Furthermore, it is important to highlight career strengths the applicant possess, but tailor them to the job being interviewed for and provide specific examples that can be easily related to work behaviors that might occur in the new position (CSU-Global Campus, 2015c). Therefore, the applicant should not provide too elaborate details regarding his or her strengths, but be specific to the requirements of the new position (CSU-Global Campus, 2015c). Furthermore, handling conflict with coworkers is a difficult topic that could potentially surface in job interviews; consequentially, those applicants that can display how they tactfully handled these circumstances in a fair and consistent manner
Mentorship Mentorship can be identified as a relationship between an experienced individual and someone who wants to be guided by that person in order to expand and achieve career goals and objectives. The mentee will need to have the drive to excel and grow as an individual and the mentor needs to want to help the mentee become the best person they can be. In this relationship, characteristics that the two people must have should be mutual trust, respect, and confidentiality in order for it to work. Mentorship is important because it is an easily available source of knowledge and experience for those who wish to grow and expand in their profession and as people. It is also a good source of socialization with others in your profession and it can be a support system in your life.
You must be aware of your strengths and weaknesses, possess self-confidence, but also display humility and not only accept criticism but learn from your successes and failures. You need people to follow you, and not only motivate teams to get things done that need to be done, but also get them to want to do what has to be done. To persuade rather than to order, and to lead them to want to do the right things rather than to do things right. Although a business needs both management and leadership, it is sometimes necessary to focus more on one than on the other. A business might have a good management structure but little leadership, so will tend to stagnate over time.
Avoiding some of the common problems experienced by businesses as they recruit and select employees improve chances of success. Thus it is necessary to establish the right recruitment strategy in order to create a better customer experience and positive internal culture. Poor hiring decisions can be reduced by investing recruitment process and in skilled recruiters. When recruiter chooses a candidate based upon the qualifications demonstrated in the resume, the interview, employment history and background check, they will land the best fit for the position. Based on the decisions about a specific candidate upon specific evidence rather than any gut instincts.
The impact of competitors and other external forces needs to be understood because they form the source of the lengthier run scheme of the organization. Why human resource professionals should educate other managers and employees in their organizations about HR functions It helps managers to be better managers. One of the roles of HR in a company is to develop and coach managers to do their job the best way possible, because HR professionals have enormous experience working with employees in many situations. It makes the managers and employees to believe that the future of the organization lies on their shoulders and so educating about HR functions encourage them to upgrade their existing knowledge through the trainings provided, to become essential resources for the organization. Educating employees help them understand the workplace policies and the rights granted to treat each one equally without discrimination, due to workforce diversity.
Hiring employees is highly complex as it presents an issue as to should organizations proactively and constantly seek out the best talent or should organizations recruit candidates to fill the job only when necessary (Hughes & Rog, 2008; Phillips & Gully, 2015). This paper will suggest that a proactive staffing approach is more beneficial than a reactive approach. Proactive staffing refers to an organization seeking out possible employees before a job or situation arises (Phillips & Gully, 2015). More significantly, proactive staffing is concerned with identifying and improving practices and situations that can be seen as problematic (Phillips & Gully, 2015). Proactive staffing is also concerned with the success of its employees as it ties to the success of the organization (Bryant & Allen, 2013).
These skills aid in the ability to function in this type of work environment and finding a candidate who naturally shows these competencies can aid in a future employer in reducing churn and time in training. If I were to go on an interview for these positons I would present myself to a potential employer with a confident and upbeat attitude. Many of the skills they are looking for would be tested by the interactions made during the interview process. It would be imperative to be well spoken and comfortable talking to the interviewer to show strong communication and interpersonal skills. I would hold a professional etiquette using clear, detailed and concise communication while being
Competency I believe competency is a vital value to leading an effective group. It is not enough to be dependable with my performance but I must also be successful in my ability. For me, competency comes from the capacity to acquire new knowledge and learn new ways of solving problems. Being a competent leader is about continually gaining knowledge and expertise and learning as much as I can about our organization and the people within it. I feel as though being competent as a leader encompasses much more than just being able to correctly complete one aspect of my duties, but rather having the knowledge to understand that others can be empowered by believing in my
The human resource planning is a vital process aims to fulfill the overall objectives by linking the business strategy and its operation. The importance of human resource planning are as follows: Human Resource Development : Human resource planning goes beyond recruiting employees. Moreover, it helps to identify the skills required for each task and job level, in addition it conducts training courses and development campaigns to communicate efficiently and effectively the necessitated employees’ abilities to the task. Future personnel Needs: Human resource planning is a tool that assures the future availability of employees, which guarantees the smoothness of the business operations, by ensuring the availability of labour with the expertise needed to perform and carry on the activities. Recruitment Of Talented Personnel HR planning recruits and wisely selects the most capable employee to fill a job position.
While it can work, fellow colleagues won’t be convinced what they are doing is overly important. A good strategy for managers would be to get employees to want what they want. How to develop the persuasion skill: Be sincere, honest, reliable, and entertaining are some of the key components to becoming more persuasive. Good listening skills paired with self-motivation will drastically improve your abilities of persuasion. Making assumptions, or talking too much are factors to avoid when attempting to persuade.