Answer To: MGTP 102 Management Principles Final Assessment Trimester 2_2020 • This is the final assessment task...
Hartirath answered on Oct 19 2021
HRM
HRM
Student Name:
Student ID:
Unit Name:
University Name:
Date:
Contents
Part A 3
Part B Case study 6
Part C Self-reflection 8
References 11
Part A
Q1. Write a short essay explaining the difference between technical, conceptual, and human skills needed by managers today. Support your answer with relevant examples.
· Conceptual skills—the capability of working with abstract ideas and concepts
· Human skills—the capability to cooperate and communicate with others. In the other words, interpersonal skills
· Technical skills—the skills essential to get the job done, and hard skills
The names of these skills indicate that the capabilities and knowledge of the manager can use a variety of technologies to attain the objectives they need to get. Once you become a sales manager, you will begin to acquire the skills you need next (Sieloff, Frey, and King, 2007). This is because if your business was previously limited to your sales representatives, you would need to work with your sales staff in addition to working with your consumers.
Technical skills are of paramount importance to first-level managers. For senior management, these skills are less important knowledge. Ranking from bottom to top loses the importance of technical skills.
Conceptual skills represent the manager's information or abilities and enable more abstract thinking. It means that you can simply see the whole thing by diagnosing and analyzing different conditions. In this manner, you can predict the future of your company and department as a whole. First, a business contains more business factors or aspects for example sales, finance, marketing, and production.
Conceptual skills are essential for senior management, less vital for middle management, moreover not essential for senior management (Sieloff, Frey and King, 2007). These skills become more important as you move from the bottom to the top of management.
Management skills in human or interpersonal communication can demonstrate information of managers and the capability to work together with others. Working with people is the most significant administrative task (Englund and Bucero, 2019). If you don't have people, you don't need a manager or manager.
These skills make managers leaders and motivate employees to achieve better results. We also support the effective use of company personnel. In short, they are a necessary skill for executives.
Interpersonal management skills are essential for all the hierarchical levels in the company (Wright, 2007).
Q2. What does it mean to say that HRM plays a strategic role in driving organizational performance? Consider recruiting, training, performance appraisal, and compensation strategies as part of your answer.
Dismiss and hire employees. HR Strategy-Vision or Mission-Business Strategy HR Strategy-Internal
The organizational function is the role of human resource management. It's about planning, formulating, and managing policies and plans to get the most out of your organization's talent. Its main functional areas are planning, staffing, and staffing (Ivancevich and Konopaske, 2013). Strengthening labor relations is the strategic role of human resource managers. But this job has to do more than many people think. The Human Resources Manager develops worker strategies or determines the functional processes required to attain the organization's objectives. Their work needs the expertise of an HR specialist. That is, they need to be familiar with all HR disciplines. Some companies do not use the phrase "HR" but instead use "human capital" (Khan, 2018). This is because of a significant change in the way employers know relationships with the workers. Human capital does not define employment as a functional role (this is the traditional method of human resources), but it recognizes the value that workers bring to the association. This approach focuses on the strengths and talents of employees and is more human-focused, enabling these talents and strengths to influence or explain the business. Making a work environment without causing unnecessary harm is the strategic role of all HR managers. Strategic development of workplace protection includes risk management or mitigation of probable losses from labor-related deaths and injuries. Workers' Accident Compensation Insurance is an area where strategic planning helps to decrease insurance costs for a business. Decreasing accidents by training to use difficult equipment and machinery correctly is the functional tasks associated with building a secure working environment. Some HR managers believe that strengthening labor relations is only in the area of employee relations in the HR department (Çaliskan, 2010). Not true. However, employee relationships dominate most of the areas, including salary, advantages, security, training, as well as worker development. Therefore, maintaining an employee relationship plan is a significant part of your HR strategy. Executing a workplace audit process moreover implementing fair employment practices are two elements...