Using the key competences identified for the management role you aspire to, that you discussed in task1: , assess and identify your current level of competence in each of team - Essay Example

Human Resource Management Human Resource Management As a human resource manager, one requires various competences, which are relevant for efficient provision of the human resource services. Some of the key competences I preferred using are, employee trust skill, using strategic orientation skill and using the team orientation skill. To enhance the achievement of goals, SMART method is an ideal tool. The acronym stands for Specific or Significant, Measurable/Managerable, Attainable, Realistic, Time Bound strategy.

Specify: Employee trust skill Employee trust is established by the employer, in which the company grants its employee the beneficiaries. Some of the common types of employee trust include employee ownership of stock, and also the employee pension plans. To prevent cases of distrust from the employees, I will develop a level of confidence which will apply to confronting issues to avoid difficult problems. This will be enhanced by establishing clear objectives, honesty, and a vision of the future.

Manageable I will also embrace an efficient communication system, which is within my strength. Since my company is working to increase profits, maintaining jobs, and delivering quality products, employee trust will be maintained. I will enforce this by avoiding neglecting, and communicating to the employee. I will do this by communicating both the good and bad news in a frequent often. I will also increase trust by managing changes such as restructuring, merging, and downsizing. I will build trust by: 1.

Not withholding information. Employee will need to have a reliable information background and on a timely manner. 2. Enhancing honesty by avoiding cases of misleading. 3. Trusting my employees, although this will consume time and will need patience. 4. Listening to my employees. Attainable One of the crucial tools in management is the possibility of the being attained. This is what leads to the reality of the goals. In strategic management, we must set attainable goals.

This means that the goals have to within the organization’s capability. Realistic Employee trust skill is realistic in that it incorporates personal characteristics, which me as the human resource manager posses and, hence able to provide them. This is achievable, as I am focused in providing the best human labor force for the company. As a manager, my main objective is to provide the most efficient services for the development of the company. This will ensure that the quality of the services provided will be increased (Merkle, 2009).

Timely orientation Timely orientations are at providing coherence, focusing and directing activities taken by my company. As a human resource manager, I am will contribute to company’s long term and short term goals. With individual factors such as complete knowledge, practical, and conceptual skills, societal responsiveness, and business awareness I will cope with my rank of human resource manager efficiently. Conceptual skills are the required skills for the strategic decision making, and hence needed in bringing out the long term plans.

Business awareness is the understanding of the activity of my companys engagement. Societal responsiveness aims at improving the employees’ quality of life, together with their families as well as the local community. My company’s performance depends on the contribution of strategic orientation, which include performance orientation, and provision of conducive environment. Maintaining a conducive company’s environment will involve the company’s climate and will influence me to be strategically oriented.

Performance orientation will help me to discover the amount of emphasis from the company towards achievement of the set objectives (Elwood, Holton, and James, 1996). However, as a human resource manager I am likely to incur problems in terms of competency or in terms of the utilization of opportunities available. Competency problem is when as a human resource manager I am unable to capitalize the available opportunities. Opportunity problems are a case where as a human resource manager, I am unable to provide the required opportunities like a supportive climate, or non existence of a performance orientation in the company (Merkle, 2009).

Strategic orientation will help me to keep in touch with current research, identify development plans on different projects, and also to act in a more business sense in relation to the outside world (Bureau of Labor Statistics, 2006). Strategic orientation will help me in improving the customer services, innovating new ideas, and activities, strengthening the company’s financial backgrounds, encouraging participation of the company’s shareholders, establishing partnerships with other like-minded organizations, maintaining solidarity between the employees, and managers, informing the employees of any changes experienced, lastly creating a competitive environment (Ulrich, 1996.). Strategic orientation is specific in that, as a human resource manager I will be able to specify the main goals that the company aims at.

This is achievable because the human resource manager is a senior manager, and hence involved in strategic planning of the company (Merkle, 2009). Team orientation skill Team orientation involve incorporating all the members involved in order to become familiar with the company’s goals, and responsibilities, research programs, and the steps to be used in planning, designing and constructing the process to be followed. I want my company to be competitive by increasing productivity, creativity, and improving decision making.

I will aim at looking at employees who are strong team players, and possesses better team skills. I will evaluate my performance by rewarding individuals for cooperate behavior, and team goals. This will be enhanced by conducting training, selection, and evaluating be team members. This will embrace team empowerment (Merkle, 2009). Team orientation embraces productivity through team work. I will be able to discover some of the important skills that possesses, which is for the benefit of the company at large.

It will also help me to be free with my employees. Importance of this is that; I will discover my inefficiencies as the employee will inform of it with no fear. Team orientation also aims at developing relevant skills that will be applicable in the future. Examples of these skills include the ability to communicate, and listen efficiently (Ulrich, 2006). Team orientation embraces team work. This means that there will be a: 1. Combination of strength. I will choose people carefully hence, will be able to get an admirable range of abilities, personalities, and expertise. 2. I will be to acquire a range of options.

Since one head is better than one, I will be able to get different views, which if incorporated together will give out an efficient solution. 3. I will be able to divide responsibility. This will be substantially achieved with the help of my effective team. I will put my team into a structure whereby, those who have strengths in an area take responsibility for that area. 4. I will also develop a team spirit. I will be a skilled team leader who embraces loyalty among my employees. I will also avoid creating cases of employee’s rivalry which can lead to poor performance of the company.

In conclusion, employee trust skill and team orientation are more efficient because they are achievable in the next six months. Strategic orientation is a long term project, and I may not be able to attain it in the next six months. References Merkle, J. A., 2007. Management and Ideology. University of California Press. Ulrich, Dave 1996. Human Resource Champions. The next agenda for adding value and delivering results. Boston, Mass.: Harvard Business School Press. Ulrich, D. 2006. Human Resource Champions.

The next agenda for adding value and delivering results. Boston, Mass.: Harvard Business School Press. Bureau of Labor Statistics, 2006. Human Resources, Training, and Labor Relations Managers and Specialists". U.S: Bureau of Labor Statistics. Elwood, F. and Holton, II, James, W. 1996. Trends Toward a Closer Integration of Vocational Education and Human Resources Development, Journal of Vocational and Technical Education.