Sign Up Now
Get instant access to over 1 million+ study documents
OR
Already registered? click here to login
By creating your account, you agree to our terms of service, privacy policy and student honor code.
Business Management Competencies
1
The role I would like to hold five years from now is Human Resources Operations Manager. In this role, I would oversee every function of the Human Resources department, and be the main source of support for HR staff and employees of the organization. As the HR Operations Manager, I would also be tasked with overseeing the budget process, developing and implementing company policies, and maintaining HR systems throughout the organization.
2
I have 20+ years of service in the United States armed forces. I’ve led diverse teams and managed millions of dollars overseeing budgets for our division. I’ve gained a great deal of competence as a leader. Two competencies I would like to add, however, in order to obtain my desired position are: 1) social intelligence, and 2) emotional intelligence. In the armed forces, there is a chain of command that is respected at all levels, and everyone understands that. However, in civilian life, communication often requires more finesse and skill as well as awareness of how different people require different modes of address. I would like to develop these two competencies so that I can give the right kind of support to employees. Developing my social intelligence skills would definitely help me to manage and lead a diverse work place more effectively. Developing my emotional...
Understanding human behavior in greater detail would help me to develop my social and emotional intelligence skills by giving me deeper insight into the human character and what drives people.
Another challenge that I would like to experience is just to talk to regular working people at an organization, get to know them, and listen to their troubles just like a confidant would. I would want to do this without giving the impression that I was their superior or that I was there to judge them. I would simply want to give the impression that I was sympathetic to their needs and concerns and just wanted to listen for a while and find out how their jobs were going, how their lives were going, and what they required to help make things a little better and easier for them. I think that this is what a lot of representatives do when they are running for office—the get out into the streets and get to know the…
Managing Human Resources In order to complete this evaluation and to determine the degree to which the human resource helps in addressing the hospital's mission and objectives, one should first start with a brief enumeration of these. The hospital proposes to offer the best possible services to its patients, which means that many of the objectives of the human resource department are directed towards this mission. These include recruiting and retaining
Managing Human Resources Change and conflict are some of the manager's current challenges. This thesis tries to inquire into the change processes and managers response to conflicts that arise as a result of change resistance. The manifestation of conflict and the impact of conflict are also discussed. The thesis also looks into the different theories formulated to explain change process and their relationship to conflict management. Also covered is the way
Human Resource Management Human Resource Training Responsibility for Choosing the Training Method Training and Fulfillment of Individual Employee Needs Link between Training Need Identification and Training Evaluation Training and development of the employees is a broader strategic objective of the human resource department. It is an essential function of the human resource department because by effectively enhancing the skills, abilities and knowledge of the employees the organizations can gain a competitive edge over their competitors.
Chart such as:- Years of Experience Points 1-2 1.0 3-5 1.5 6-9 2.0 10-13 2.5 14-17 3.0 18+ 4.0 Disciplinary Process Progressive discipline is a process for dealing with job-related behavior that does not meet expected and communicated performance standards. The primary purpose for progressive discipline is to assist the employee to understand that a performance problem or opportunity for improvement exists. The process features increasingly formal efforts to provide feedback to the employee so he or she can correct the problem. The goal of
His human resources management is not considered to be efficient. Specialists in the field have stated that Murdoch is a ruthless manager that terrorizes his employees in order to motivate them. His visits in certain divisions of his company determine increased tension among his employees and their superiors. In addition to this, Murdoch's authoritative style determines his employees to follow the rules he establishes. His leadership style does not allow
Another important piece of the information gathering is to determine what resources and equipment are needed to perform the job in question. All of these techniques are very important when deciding what to put into a job description, because it can be used for many different purposes. Potential employees use it to decide whether to apply for a position or not. So having a well constructed and concise description will help