Friday, December 6, 2013

My Human Capital & Leadership Abilities



Introduction
Today the world is facing global competition and other environmental challenges in every sector. The challenge is posed both by the large and small companies who are confronted with the question on how they can ensure their survival in the face of increasing competition. The most businesses primary purpose is to achieve the targets and to maximize the returns. A leader can have a significant role in accelerating or achieving the target of the organization or the company. This paper first examines the leadership skills that help an organization to plan, develop it strategies to achieve or encounter future challenges. While facing a lot of challenges the leadership skills has a powerful influence on individual and group behavior in order to improve profit and overall earnings i.e. the goal toward which the company expects to reach. A leader is someone that takes the responsibility to take challenges and determines to sort out the tribulations (Adler, 1991).
When a company is established for practically each business, preparing is a major part of regular operations, as each business is distinctive and consequently has diverse practices to take after. Preparing is likewise business enterprise attitude new, possibly bright appointees all need to begin some other region and putting resources into talent through both essential preparing and planning senior executives for the following go up can pay off when done right by organized and accomplished human resource superintendent. It is human resource influence to fit the preparation around everyday function, figuring in time and monetary expenses.
Brief description about current leadership roles
In the scenario where I am giving the responsibility of leader, there is a situation where organization is facing some losses in their business then in this aspect, the company has to take some serious actions so that the bad factor could be eradicated from the company. This situation is usually faced by those companies where is a poor management and this part is directly linked with the human resource department because they are the people who are responsible for choosing the people for the company. The company is truly dependent on their capabilities and in such bad situation all would taunt to human resource department (Anderson & Hussey, 1999).
For an example if there is a company that has the capability of hiring 10 employees in the year 2012 but they hired more than their action planned, if the employees that are hired due to references and does not produce good results as expected then at the end of the day the company has to face huge mismanagement and unprofessional conduct (Aron, 1999).. It is quite obvious that when a budget is proposed by the finance department they have to follow some guidelines and action plan in order to get the tasks done. I would present the guidelines that are supposed to be followed by each and every one and human resource also comes under these instructions and guidelines (Aron, 1999).  
Now there comes a situation where two types of staffing is done, the traditional staffing and the strategic staffing. They have very clear differences as they are based upon different approaches. Strategic staffing plans are forward-looking systems used to raise and look after firm, always looking forward for the development. Strategic staffing plans vary from universal staffing exercises, which are mostly kept tabs on filling vacant jobs with new representatives, in that they acknowledge the correct people worthy of the exact posts and responsibilities, while advancing routines for expanding the worth of every member of staff as time marches on. Understanding the significance of fundamental staffing can inspire the individual possessions team to take their departmental techniques to the expected height. I have to ensure that organization should pick up compelling focused focal people by utilizing imperative staffing plans. Make the most of politeness within procuring choices and worker improvement can relentlessly build employee profit and productivity by advancing their expertise and hope (Adams, 1965). Searching out creative and imaginative human resources, and giving them the devices and preparing to develop, can keep the accumulation on the critical edge of advancements in the business. The best part of strategic staffing can likewise integrates physically dividing distinctive branches to make the most of the chances offered in inaccessible advertises or difficult to get to down.
Leadership quality necessitate to be develop
-       Description of the quality
Wellbeing of the employees is really significant as their performance directly impacts the company’s performance. Employee regularly utilizes provisions that, if not legitimately utilized, can bring about mishaps or health issues. Without a doubt, something like a work area that is not technically positioned might be a possible smash up source. The human resource division needs to consider this when it forms professional. It as well explores declaration of dangerous equipment or decision-making attitude. It is the need of hour to make certain decisions that are for the well being of the employees. The quality that really attracts me is the intelligence, leadership ability, integrity, team player, competence, courage, inner strength and strong reputation.
-       Extent of the leadership qualities
The analysis of the development and implementation of human resource strategies leads the situation to implement the leadership qualities and capabilities. The implementation and the development of the organization need to be as per the advanced guidelines of management so that the company could run its operation in streamline. The relevant arranging is a key to the achievement of any association and a significant part for human resource is to be a vital accomplice so as to adjust human resource destinations to uphold the accomplishment of the organizational vision, qualities and procedures.  This assists to drive technique improvement and usage by means of best practices keeping in mind the end goal to prioritize activities and guarantee all stakeholders are working together towards the accomplishment of the association (Shoebridge & Ferguson, 1997).  By taking on the leadership qualities, it could have impressive reasonable experience in driving technique advancement and usage in an extensive variety of businesses and associations.
Some of the positive outcomes that could come out as a result of significant input.
·         Creating center universal business forms 
·         The utilization of innovation to make worldwide consistency 
·         Maintaining engagement around a worldwide workforce 
·         Managing an universally portable workforce 

