Question

- Explain the role of Human Resource Management in organizations today. Which competencies do you consider core for your organization and why?
- Which core competencies do you anticipating needing tomorrow?

- Could these competencies change? Why?

- How do Human Resources functions evolve to stay viable within organizations?

Answer 1

• Today is all about Empowerment.I think since the time human resource (HR) and management were coined, the sole purpose was to empower ‘people’ at work, though the strategy lacked certain charisma of hi-tech. The digital advances in the recent times have only taken the function to yet another level of smarts.
• HR as whole has evolved tenfold since the intervention of technology. It has become more influential than ever, leading people resource management to greater values and much organized scenarios.
• In general the atmosphere that the company has depends on HR department as well. They pick the people who fit to the company atmosphere or environment(the technical abilities are the most important one while hiring, but cultural fit is also very important). Therefore, HR is very important department in the growth of the company.
  
• The qualities that I consider important should be present in an HR manager are business acumen, HR expertise, leadership qualities and the ability to establish HR as an advocate.
• According to me,HR managers must have four primary competencies: communication, analysis capabilities, relationship-building skills and leadership qualities.These are basic compentncies which are required in every sector and every organization.Without a powerful and wise Human Resource no organization can work effectively.Since I work in an HR department myself,I do consider the importance of these compentencies that our leaders want us to possess for effective running of the organization.
• Communication-An HR manager must be able to communicate with everyone in the workplace -- from line staff to executive leadership.
• In addition, communication skills are important for HR managers to interact effectively with outsourcing providers, union leaders, public officials and employees, prospective employees and colleagues. They need to know when to adapt their communication skills to the audience and the situation.
• For example, HR managers must be able to convey the importance of fair employment practices to the company's executive team with the same genuineness and passion as they would to hourly employees.
• Analytical and Critical Thinking-Analytical and critical thinking skills are a must for HR leaders. An HR manager has to exercise sound judgment and engage in high-impact decision-making in a number of areas.
• The ability to analyze situations and view the implications of certain decisions from a critical perspective is particularly useful for HR leaders.
• For example, the decision whether to outsource one or several HR functions isn't something that happens without considering the impact outsourcing has on individual employees as well as the organization overall.
• Relationship-Building-Creating a cohesive HR department that works collaboratively to achieve the goals of the department as well as help the organization reach its goals related to workforce development is a competency that HR managers must have. Relationship-building and interpersonal relationship skills are fundamental to an HR manager's success.
• One of the challenges HR faces is establishing credibility with employees -- many employees equate their HR departments with the school principal's office, which suggests a level of intimidation and trepidation associated with their view of HR's purpose.
• An HR manager must have the ability to establish credibility and trust as well as balance the obligation to be an advocate for both the organization and its employees.
• Leadership-Leadership skills are an essential competency for HR managers. HR managers are responsible for creating strategic plans for the HR department as well as the overall workforce.
• Therefore, leadership skills are critical, particularly in the process of justifying the functional elements of a strategic plan to the company's management team
• . In addition, HR managers have to direct the activities of the HR department, and in doing so, they need the type of leadership skills that influence HR generalists' and HR specialists' commitment to the HR department goals.
• Due to time limit,any remaining questions can be asked as another question,they will be answered,thankyou for your cooperation