Competencies of an Effective Human Resource Manager in a Company
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Competencies of an Effective Human Resource Manager
Effective human resource manager is crucial and very influential in a company or an organization. To be effective, a manager must have skills relevant to human resource department and that can handle the tasks efficiently (Wahyudi& Park, 2014). Such person should assure quality to other line managers and shape the functions of human resource through a thorough insight to strategic decisions and formulations. Current studies support the fact that effective human resource managers should have skills that will make their services and department relevant to the company. Researchers suggest that there is significant “association between competency and effectiveness of the manager and their initiating strategic planning approach within organizations” (Analoui&Samour, 2012). HR Managers should develop a global mind for business competitive advantage to distinguish its position in the global environment.
Analoui and Samour (2012) described the characteristics of a manager and their strategy development in an organization explored the role of managers in strategic development process. Effective human resource (HR) managers must have relevant attitudes and perceptions towards developing and implementing strategies (Analoui&Samour, 2012). Strategic awareness and the perception of strategic planning benefits are significant for an organization. Developing capacity of employees through human resource to meet organizational targets is crucial.
According to Nasomboon (2014), the increasing global economy competition is pushing companies to exploit human resource functions to achieve competitive advantage. Effective human resource is, therefore, critical for an organization as it provides for continuity and impact the condition of organizations. Managers’ commitment should be interlinked with organizational performance, employee engagement and strategic alignment with human resource practices to influence the value of organizational performance and engagement level of employees.
Themes and Subthemes within the Discipline
Human Resource Manager and Human Resource Strategy
Human resource strategies have a significant effect on the organization and its operation. An effective HR manager should be one with best practices relevant to HR strategic operations and identify the useful elements for the success of an organization. The manager should deploy human resources efficiently in order to achieve organizational goals (Dashgarzadeh, Momeni, &Taghavi, 2012). The knowledge, skills, behavior, attitude and interaction of a manager should positively contribute to the performance of an organization and design methods that can develop the strategic capabilities.
The Contribution of HRM to the Corporate
According to Hayton, Hornsby, &Bloodgood, (2013), “there has been an increasing emphasis on innovation and entrepreneurial behavior organizations”. This can be achieved through a significant role played by human resource functions and a competent manager who will ensure that policies, practices and system initiate and sustain the better organizational functioning (Jelena, Jelena&Radenko, 2013). The manager should ensure that the critical elements of corporate entrepreneurship and the human resource are compatible to enhance organizational capacity and performance (Hayton, Hornsby, &Bloodgood, 2013).
Leveraging Human Resources Management Practices for Competitive Advantage
Several human resource practices can be associated with outcome and corporate competitive advantage. Such factors include high-level retention and increase profit and growth rate. A manager should develop procedures that would brand their organization to achieving competitive advantage. The approaches will give good reputation and influence what is thought about the company and its employees. As Backhaus and Tikoo (2004) is quoted, “there should be long-term strategy developed to create awareness and build understanding of employees and potential employees and stakeholders of an organization” (Love, & Singh, 2011).
Building an image and perception about an organization distinguish it from the competition and develop an identity that is beneficial to employees and the public through desirable practices (Love, & Singh, 2011). Such practices will communicate what it takes or feels to work for that organization as well as what the organization stands for, and the unique value it adds to its employees.
Balancing an Individual and Organizational Goals
An effective manager should be one who can balance his personal goals and the organizational goals. The focus needs not a shift on one side but a perfect balancing of both. The manager should address organizational goals in a manner that would position the company on the global competition. This should be done for the mutual benefit of the organization and its employees (Farndale, Pai, Sparrow & Scullion, 2014). Managers should understand that each and every person can do remarkable things if presented with opportunities. They should use this basis to develop and utilize their potentials and goals to benefit their organization. They should be able to pay focus on individual workers and their development and not perceive them as mere instruments to accomplish organizational goals (Sharma, 2013).
Implementing Strategies for successful practice
HR manager should be able to balance day-to-day activities with the company goals and objectives of the relevant organization. The manager should design value based care, the best way of engaging company employees and clients, solution implementation maximizing on security, finance and revenue capacity. There should well laid down strategies to lessen turnover intentions in the company (Erturk, 2014).
Workforce diversity and Performances on Human Resource
Workforce diversity is a major challenge for the human resource in organizations. It is the role of an HR manager to bring out the importance of diversity in an organization and the cultural differences (Fernando, Pedro & Gonzalo, 2013). There must be a holistic transformation of HR policies accommodative to workforce diversity. Human capital is the center of value creation, and there should be well-established domains for measuring workforce in HRM (Chrysler-Fox, &Roodt, 2014). The domains should be well managed, and their relations measured to understand their impact and potential value.
Gaps and Recommendations
There are several differences existing in this field on the subject discussed in this paper. E. Ellinger& D. Ellinger (2013) talked about leveraging human resource department to provide developmental and change-oriented interventions. The roles of HR manager with its respect needto be examined with the competencies in achieving it. There is need to understand how managers develop the global mindset, entrepreneurial and innovative for an organizational success.
Employee retention and the discouraging turnover are other areas that need elaboration so that the roles of HR manager in performing such functions are well understood. The role of an HR manager in strategy formulation and the relation between the HR and policy formulation should also be put on a limelight so as to bring clearly out the aspects. Practices linked to outcome and corporate competitive advantage and approaches that brand organization to achieve competitive advantage need to be adequately defined. The importance of diversity and cultural differences in an organization workforce as well as how HR manager can capitalize on it as another area that needs further research to understand.
Conclusion
Competencies of an effective human resource manager can be seen as a small area but that which is of great importance to corporate strategy and success, and for competitive advantage. Better shaping of human resource in line with organizational goals and for the quality of other line managers can only be achieved through an effective HR manager. Best practices and the identification of success factors are crucial for organizational performance and its competitiveness in the global environment. There are areas of this topic that need further research that the current work available does not provide sufficient knowledge to understand.