Specific skill sets
There are some important aspects of my specific skills that will help me to create an effective set of abilities. Therefore, my specific skill sets are associated with my academic qualifications.
Since my professional courses on management I am highly focused on becoming a good HR manager in a multi-national company. There are number of important aspects that can push me towards developing my ability in accordance with the HR management skills. As a result of that I was highly aspirant to understand different aspects of an HR manager so that in future it would help me to set foot on the right path of becoming a senior HR manager in a multi-national business organisation. However, there are some potential requirements that a successful HR management must possess and my course learning was helping me to make a progress towards it. The most important thing that my passion drives me to develop is the communication skill. According to Sheehan et al. (2016) it the most important part of a HR manager to communicate with the employees in a positive gesture and trying to resolve their issues as far as he can. Therefore, Zhong, Wayne and Liden (2016) defined HR in business organisation as a bridge between the senior management and the employees.
Understanding the importance of communication skills, I was also persuaded towards establishing an effective communication skill development crash course. Furthermore, the decision making skills are always imbued into my characteristics because I am very happy to take decisions by myself only. It will help me to become confident and focused enough towards achieving the goals and objectives. The decision making skills of my personality trait is highly influenced by the passion that I dreamt about. Throughout the course I got to know the importance of the job designation of a HR employees and my contribution towards the organisational development. As a matter of fact, it was also my decision to pursue a certificate course on business management. Furthermore, the problem solving and analytical skills are also within my personality that drives me to identify the risks proactively and take adequate decision by analyse the problems closely. My passion towards Senior HR manager in multi-national company was also help me to prepare my personality and skills that suits the job requirement of a HR manager.
The personal values that I persist are identified as stewardship, wisdom and freedom. Those are the basic aspects that will put a great deal of impact on my personality development as well. As far as the article of Mirvis (2017) stewardship in business is resembled with the resourcefulness and contribution that an employee follows. It is important for me to put great deal of emphasis on this aspect so that I can prove my efficiency within the organisation. Moreover, it is also important to note that stewardship represents the contribution that I leaves on the organisational development and I can prove my value within the organisation. It will make me an efficient employee with high value and importance in workplace. The stewardship in professional life is further associated with the practice of wisdom where my judgement, cognition and intelligence regarding decision making or professional activities make it very effective to prove my potential. Based on the research of Gould-Williams (2016) it can be stated that wisdom is highly attached with the moral consideration. Therefore, I always prefer to follow ethical professional performance that fosters high influence over the employees. As a result of that it will help me to suit my job role of communicating and negotiating with the employees and successfully retain the workforce so that the organisational success will continue.
The moral personal values also earns respect from the employees (Garavan et al., 2016). One of my personal value is resembled with earning respect in my professional life by projecting my efficacy and skills that are advantageous for the development of the organisation. In fact, it is also the responsibility of the organisation to acknowledge my value and appreciate my efforts to the benefits of the organisation. It is highly pertinent for me to get motivated with high esteem and value. Those facets are very helpful and promising for me to make progress in future and achieve my ambition.
Based on the previous discussion, it can be stated that there are certain personality characteristics that are highly significant for me to bolster my professional gesture in making progress. Therefore, the strengths of my personality is having a vision, focusing on the ethical perspective and projecting a positive leadership quality (Santos, Mustafa & Chern, 2016). For instance, the pragmatic and rational vision helps me to make a proactive attitude in performance that not only helps to resolve issues but also encompasses more insights into the ability and skills of my team members and rest of the workforce. Therefore, as a HR employee the vision assists to fulfil my responsibilities.
It is also important for the employees to follow the ethical and moral perspectives so that they can create their own value and earn respect from the senior management and colleagues as well. Importance of moral consideration will also bring benefit to the brand value of the organisation as the employees are strictly follows the moral practice. According to the research of Tse, To and Chiu (2018) it can be argued that the role of moral principles in business is associated with high productivity of the employees because they are honest with their performance so that it will be easier for the management to access their ability in an effective manner.
The leadership quality in terms of engaging and encouraging the colleagues and team members is also identified as a potential aspect of my personality characteristic. It enables me to create a positive working environment that can influence the other team members effectively (Arora & Rangnekar, 2015). Moreover, this strength of my personality has also the potential in future success where I dream about the senior HR manager of a multi-national company. The initial leadership quality is identified as the foundation of becoming a positive leader and motivate people with high optimism. As a result of that the employee retention rate will be reduced and meet one of my target as a HR employee.
