Today's high-level HR practitioners need to be the "total package." They must demonstrate an authoritative grasp of HR fundamentals, be able to draw from a deep set of individual skills, and also possess the flexibility to adjust and meet work--and situation--specific requirements. A human resources certificate is beneficial for those interested in further understanding human resources management. The role of HR was previously strictly operational, but now also deals with social issues in the workplace. However, many employees are unenthusiastic about and find problems with the human resources process.
When experienced HR managers are faced with a situation, they often strategize to make the outcome simpler, more effective, or more logical. By using their operational knowledge and by listening to their peers, they are able to brainstorm multiple solutions. Earning a human resources certificate will allow managers to develop the strategies necessary to improve developmental, ethical, legal, and financial outcomes in the organization. By managing the complexities at the most senior level, strong leaders will emerge.
In a managerial role, it is critical to listen to the ideas of others and accept the changes that are requested. If the ideas are ignored, employees will be highly frustrated and will not feel comfortable approaching HR. Although there may be a lot of room for innovation, HR managers will not be able to think of all of the best initiatives on their own. Human resources management training will teach HR managers to ask questions frequently and to encourage the presentation and discussion of ideas. Managers should formulate the process of idea exchange within the organization with their employees. Additionally, employees should be comfortable in recognizing the difficulties presented by their own ideas and in deliberating the options for solving them.
As a manager, you should not hesitate to test the ideas suggested. If there are apparent changes to be made, explain to the employees how and why you are going to make the changes. If it is an unavoidable change, then you should announce it with as many details as possible as soon as you can, and address all the questions asked by others. By implementing the finalized idea on a limited scale first, employees will be reassured with the confidence that you are open to their thoughts and feedback. In order to improve the idea's chance for success, managers should first discuss the implementation with others and seek a second opinion. The discussion will make others aware of the change that is to come and will create excitement for the coming improvements to overall organizational productivity. Human resources management training will make implementing and overseeing transitions and changes much simpler.
The role of the HR professional is being transformed from that of the enforcer of an organization's policies into that of the strategic business partner. As demands on and expectations of HR professionals change, they must continually develop new skills to add value to the organization. Through consultations with other managers and employees, HR managers act as advisors and provide critical input into the strategic initiatives of the organization. They also become more involved in the implementation of strategies suggested by other employees. As HR professionals take on these additional responsibilities, they become able to have a greater impact on the organization as a whole.
----------------------------------------------------
David Shoemaker is Vice President of Learning Solutions and Innovation at eCornell. For more information on human resources management, human resources certificate or eCornell, please visit http://www.ecornell.com
EasyPublish this article: http://submityourarticle.com/articles/easypublish.php?art_id=309041
No comments:
Post a Comment