Human Resource Roles Mind Map

Some potential roles of human resource practitioners includes recruitment, training, professional development, resolving conflicts, and many others (Knowles, Holton, & Swanson, 2014). Recruitment Recruitment involves the exercise of employing new workers to the organization in order to ensure productivity of the organization continues. The human resource practitioners normally devise plans and guidelines of recruiting new workers in order to make them more effective and suitable for respective job positions. In order to achieve this goal, the HR manager should have good educational skills. This will help him to teach the new employees about various skills required in their respective job positions. Training In an organization, training programs are usually intended to boost the employee’s knowledge and skills. This consequently reduces production errors caused by the employees and thus increasing organization productivity.

The HR manager responsible for training functions normally creates training manuals for individuals, monitors training effectiveness, and develops employee’s skills in an organization. Moreover, it is also the role of the training mangers to identify the current and future training needs in an organization. If these functions are performed effectively, the organization productivity significantly increases. Thirdly, a Human resource manager should have capability to teach other employees how to do things in a proper manner. Fourthly, it is crucial for training HR manager to have good listening skills. This helps them to pay proper attention to the employees demand and know whether the employees really need further training. Again, training managers should be very active in finding ways to help the employees.

Not to leave behind, a HR manager should have the capacity to influence others by persuading them to follow the correct path, which benefits the organization. Resolving conflicts is a role of HR manager because it is a human issue, and the manager is trained to deal with issues relating to human beings in the work place. Some skills are fundamental in order for a manager to be able to solve conflicts in an organization (Wilton, 2016). Firstly, they should not be biased in decision making by favoring one party. Secondly, assertiveness is also an essential skill in that it enables the manager to remain confident when resolving conflict. Thirdly, it is important for HR manager to have good and active listening skills for properly listening to the conflicting party without misunderstanding or misinterpretation of information.