Human Resource Management: Skills and Knowledge

To prepare for the human resource management career, studying human resource management at degree level offers opportunities to fulfill optimal potential in the field of labor management.

Through practical and simplified learning methods, this multidimensional career equips human resource personnel with extensive knowledge, experience, and practical life skills to handle diverse situations in the workplace and social environment. To strengthen personal capabilities, I was able to acquire workforce management information skills for managerial decisions making criterion (Lopez-Nicolas and Mero-Cerdian, 2011).

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Through active involvement in the practical learning assessment activities, potential human resource management personnel can prepare for the framework that would guide in the personal conduct as a tool for developing and evaluating solutions to problems encountered within the interaction with other employees. Thus, I was empowered to prepare for the human resource management career demands and the ability to balance various academic requirements with hobbies and interests since this field involves direct interaction with the entire labor force of an organization.

I also discovered that the range of academic interests, personal perspectives, and life experiences would impact my problem-solving skills, intrapersonal and interpersonal communication skills, and team working skills in the practical work environment as a human resource manager.

Having outstanding and consistent achievement in examinations re-affirms a natural aptitude for equation solving, logical thinking, and strong personalized decision making science, which are key elements of strategic human resource policy formulation and managing the employee output-input process. I aspire to be a human resource manager at the Abu Dhabi Airport Police and engage the above skills towards motivating the workforce to perform within desirable efficiency levels.

Through pursuing relevant training in the field of human resource management, I have been able to actualize the passion for analytical problem-solving approaches and exercise personal development skills (Lopez-Nicolas and Mero-Cerdian, 2011). These skills will form my success measurement parameters as the human resource manager at the Abu Dhabi Airport Police.

In summary, I learned that an aspiring human resource manager should strive to build a stable, practically oriented, and qualitative problem-solving criterion through learning and working life. Whenever such an individual encounter challenges in the course of pursuing group academic interests, problem-solving skills will motivate him or her to comprehensively deal with these challenges in a rational quantitative approach as part of the practicality aspect of labor management in an organization.

As a team, when the aspiring human resource manager applies differential equations to models, he or she will find dynamic relationships in the proponents of operational business requirements for productivity and efficiency through creating a healthy teamwork environment.

Skills and Knowledge

The field of human resource management demands proper knowledge of labor laws, ethics, and operations management since most organizations are formal. Besides, it is important for any human resource personnel to be creative and critical in thoughts and actions since any work environment is dynamic.

Moreover, it is imperative for aspiring human resource management personnel to acquire and develop problem-solving skills through practical experiences since labour management also involves addressing the social and welfare concerns of employees in an organization.

Notably, different organizations have different rules. Thus, potential human resource management personnel must be open-minded and proactive to fit in different organizational cultures without compromising on professionalism (Society for Human Resources Management, 2011).

Through focus performance management, as human resource management personnel, I will be in a position to create clear goals on performance appraisal, manage a positive feedback channel, and offer continuous and systematic coaching to ensure that employees perform at optimal productivity level.

Thus, the best way to motivate employees is by giving them responsibilities for achieving something and the authority to do it in their way. Through this approach, employees will be empowered, and they will feel trusted and valued. This will give me an upper hand in implementing any policies or change plans as human resource personnel (Society for Human Resources Management, 2011).

My target role is to be a human resource manager in the long term career plan. Thus, I have to develop critical skills in time and change management. The most important question for an organization planning for change is whether their employees are ready to accept the change. The perception of the employees towards the efforts for change, which takes place in the organization, is a vital factor for readiness for change.

Managing and leading the change requires a human resource manager to have the learning capability to adapt and learn from the changes. In this procedure, learning the process of organizations are promoted within an environment of mutual trust and openness, which permits individuals to accept changes and experiment without feeling threatened.

Reflectively, I need to develop more skills in change management as a potential human resource manager since the value of the impact of employee’s inclusion in the management of change in an organization is significant (Society for Human Resources Management, 2011).

Marketing personal skills through networking

Through classroom and practical learning experiences, I have learned that the best approach to personal marketing to potential employers is through building strong networking skills to get ideas from those who are already practicing in the human resource management career. Besides, it is imperative to nurture admirable business etiquette as part of professional development through my elevator pitch.

Through interacting with those in the field of human resource management, my elevator pitch will enable me to attract their interest, present my potentials, and explain my career plan. I will heavily rely on face to face platform throughout my networking process (Networking: A strategy for every stage of career development, 2011).

I prefer face to face platform over the virtual platform since it allows me to display my outstanding traits such as discipline, honesty, and trustworthiness. Besides, I may display my leadership skills since the application of leadership skills to potential employers facilitate advanced stages of maladaptive leadership skills and talents, as perceived by the employers.

These aspects are complementary to each other and are active in modeling a broad vision candidate who can inspire positive change and motivate people. Also, I may join professional bodies to get contacts of different human resource management experts for easy entry in this dynamic field.

Reference List

Lopez-Nicolas, C & Mero-Cerdian, L 2011, “Strategic knowledge management, innovation and performance”, International Journal of Information Management, vol. 31, no. 6, pp. 502–509, Via researchgate database.

Networking: A strategy for every stage of career development 2011, Web.

Society for Human Resources Management 2011, “2011 Employee job satisfaction and engagement”, Society for Human Resources Management (SHRM), vol. 3, no. 2, pp. 1-64, via SHRM database.

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