Human resource managers are concerned with the planning, organization, control, development, and maintenance of the manpower in an organization by enhancing workers performance to achieve improved productivity and profitability while meeting customer satisfaction. The human resource managers are responsible for a very dynamic and integral resource of an organization. In deed, employees are the greatest asset of a company, which has a mental ability to execute duties and apply cognitive thinking to solve problems and be creative in productivity.

A quality human resource manager should be able to understand the employees’ needs and expectations. This implies that, the manager has to listen to the staff complaints, problems, suggestion, opinions, requirements and aspects that are presented by the workers for managers' attention. The human resource manager should in fact possess good listening skills. This way they win support and confidence from the workers.

Creative problem solving techniques are ideal for a personnel manager. More often than not, human resource managers are confronted with staff challenges and problems that require the application of intellectual, intuitive and conceptual skills in order to come up with viable and sustainable solutions.   For example, employees’ absenteeism may be a backstreching problem for the human resource manager. These managers should also have training and administration skills.

The workforce need to be constantly developed through retraining to sharpen their skills, introduce new technological know-how and inform them of the market trends. It's imperative for the human resource managers to have basic financial management skills. They usually perform their duties on one of the important company resource.

This resource need to be managed financially since it can adversely implicate on the overall financial budget. They should be able to design human resource budget, prioritize on expenditures, reduce on cost of human resource and use the budgetary allocation efficiently and with accountability. HR managers should also posses counseling skills. This is because; the workers often display changes in behavior due to reasons that may be within the company or outside the company.

The human resource manager through the intellectual and conceptual skills should be able to understand the kind of problem at hand. For instance, stress is a common mental and emotional problem. Others are alcoholism, workaholic, drug abuse, absenteeism, abscondment and poor performance. The personnel manager should apply counseling skills to rehabilitate the workers with such behavioral changes in order to improve on their personal well-being and job commitment.

Human resource managers handle intelligent resource and are thus required to posses leadership skills to lead the staff community in the most profound and responsible manner. They must be able to influence the actions and thoughts of the workers. In deed, the workers should show responsiveness whenever the personnel managers are talking. 

Aptly, HR managers must possess authority execution power in order to enforce the personnel management rules and regulation as well as key decisions. It's evident that strong managerial decisions are implemented at the personnel office and this implies that they must have a strong and influential character that is highly respected and honored.

For example, disciplinary actions of the employees are communicated and effected through the human resource office. The staff redundancies and lay offs are effected through the same office. Similarly, employees’ dismissals are done via the human resource office. These are very strong and critical decisions that require composure, authority, power, and the ability to influence the people's minds.  

Human Resource

What are the Attributes of a Good Human Resource Manager

Human resource managers are concerned with the planning, organization, control, development, and maintenance of the manpower in an organization by enhancing workers performance to achieve improved productivity and profitability while meeting customer satisfaction. The human resource managers are responsible for a very dynamic and integral resource of an organization. In deed, employees are the greatest asset of a company, which has a mental ability to execute duties and apply cognitive thinking to solve problems and be creative in productivity.

A quality human resource manager should be able to understand the employees’ needs and expectations. This implies that, the manager has to listen to the staff complaints, problems, suggestion, opinions, requirements and aspects that are presented by the workers for managers' attention. The human resource manager should in fact possess good listening skills. This way they win support and confidence from the workers.

Creative problem solving techniques are ideal for a personnel manager. More often than not, human resource managers are confronted with staff challenges and problems that require the application of intellectual, intuitive and conceptual skills in order to come up with viable and sustainable solutions.   For example, employees’ absenteeism may be a backstreching problem for the human resource manager. These managers should also have training and administration skills.

The workforce need to be constantly developed through retraining to sharpen their skills, introduce new technological know-how and inform them of the market trends. It's imperative for the human resource managers to have basic financial management skills. They usually perform their duties on one of the important company resource.

This resource need to be managed financially since it can adversely implicate on the overall financial budget. They should be able to design human resource budget, prioritize on expenditures, reduce on cost of human resource and use the budgetary allocation efficiently and with accountability. HR managers should also posses counseling skills. This is because; the workers often display changes in behavior due to reasons that may be within the company or outside the company.

The human resource manager through the intellectual and conceptual skills should be able to understand the kind of problem at hand. For instance, stress is a common mental and emotional problem. Others are alcoholism, workaholic, drug abuse, absenteeism, abscondment and poor performance. The personnel manager should apply counseling skills to rehabilitate the workers with such behavioral changes in order to improve on their personal well-being and job commitment.

Human resource managers handle intelligent resource and are thus required to posses leadership skills to lead the staff community in the most profound and responsible manner. They must be able to influence the actions and thoughts of the workers. In deed, the workers should show responsiveness whenever the personnel managers are talking. 

