Question

Please answer the questions below in your own opinion. Please make it a least 1 page long.

What does Managing Human Resources means to you and how can it enlightened you as a future manager/supervisor in the workplace today?

For your information: This is my final paper assignment question that I am to answer in essay form: The final paper will address your indiviual expression of:

"What Managing Human Resources means to you and how taking this course/module has enlightened you as a future manager/supervisor in the workplace today."

Answer 1

Human Resource is the most important and most challenging asset of any organization. The human capital comprises employees from various sects, nationalities, race, ethnicities, etc. Managing Human Resource is managing the diverse mindsets of all the employees and aligning them with the thought process of the organization.

A HR Manager needs to look after the employee lifecycle in the organization. From recruitment till separation, all employees related activities must be taken care by the managers of Human Department. The various aspects of managing human resource includes the following:

• Recruiting the right resource: Recruitment is a critical functionality of a HR department. The HR Manager must be well equipped with judging the capabilities of all the candidates and selecting the best fit as the potential recruit.
• Manpower Planning: The HR Manager needs to assess the manpower requirement of business. Using data analytics, he needs to forecast the future needs of manpower in business, compare it with the existing resources and thus finalize the recruitment plan and manpower-planning schedule.
• Manpower Allocation: The HR Manager is responsible for allocating human capital to various domains of business. The HR Manager needs to assess the competencies required for the job, identify manpower whose capabilities match with the requirement and allocate him to that domain. This allocation is very critical as it impacts the performance of the entire domain.
• Culture alignment: The HR Manager is required to maintain the culture sanctity of the organization. He must be able to communicate the vision, mission and values of the organization to the employees and must have the capability to align the employees with the culture of the organization.
• Performance Management: The performance of an employee must be managed efficiently to identify his strengths and weaknesses and whether his capabilities can manage extra work. The HR Manager is required to assess the work of the employees and share the performance appraisal report for rewards and promotions.
• Training and Development: The employee must evolve in the company. The development of the employee in the organization increases his retention quotient and his skills and abilities, which in turn improves his performance. The HR Manager must acknowledge the performance gaps of the employees and nominate him for trainings accordingly. The trainings must be designed to acknowledge the performance gap of the employee.
• Grievance Management: The HR Manager links the employees with the management. It is his duty to acknowledge employee grievances efficiently. The HR Manager must not have a biased approach in addressing grievances and he must be able to provide a solution to the employee in turn around time.
• Exit Management: The separation process is another critical work handled by the HR Manager. He is required to understand the real reason behind the separation and check if it can be addressed by any means. Keeping the attrition rates minimum is one of the KPIs of HR managers. If the employee wants to separate from the company, the HR Manager must facilitate the separation such that the ex employee carries goodwill of the company.