Brand vision: Vision statement
The vision statement of my personal brand is as follows,
“To establish an optimistic personal behaviour to influence and motivate people in a positive manner and achieve career goals effectively.”
The purpose of setting the vision statement in such a manner is to reach out to all the aspects that a professional must possess and focus in course of employment. There are two significant aspect in this regard. The first part of the vision is trying to denote my responsibility and vision towards the profession that I opt for. One of the major role of the HR in business is to motivate and encourage the employees to a great extant so that the talent management framework within the organisation will be retained. In respect to this, my job is to enhance the organisational performance through motivating and boosting the confidence of the employees over the company and reduce the rate of employee attrition so that skills and abilities of the talented employees can be used for enhancing the organisational performance. Moreover, it is also associated with the practice of establishing basic concept of HR management practice that the HR employees are often considered as one of the important facets of their ability.
The first part of my vision statement identifies a sense of moral gesture that supports my personality as well. Accompanied with this the later part of vision statement projects my self-interests to make progress in career and go forward towards achieving my passion. It seems a basic needs and target for all professional to establish an effective career growth and reach atop. Therefore, it is also my vision to step forward and grab the opportunity to climb up to the career success. As a result of that the later part of my vision statement reflects my personal interests that is linked with my professional observation as well.
There is a difference between the professional image and the vision image that I have. The vision statement is strictly focused on my professional orientation rather than putting emphasis on the vision that I have maintained. For instance, there is a clear indication in the vision image about the professional activities that I would like to follow. However, those practice cannot define the vision attributes of my inner self. It should be more personal and creating a better impression on my professional attitude. The gap between the vision image and professional image can also be identified in terms of HR dynamics. In other words, it can be stated that in the modern business practice the role of HR is becoming more complex and dynamic. Therefore, addressing and negotiating the employee issues and motivating them positively partially fit the professional activity of an HR. It should be more in-depth and precise.
I have an experience in the field for not more than 6 months but I have gather a number of significant knowledge regarding the challenges that HR managers are faced in modern business. The deep observation power and the effective communication skill help me to be the best in this job.
Gratitude, my name is.. I am highly obliged that you invest your valuable time. I have pursued my certificate course of business management from Olds College and spent 6 months as trainee in two different organisations as an HR trainee. I have the skills and knowledge regarding the fundamentals of HR management practice and my analytical skills helps me to think wisely and reflects a proactive nature while dealing with the risks in organisation. I am very passionate about HR manager and would love to grab the opportunity to join your company as a Junior HR manager.
References
Arora, R., & Rangnekar, S. (2015). The joint effects of personality and supervisory career mentoring in predicting occupational commitment. Career Development International, 20(1), 63-80.
Garavan, T., Watson, S., Carbery, R., & O’Brien, F. (2016). The antecedents of leadership development practices in SMEs: The influence of HRM strategy and practice. International Small Business Journal, 34(6), 870-890.
Gould-Williams, J. S. (2016). Managers’ motives for investing in HR practices and their implications for public service motivation: a theoretical perspective. International Journal of Manpower, 37(5), 764-776.
Mirvis, P. H. (2017). Stewardship and human resource management: From me to we to all of us. In Corporate Stewardship (pp. 134-155). Routledge.
Santos, A., Mustafa, M., & Chern, G. T. (2016). The big five personality traits and burnout among Malaysian HR professionals: The mediating role of emotion regulation. Asia-Pacific Journal of Business Administration, 8(1), 2-20.
Sheehan, C., De Cieri, H., Cooper, B., & Shea, T. (2016). Strategic implications of HR role management in a dynamic environment. Personnel Review, 45(2), 353-373.
Tse, H. H., To, M. L., & Chiu, W. C. (2018). When and why does transformational leadership influence employee creativity? The roles of personal control and creative personality. Human Resource Management, 57(1), 145-157.
Zhong, L., Wayne, S. J., & Liden, R. C. (2016). Job engagement, perceived organizational support, high?performance human resource practices, and cultural value orientations: A cross?level investigation. Journal of Organizational Behavior, 37(6), 823-844.
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