Aptly, HR managers must possess authority execution power in order to enforce the personnel management rules and regulation as well as key decisions. It's evident that strong managerial decisions are implemented at the personnel office and this implies that they must have a strong and influential character that is highly respected and honored.

For example, disciplinary actions of the employees are communicated and effected through the human resource office. The staff redundancies and lay offs are effected through the same office. Similarly, employees’ dismissals are done via the human resource office. These are very strong and critical decisions that require composure, authority, power, and the ability to influence the people's minds.  

What is employment termination? Employment termination is simple withdraw from offering duties in a company by either through a self-decision of the employee or action of the employer to stop you from offering services. There are essentially two ways in which an employment can be terminated. First, the employee can purposely or unwillingly withdraw from duty execution. On the other hand, the organization can resort in terminating the services of an employee. In whichever case, there are procedural ways of rendering a job termination. Some of the reasons why a company would terminate the services of an employee are; out of poor and persistently unsatisfactory performance and misconduct.

A company can also arrive at the decision to terminate employment to safeguard the interests of the company such as a lay off arising from an impending economic recession. On the other hand, an employee relinquishes duties due to perceived poor workplace environment or in a bid to pursue greener pastures.

There are different ways to terminate employment and these depend on the reason for the termination. If the core reason to leave a job is, for instance, to source for a better one, this may mean that the worker renders a resignation letter. If a company carried out a lay off or dismisses employees, a job termination letter is offered. It must be noted that when terminating employment, a reason should be given to the respective party.

 A company that decides to fire an employee should give a concrete reason as to why the decision has been arrived at. At the same time, an employee who decides to relinquish duties should do so procedurally by giving rationale as to why employment is being terminated. To protect the interests of the company or the employee a notice should be given by either party (employee or employer). This is essential since it gives time for the employee or employer to prepare for the exit.

It must be said that it’s quite unethical to decide leaving a company abruptly when it would be possible to give a notice in advance. For instance, such an impromptu decision made by an employee creates a gap in the workforce and it could be detrimental to the company performance. If a company suddenly decides to dismiss an employee, this could implicate on the workers well-being resulting to stress.

Depending on the duration an employee has been working for a company, a notice is granted. In case the notice is not given, either party is expected to pay an equivalent in lieu of the notice. Should the company not give notice to an employee on an impending job termination, it should compensate the worker on terms prescribed by the State’s labour laws and as agreed upon between the Labour Union and the companies. The same applies to the employee.

Furthermore, if an employee is registered with a Labour Union organization, the Union should be served with a notification on the termination of employment. This notice is aimed at putting the labour officers in the limelight of what has happened between the company and the terminated employees.

Human Resource

What is Employment Termination?

What is employment termination? Employment termination is simple withdraw from offering duties in a company by either through a self-decision of the employee or action of the employer to stop you from offering services. There are essentially two ways in which an employment can be terminated. First, the employee can purposely or unwillingly withdraw from duty execution. On the other hand, the organization can resort in terminating the services of an employee. In whichever case, there are procedural ways of rendering a job termination. Some of the reasons why a company would terminate the services of an employee are; out of poor and persistently unsatisfactory performance and misconduct.

A company can also arrive at the decision to terminate employment to safeguard the interests of the company such as a lay off arising from an impending economic recession. On the other hand, an employee relinquishes duties due to perceived poor workplace environment or in a bid to pursue greener pastures.

There are different ways to terminate employment and these depend on the reason for the termination. If the core reason to leave a job is, for instance, to source for a better one, this may mean that the worker renders a resignation letter. If a company carried out a lay off or dismisses employees, a job termination letter is offered. It must be noted that when terminating employment, a reason should be given to the respective party.

 A company that decides to fire an employee should give a concrete reason as to why the decision has been arrived at. At the same time, an employee who decides to relinquish duties should do so procedurally by giving rationale as to why employment is being terminated. To protect the interests of the company or the employee a notice should be given by either party (employee or employer). This is essential since it gives time for the employee or employer to prepare for the exit.

It must be said that it’s quite unethical to decide leaving a company abruptly when it would be possible to give a notice in advance. For instance, such an impromptu decision made by an employee creates a gap in the workforce and it could be detrimental to the company performance. If a company suddenly decides to dismiss an employee, this could implicate on the workers well-being resulting to stress.

Depending on the duration an employee has been working for a company, a notice is granted. In case the notice is not given, either party is expected to pay an equivalent in lieu of the notice. Should the company not give notice to an employee on an impending job termination, it should compensate the worker on terms prescribed by the State’s labour laws and as agreed upon between the Labour Union and the companies. The same applies to the employee.

Furthermore, if an employee is registered with a Labour Union organization, the Union should be served with a notification on the termination of employment. This notice is aimed at putting the labour officers in the limelight of what has happened between the company and the terminated employees.