-       Qualities that supports to be a successful leader
There are some of the leadership models that assist to achieve the guidelines and motives. Such models will assist in understanding the phenomenon of the human resources that are adopted by the companies to maintain their performances. Organic human resource model is a very important instrument for the human resources administrator as it is a way of ornamental and humanizing the excellence of an organization’s information and aptitude.  It is a method of attaining business aspires through the eagerness and faith of its labor force.  By analyzing organic leadership model, it clears that there is no obvious wrapping up to be fatigued as to what definitively motivates an employee in the workforce (Kawakami & Dovidio, 2001).
Implementation of leadership qualities
Well I believe, a leader is a role model for employees of the company. I would like to implement my skills in situations where there is a kind of deadlock created. The sense of analyzing the premeditated leadership tends the analysis of an organization could be done by analyzing the strengths, weakness, opportunities and threat. I have to focus on the key issues of the organization so that there could be a comprehensive analysis of the company. I would list down the issues that could affect the company’s environment for example the change in the external or internal environment, also note down the new strategies that would emerge after the passage of time. As I am the manger/leader then I have the duty to ensure that what is the specific weakness of the companies on which management has to work out.
By covering these weakness then one can see perfect outcomes at the end of the day. The assessment of strategic human resource management can be understood by two main factors, that are the environment influences and the other one is the business influences. By understanding the nature of both components, one can easily decide to what to do in future and where to invest. The approach followed in making an assessment of the roles makes it peculiar to have a better understanding out of it. The scrutiny of framework of strategic leadership management includes the analysis of agenda of deliberate guidance and supervision consists of following features, they are mentioned below:
·         Maintain and develop headship and overseer strategies
·         Monitor and access existing strategies
·         Implement human resource strategies
·         Analyze alternative strategies
·         Maintain and develop human resource policies
·         Review and plan human resource requirements
·         Plan manpower
·         Evaluate personal requirements
·         Manage human resource management processes
·         Manage personal life cycle of the organization
Action plans based on leadership skills and qualities
It is quite obvious that when I conduct the training for the young and fresh recruited employees then the people would learn a lot and in future the company would run its business and will perform well. The consequences for the training and the workshops are very clear, the manager would convey his work to the employees and the trainees and these are the guys that will be selected in various departments and will perform their duties up to the expectations (Daboval, 1998).
There is a scenario in which the consequences could be bad and worst. In case if the listeners are not hearing to the manager and just wasting their time then at the end of the day, it would be a great disaster for the manager, listener as well as for the organization just because the company has utilized its resources to train the people. So it is my duty to guide them well so that the company make these training steps valuable and try to learn each and every thing and solve the problems with great sense of logic.
Some of the major points that I always consider myself to commit, they are as follows:
·         Time management
·         Reduced cost
·         Open forum
·         Less strain
·         Good for workers
·         Good for business
·         Formative assessment
·         To provide basics skills and knowledge taught to the trainees/employees
·         Providing the background knowledge to young recruited employees
Leadership skills relating to network connections of associations
When it comes to developing networks with other organizations then it is really necessary to ensure that you have a well reputation among associates. Well what I believe is identifying the key notes and main points for better understanding in future. In case where the organization is facing some kind of employee’s issues that is affecting the performance of organization (Hewstone & Brown, 1998). The recruitment phase could be underdone by crystal clear methods and without any kind of favoritism. I would make these processes in the most professional way and will build healthy connections with the other organizations too. It also leads in explaining the main point and significant points so that the employees and stakeholders must have a better understanding with me. What I believe to have positive attitude towards each phase of professionalism.  
As a responsible leader, I would prefer to have followings questions answered by people, these survey queries are as follows: 
·         How successful were the trainees in implementing their action plans?
·         To what extent were they supported in this by their line managers?
·         To what extent has the action listed above achieved a Return on Investment for the organization, either in terms of identified objectives satisfaction or, where possible, a monetary assessment.
·         Does the employees are able to know about the complete operation of the company?
·         Does an employee can get into a new project and can handle it?
·         Does an employee can be a team player?
·         Did your staff enjoy the training?
·         Did they like the trainer?
·         Would they want him or her back?
·         Do they think they felt it was an appropriate use of their time?
·         Do they think the material was relevant to their work?
·         How likely would they be to recommend the course to colleagues?
·         Does an employee know its colleagues?
Conclusion
In the nutshell it is concluded with the fact that an organization needs to recruit such deserving people so that in future there could more positive response in future. The human resource department needs to be more refined and dedicated so that their each decision comes in the favor of the company (Finkelstein& Johnson, 1999). These are the noteworthy points that are to be considered for the setting up a company. The recruitment has to be crystal clear to avoid future conflicts in the company so that in the future time, they could produce leaders for the organization. Leadership qualities could only be obtained if there is a practical approach towards the implementation of objectives and motives.






References
Adler, N.J. (1991). International dimensions of organizational behavior. Boston: PWS-Kent Publishing Company.
Anderson & Hussey (1999). Health and population aging: A multinational comparison.
Aron. (1999). Statistics for psychology (2nd Ed.). New Jersey: Prentice-Hall International, Inc.
Adams, J.S. (1965). Inequity in social exchange, In L. Berkowitz (Ed.), Advances in experimental social psychology (Vol. 2, 267-299). New York: Academic Press.
Daboval, J.M. (1998). A comparison between baby boomer and generation X employees’ bases and foci of commitment.
Finkelstein& Johnson (1999). The development of measures of age and generation identity. Paper presented at the poster session presented at the 14th annual meeting of the Society for Industrial and Organizational Psychology, Atlanta, GA.
Hewstone, M., & Brown, R. (Eds.). (1986). Contact and conflict in intergroup encounters. Oxford: Basil Blackwell Ltd.
Kawakami, K., & Dovidio, J.F. (2001). The reliability of implicit stereotyping. Personality and Social Psychology Bulletin, 27(2), 212-225.
Shoebridge, N., & Ferguson, A. (1997). Rise of the baby-boom bosses. Business Review Weekly, 28-34.
Appendix 1
5 leadership development qualities/capabilities
Goals
Ability to envision a new and create  better future
To understand upcoming future challenge and increase innovative capabilities
Capapilitiy to inspire and deploy others according to firm or organization's consistency
To inform about others about the to complete task effectively
Managing teams and running organizations
To keep employees aware about their responsibility.
Ability to mange themselves effectively i.e self efficacy
To grow management’s capability
Sense making
Very prone to situation and develop sense to act accordingly

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