Managers require; Business mastery, HER mastery, and Personal credibility. Having business mastery means having the ability to understand the organizations customers and economic and financial capabilities to the firm achieve its strategic directions and to be able to adjust it accordingly or as needed. There are also great assets to have such as, if the HER manager has good problem-solving skills and innovative and creative skills to help the firm in other ways. When it comes to HER mastery, HER professionals are the organization’s behavioral science experts.
This means that “they should develop expert knowledge in the areas of staffing, development, appraisals, rewards, team building, performance easement, and communications. Also good interpersonal skills are essential. “(Snell, Blander 201 3) Personal credibility is making sure that you build your credibility in the eyes of not only those internally, but also externally of the firm. You want to make sure that you are developing good relationships with, again, both people internally and externally.
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This means “demonstrating the values of the firm, standing up for one’s own beliefs, and dealing with all parties equitably. Harm’s are responsible for so many things within a company. Changing things within the company to better the company is one of many. For instance, if you hold your employees responsible for the attendance in by using an attendance point system, then this can bring about changes as well. This happened to a company that was working for a while back.
The system was set up so that if you have an attendance occurrence, you were able to go here months without any occurrence and you would get that point taken off. Right before I left the company, they had changed the policy. They introduced the policy by having the Team Lead Managers hold team meetings to go over the changes that would be coming. They did make sure that the employees were given ample time before the change set in, which was about 2 months ahead of the change. The change that occurred was that now it was going to take six months to earn back any occurrence.
This type of change was a proactive change. The HARM, in conjunctions with other managers in the company, felt that it was necessary in order to keep the attendance down. The incentive was still there to gain back the points, but it would take longer to get them back. This change was effective because it did bring the absentee rate down by a lot. It was successful just as theft hoped. When this change took effect, it was a little upsetting to the employees, but they knew that if they wanted to keep their jobs, it is what had to happen to do so.
When it comes to HARM’S, they must possess Business mastery, HER mastery, and Personal credibility in order to fully be able to do the jobs duties at hand. One of these job duties is to implement changes into the workplace. The different types of changes that they have to implement are proactive or reactive.