, it is concluded from this paper that one needs to contain several qualities for being a successful HR Manager. One must know how to organize and manage the working of an entire organization. Qualities like business driven approach, being a strategic architect, a good planner etc is of utmost importance. AHRI is one such institute that takes the responsibility of training the newcomers for being a successful HR Manager in the coming days.

Reference List 

Covshoff, E., Sauer, U. and Pittrof, R., 2015. Human rights and clinical ethics are the right framework to address the probable DMPA-HIV interaction. J Fam Plann Reprod Health Care, 41(2), pp.156-156.

Fratri?ová, J. and Rudy, J., 2015. Get Strategic Human Resource Management Really Strategic: Strategic HRM in Practice. International Journal of Management Cases, 17(4).

Govindan, K., Khodaverdi, R. and Vafadarnikjoo, A., 2016. A grey DEMATEL approach to develop third-party logistics provider selection criteria. Industrial Management & Data Systems, 116(4), pp.690-722.

Ho, M. and Teo, S., 2015. The state of human resource (HR) competency research: Charting the research development of HR competencies and examining the signals from industry in New Zealand. New Zealand Journal of Employment Relations, 40(2), p.71.

Kaufman, B.E., 2015. Evolution of strategic HRM as seen through two founding books: a 30th anniversary perspective on development of the field. Human Resource Management, 54(3), pp.389-407.

Salleh, N.M., Rosline, A.K.B.H. and Budin, D.K.A., 2015. Human resource management roles & skills shortages in Malaysian organisations. Open Journal of Social Sciences, 3(3), pp.3-23.

Sanjeevani, T.L., Opatha, H.H.D.N.P. and Dissanayake, K., 2015. Integration between Practice of Strategic Human Resource Management and Organizational Strategy Process: View Points from CEOs and Heads of HR in Sri Lankan firms.

Ulrich, D., Brockbank, W., Ulrich, M. and Kryscynski, D., 2015. Toward a Synthesis of HR Competency Models: The Common HR" Food Groups". People and Strategy, 38(4), p.56.