Importance of Human Resource Manager †MyAssignmenthelp.com

Question: Discuss about the Importance of Human Resource Managert. Answer: Introduction The Human resource manager of any organization plays a very important role in the success. The Australian human resources institute (AHRI) is a popular national association that provides education services and training in people management and business skills. AHRI have introduced model of excellence for explaining behavior and capability of the HR manager. The model includes 7 capabilities, excellent human resource managers must have. The three capabilities strategic architect, cultural and change leader and ethical and credible activist are selected from the model. Three questions are answered on the basis of these capabilities. What does the capability entail? Strategic architect: This capability helps the person to make strategies in the organization. The strategic architect analyzes organizations structure also understands goals, objectives, mission and vision of the organization (Bhatnagar, 2007). The person develops strategies to meet the needs of organization and customers. For strategy formulation the strategic architect also considers budget and time constraints. The strategic architect has to collaborate with customers and other team members. Strategies are formulated to make the conditions better. The strategy architect prepares a blue print of the strategy (Kang Snell, 2009). Cultural and change leader: This capability helps to implement change in the system. The cultural and change leader understands the culture of the organization and also recognizes the expectations of shareholders and customers (Chew Chan, 2008). Then the person introduces change in the system to meet the expectations. The cultural and change leader accepts the need for change and defines the area where change is required. The person also manages complexities during implementation of change. Ethical and credible activist: The ethical and credible activist capability makes the person trustworthy, reliable, responsible and ethical. The ethical and credible activist is the most critical skill. Activist capability helps person to accept challenges. The person who is activist but not credible and ethical may have creative ideas but will not be listened to (Augier Teece, 2009). Importance of capabilities for a human resource manager Strategic architect: The human resource manager should have this capability as the human resource manager can understand members of organization better than others. The human resource managers understand the expectations of customers and employees. They can formulate strategy in better manner that can be easily acceptable by members of the organization (Lengnick-Hall et al., 2009). The human resource managers mainly give emphasis on tactical, operational and administrative functions but if they will contribute in strategy formulation then effectiveness of the organization can be increased. Cultural and change leader: The HR manager should have this capability because only HR managers are responsible maintaining good culture in the organization. They maintain strong connectivity between employees and employers. They can better understand need of change in the organization. The HR managers have certain skills like communication skill, listening skill, presentation skill, negotiation skill and all these skills can provide support to implement change in the system (Chen Huang, 2009). The HR manager should work as a change leader as the manager can maintain effective and healthy environment by attaining this capability. This capability of HR manager can help to manage many activities in the organization. Strategies can be easily implemented in the organization when HR managers will play a role of change leader. The human resource manager can provide guidance to other members to accept the change (Liu et al., 2007). Ethical and credible activist: A human resource manager must have this capability. Effective HR managers possess certain qualities that is the reason the members of the organization trust them. The HR managers should perform and support ethical work. The HR mangers should protect the rights of members. They should take legal actions against illegal behavior of members. The HR managers should be honest and trustworthy. People only give respect to those members who take responsibility and take actions after analyzing every aspect (Garavan, 2007). The HR manager should have all these qualities which can provide maximum benefits to the organization. Demonstration of capabilities I am applying for graduate HR position and the employers are selecting candidates on the bases of required capabilities. The capabilities the employer is looking for in the employee are the strategic architect, ethical and credible activist and cultural and change leader. I think I am the right candidate and I have all the capabilities which are required for the position. Some evidences from the past experiences are presented below to support the answer. Strategic architect: In one company in which I was working in past, there I was hired as project manager and I had to deal multiple projects in a month. One day my senior manager gave me one project and the project I had to complete within 6 days and it was also very important for the company. That time my team members were very confused and they thought that project will not be completed in deadline. I formulated some strategies and assigned responsibilities to each member in my team for the project and our team completed the project on time. Cultural and change leader: In our company previously we were using excel sheet to manage records of projects but later our company adopted software to maintain project records. Initially my team members were facing problem in managing the details through the software so I provided proper training to my team members. I heard the problems of each employee and provided them effective solutions. All the team members understood the functioning of software after some time. Ethical and credible activist: When I was working as project leader in the organization one lady who was working in my team, complained me that one male member in my team misbehaved with her. The male person was one of the good friends of mine. I called him that time and heard the statements of both parties and finally I realized that the male person was in fault. So I told my senior managers to take strict actions against him. All the team members praised me for my decision. Conclusion In the given report some competencies are described. All these competencies are required in a human resource manager. The competencies prepare the HR manager to handle future challenges. In the report answers are given for each question. Three capabilities are explained in the report. First capability is strategic architect which is essential to deal with complexities. The HR manager must have this capability. Second capability is cultural and change leader. This capability helps HR manager to implement and manage change in the system. Third capability which is discussed in the report is ethical and credible activist which a HR manager must have. The HR manager should work ethically and should support ethical and moral principles. References Augier, M. and Teece, D.J., 2009. Dynamic capabilities and the role of managers in business strategy and economic performance, Organization Science, 20(2), pp.410-421. Bhatnagar, J., 2007. Predictors of organizational commitment in India: strategic HR roles, organizational learning capability and psychological empowerment, The International Journal of Human Resource Management, 18(10), pp.1782-1811. Chen, C.J. and Huang, J.W., 2009. Strategic human resource practices and innovation performanceThe mediating role of knowledge management capacity, Journal Of Business Research, 62(1), pp.104-114. Chew, J. Chan, C.C., 2008. Human resource practices, organizational commitment and intention to stay, International Journal Of Manpower, 29(6), pp.503-522. Garavan, T.N., 2007. A strategic perspective on human resource development, Advances in Developing Human Resources, 9(1), pp.11-30. Kang, S.C. and Snell, S.A., 2009. Intellectual capital architectures and ambidextrous learning: a framework for human resource management, Journal of Management Studies, 46(1), pp.65-92. Lengnick-Hall, M.L., Lengnick-Hall, C.A., Andrade, L.S. Drake, B., 2009. Strategic human resource management: The evolution of the field, Human Resource Management Review, 19(2), pp.64-85. Liu, Y., Combs, J.G., Ketchen, D.J. and Ireland, R.D., 2007. The value of human resource management for organizational performance, Business Horizons, 50(6), pp.503-511.