HUMAN BA 301

RESOURCE
MANAGEME
Oct 17-19,2022
NT
MODULE 4: SKILLS FOR EFFECTIVE HUMAN RESOURCE
MANAGEMENT
OBJECTIVES  Discuss the Skills for Effective Human
Resource Management
- Human Relations or Interpersonal
- Multitasking
- Organization
- Ability for Dual Focus
- Trust and Confidence
- Dedication to Continuous Improvement
- Negotiation and Problem-Solving
- Team Oriented
- Honesty and. Integrity
LESSON NO. 1
Human Relations or Interpersonal
Oct 17-19, 2022
A customer – service person needs to be truly customer-focused and customer-
oriented in order to maintain good customer relations. Everybody, regardless of his
position in a company can benefit from good human relations and interpersonal
skills.

The basic definition of management is getting things done through people.

Managers make decisions, allocate resources and this is the most difficult part –
direct the activities of others to attain their goals. Organization is a conscious
social unit composed of two or more people who do their work.

Since organization is a social unit, interpersonal skills therefore is important in

order to get things done.
Here is a list of critical skills and attributes that are
credited for success:

- Human Relations or Interpersonal

- Multitasking
- Organization
- Ability for Dual Focus
- Trust and Confidence
- Dedication to Continuous Improvement
- Negotiation and Problem-Solving
- Team Oriented
- Honesty and. Integrity
Human Relations or Interpersonal
HR profession deals with human beings with feelings, values, and behavioral attitudes
influenced by the interplay between heredity and environment. As the position deals
with day to day problems of behavior and motivation, no HR professional can succeed
if one is poor in interactive skills.

The interpersonal demands of an HR professional is so great that laterally and vertically

in the organization, he must deal with them almost on a daily basis.
He must interface with his peers, with the union in a unionized company, manage his
subordinates and also manage his boss.

While all managers must have human relations skills to get the job done, it is more
critical to a human resource professional since he has no line authority but banks only
on his role as consultant and expert on human behavior.
Multitasking
On any day, an HR professional will deal with a disciplinary problem one minute, an incentive
package program initiated by Sales Department the next and a union negotiation strategy in the next
few minutes. A call from the CEO for an emergency meeting to launch a corporate social
responsibility program is received by him. Production needs technicians and engineers to recruit
fast.

Priorities and business needs move fast and sometimes change fast, and a Supervisor who has a
problem employee to be disciplined, Sales who needs a survey of competitor companies on sales
incentive program, a boss who needs an immediate meeting, and the Production Manager who
frantically needs technicians and engineers don’t care much if your hands are full.

You must be able to handle them on time as “customers”. You need to be able to handle them all at
once.
Organization
Human Resource Manager is the paragon of orderly and seamless organization. His
staff is well organized. Organized files, strong time management skills and personal
efficiency are good indicators of a well-organized human resource function.

You are dealing with people’s lives and careers here, and when manager requests a
personnel folder or recommendation on appropriate compensation structure that is
internally equitable and externally competitive with the industry, you cannot just say
“Hang on, give me a few days to look for the file” of give me several months to
organize and train a team to evaluate jobs. “

You have to give it to them as needed. The HR professional must be proactive

enough to anticipate these needs and prepare for them.
Ability for Dual Focus
Employees expect the HR Professionals to advocate for their benefits and concerns, yet you must also
enforce company policies, rules and regulations. It takes personal adroitness to do a delicate balancing
act. The balancing act here involves a fair and impersonal judgment of what is right under the
circumstances.

HR professionals have to consider the needs of both employees and management. There are times
when you must make decisions to protect the individual employee and other times when you protect the
organization, its policies, culture and values. Sometimes you feel that you are caught in a two-horns
dilemma.

Your “advice” (decision) may be misunderstood and you might draw flak from either side. But your
side is what is right and fair in your judgment and you just have to explain it to the party who is
unhappy of you advice.

A good example is when an employee is caught stealing a company property worth

P 100.00. Stealing in your company Code of Conduct is under any circumstance and act of
dishonesty which calls for dismissal after due investigation.
Ability for Dual Focus
You are the enforcer but you know that the erring employee has been in your employ
for more than ten years with unblemished record except this one. You also know that
said employee was forced to steal in order to buy medicine for his youngest child
who was seriously ill.

Under these extenuating circumstances, what would you do?

Temper justice with compassion and enforce discipline without firing but
suspending him for a number of days or weeks. In fact, a case similar to this was
ruled by our Supreme Court as too harsh to merit a penalty of dismissal.

Your skills to carry out this dual role firmly but objectively will earn the respect and
trust of the employees and management.
Trust and Confidence
You are the custodian of all personnel records which hold a lot of individual personal
secrets.

You are being asked to conduct a salary survey to all top positions of the company
including that of the CEO. You administer the salaries and benefits of “expats” which if
it leaked out could be explosive.

People go to you for advice on marital and other personal problems. You act as father
and mother confessor. If you hold all these confidential information sacred and
inviolate, you win the trust and confidence of management and employees. This
enhances your role as consultant, advisor, and coach of the organization and confidant
of the employees.
Dedication To Continuous Improvement

HR professionals need to train managers how to coach and develop their employees.
The idea is, complacency has no place in the HR profession. There must always be a
better way of doing things. Processes, flow of work must be continuously analyzed to
cut operating costs and achieve maximum efficiency. The goal is continuous
improvement and innovation as well as remediation.

The HR professional must also have the capacity to look inward and be sensitive of his
own deficiencies, and make corrective measures. Above all, the HR professional must
have the innate market or customer-oriented skills to satisfy his different customers
and stakeholders.
Negotiating and Problem-Solving
When there are two or more people in an organization, there is always conflict. There is
conflict between departments, between two managers, between a manager and his
subordinate. There is conflict between labor and management. Caught in the vortex of
these conflicts is the HR professional. H e looks at the problem, considers the
personalities, examines the issues and presents himself as the mediator and problem-
solver.

Achieving a conflict resolution requires negotiating prowess and problem-solving skills.

The relevant skills include the ability to gain trust and confidence of the parties, clear
thinking in identifying the real problem and tactfulness and persuasiveness in offering
practical solution.
Team – Oriented
HR professionals must understand and appreciate team dynamics and find ways to
bring disparate personalities together and make the team work.

HR professional, therefore, must be gregarious, an extrovert and sensitive to the

needs, values and feelings of others to win their cooperation and collaboration in
order to attain the overall goals of the organization.

Team building training in developing a more effective organization is a critical

function of HR. One cannot orchestrate a team building unless he is naturally
inclined to work as a team.
Honesty and Integrity
Human Resource professionals are the conscience of the company and the keeper of
its moral image. As you serve the needs of management, you also should monitor the
manager’s approaches to ensure that proper ethics and moral standards are observed.
You need to call the attention of managers who go astray on this narrow path of
honesty and integrity.

HR professional must not only be good but must look good. He is the paragon of
honesty and moral integrity. He must walk the talk and practice what he preaches.

Calling the attention of erring managers to their illegal, immoral or illegal practices is
not an easy job. But it has to be done if you want to be guardian of morals an ethics
of the company.

THAN K YOU