By their position, Human Resource Managers are accountable for the success of their organisations. The changing business environment puts in more demand on managers especially with the current shrinking skilled labour pool, increasing technological sophisticated systems and the need for engagement with a more diverse workforce.
The key responsibility of the Human Resource Manager is to ensure that all systems and resources are appropriately integrated so that the organisation can achieve its objectives.
Typically, a Human Resource Manager’s effectiveness is determined by how well he/she aligns with other managers and supervisors to meet their unit’s objectives, by helping them to understand the context in which the managers and the group are to operate in line with overall organisational goals.
This can be done by conducting organisational and operational analysis to identify managers and workers’ developmental needs. In dealing with both management and departmental development needs, the Human Resource Manager needs to identify what kind of training programmes can be initiated with equipping Labour and Management for the achievement of organisational goals. This aspect of the Human Resource unit is very crucial, and before any training is initiated, the Human Resource Manager must answer questions like:
- Will the outcome of the training meet an identified need?
- Will the learning from this training be supported on the job?
- Will the individual receive any personal benefit from the training?
- What is the cost/benefit approach compared to alternative approaches?
A key area of focus for Human Resource Managers for a boost in growth and sustainability of any organisation should be the frequent training and development of Management and executive leadership. This is very important across every industry as organisations increase in size, regardless of industry and management training is seen as a vital part of improving organisational performance.
The Human Resource Manager must work hand in hand with both management and workers for the clarification of the organisation’s vision and its current situation, and together with other managers identify what strategies can be put in place for coping with the current situation to achieve their organisational objectives. It is his/her responsibility together with management to see how the various units can fit into this set strategy.
Another important trait the Human Resource Manager should possess for efficient service delivery in office is self-awareness and diagnostic skills. Human Resource Managers must fully understand the importance of their office and how their characteristics influence the activities within their units and their relationship with other departments within the organisation. This means that the onus is on them to create and help other managers understand the appropriate match between their behaviours and the structure of the HR and other units. The Human Resource Manager must have the ability to understand the BEACH’s ( Beliefs, Expectations, Assumptions, Concerns and Hopes) of both workers and management. This self-awareness and diagnostic skills are the basic requirements for managerial adaptability to changing conditions in any organisation.
The Human Resource Manager also plays an integral part in performance appraisals, especially for managers. It is also important to know whether the managers and supervisors possess the required core competencies needed to manage their subordinates for achieving departmental and overall corporate objectives. The most popular method is the use of a 360-degree feedback where the HR unit circulates a questionnaire for the purpose. The responses collected through questionnaires are analysed and graphed to provide feedback to the manager. This feedback will enable managers to identify areas for enhancement which will ultimately boost productivity and growth in the organisation.
Based on the best current practices in the field of Human Resource Management especially in the areas of talent management, and organisational development, Human Resource Managers have an enormous task to guide their organisations in improving their processes for managing and developing their workforces. And as stated earlier, they are the main driving force to pull together management and workers for the achievement of their organisation’s goals by working hard to ensure that an endemic work environment where good Labour Management Cooperation exist is created for growth and enhanced productivity.
By Lizzy-Ann
