PLEASE READ THE INSTRUCTIONS. This is Doctoral work!! Provide one response to EACH student’s POST. Each response should be 200 words. PLEASE KEEP IN ORDER; the responses must be relevant to the student’s post. LET’S MAKE SURE ALL QUESTIONS ARE COVERED AND ANSWERED, and no negative responses to each student’s post.Ashley Dellosa Hi Marcus, Well done on this discussion! You nicely shared: "Prospective employees may use this paper to assess the standards and prerequisites for joining our team." Standards can be set by the hiring manager or by the organization. Many companies have very standard job descriptions they use. How should hiring managers tailor them to their own standards? Thanks, Meena Menon In the talent management process, several individuals play key roles. The key stakeholders will be different from organization to organization. However, the primary key stakeholders include the CEO, senior management, human resource manager, talent management specialists, and employees. Choose two stakeholder roles in the talent management process. Describe a minimum of three talent management responsibilities for each stakeholder role. I choose human resource managers and talent management specialists as primary stakeholder roles. HR managers are responsible for attracting and retaining talents in an organization. HR manager in any company or organization ensures that they play an important role in a) employee retention: They must find out the reason why an employee is resigning from the company and try their best to retain the employee by showing responsibility to invest in their growth, trusting, and encouraging them to gain new skills, and providing continuing education opportunities. If possible, the employee should be given a promotion at appropriate times. Beyond that, the employer needs to show that they respect and appreciate them, which can also lead to a stronger and more lasting workplace. It is important to remember that long-term commitments can be made if both parties put in the effort. b) Job description: The role of the HR manager for a job description is to first collect the data of the candidates a company needs to recruit top talent for the vacant positions. After analyzing the data, the HR manager has to create a compelling job description to meet the needs of the organization. The job description must contain all the information, and should be well structured and engaging that can attract the best talents. This fact makes the hiring process more efficient. c) Idealistic work culture: The role of the HR manager is to create a positive work culture and foster an environment that includes diversity and inclusion. The HR manager should set and encourage open communication, regularly assess the work culture to check if there is discrimination or unconscious bias happening, give support to employees at every level when they are stressed, encourage collaboration between employees, and keep everyone in the loop. This approach helps all employees to know and understand that the HR department prioritizes transparency which will keep employees happy and satisfied. Talent management specialists help with a) Addressing skill gaps in the workforce. They identify the gaps such as: some employees do not have the necessary qualifications or the right skills to perform their tasks, which may cause errors in their tasks, take longer to complete their work, or needs supervision and support to complete their tasks. After identifying skill gaps between existing skills, competencies, and preferred skills, talent management professionals organize workforce development programs to help the employees expand their skills, and knowledge and address new challenges they face. b) Collaborate with HR and business leaders. The talent management specialists, work with HR and business leaders to achieve business goals and support HR policies, procedures, and programs across all divisions of the workforce and business units. Apart from this, they play an important role in the administrative and strategic approach of the organization, thereby developing a stable workforce. c) Helps in training employees. Talent management specialists increase employee productivity and value and achieve business goals by using training, mentoring, and coaching to help new and existing employees identify their goals, develop a clear career path, and achieve them. Analyze how the roles interact and collaborate in the process. All these roles interact and collaborate with each other to help the employees to have better performance and motivation and make them aware that both HR managers and talent management specialists can promote the company as a great place to work which can be a creditable source, especially for new hires. Both departments can make sure that employees have a great experience while working in the company because these employees are more likely to share their experience, which will create a framework for succession and employees will likely stay longer in the organization/company. Reference: Picardi, C. A. (2020). Recruitment and Selection: Strategies for workforce planning and assessment. SAGE Publications, Inc. Marcus Mccall Executive Summary This document includes an extensive job description for the human resources manager role. The Human Resources Manager is essential in leading HR initiatives, overseeing employee interactions, and ensuring that human capital strategies align with business objectives. Job Title and Overview Job Title: Human Resources Manager Job Overview: The Human Resources Manager oversees HR operations, ensures compliance, and promotes a healthy workplace culture. They serve as a strategic partner. This position makes a significant contribution to attaining business and HR goals. Department/Function and Reporting Structure The Human Resources Manager works for the department that oversees hiring, training, development of employees, performance evaluation, and regulatory compliance. This position works closely with department heads and senior leadership and immediately reports to the director of human resources (Office of Disability Employment Policy). FLSA Status, Pay Grade, and Working Conditions FLSA Status: Exempt Pay Grade: Grade 8 Working Conditions: The Human Resources Manager works in a busy office setting, with the opportunity of occasional remote work. This position may require limited travel to attend conferences, training sessions, or work-related events. Educational and Experience Requirements Candidates must hold a graduate degree in business administration, human resources management, or a similar subject. Professional certifications like PHR (Professional in Human Resources) or SHRM-CP (Society for Human Resource Management - Certified Professional) are preferred qualifications. Having at least five years of progressive experience in human resources is necessary, including work in more responsible positions. Essential Duties and Responsibilities The Human Resources Manager is responsible for several critical functions – Creating and executing human resources policies, practices, and initiatives that promote organizational objectives and worker welfare. Coordinating extensive hiring processes that include applicant sourcing, interviews, and efficient onboarding procedures. Managing employee interactions, immediately resolving issues, and fostering a welcoming and supportive workplace. Keeping an eye on the many stages of performance management, such as goal-setting, performance reviews, and staff development programs. Ensuring adherence to pertinent employment laws, rules, and best practices. Creating and executing effective training programs to advance worker knowledge and skills. Working closely with the leadership to develop strategic HR initiatives aligned with larger company goals. Key Competencies Success in this role demands proficiency in critical competencies: Outstanding interpersonal and communication abilities to forge connections and efficiently meet employee requirements. The ability to think strategically and solve problems deftly to create creative HR solutions. Effective team management and leadership skills, including inspiring and directing HR teams. Deep awareness of HR laws and rules, promoting ethical and compliance activities. Analytical mentality to improve organizational performance through data-driven decision-making. Conclusion The essential duties and requirements for the position of Human Resources Manager are outlined in this job description. Prospective employees may use this paper to assess the standards and prerequisites for joining our team. Individuals who join us as Human Resources Managers have the chance to support our dedication to HR management excellence, which drives organizational success. References: Office of Disability Employment Policy Employment Laws: Overview and Resources for Employers Retrieved From https://www.dol.gov/agencies/odep/publications/fact-sheets/employment-laws-overview-and-resources-for-employersLinks to an external site. Marcus Mccall Hello Sammy, I appreciate your input into the conversation. We now have a complete grasp of the Human Resources Manager function thanks to your opinion on the Lominger Standard Competencies. Unquestionably essential characteristics for success in this dynamic profession include interpersonal savvy, strategic orientation, and results orientation. Establishing successful communication channels with multiple stakeholders, such as department heads and senior leadership, requires interpersonal skills. The HR manager is more equipped to handle challenging interpersonal dynamics, resolve disputes, and foster trust because of this skill. Our emphasis on ensuring that our HR efforts align with our larger corporate goals and strategic orientation goes hand in hand. To adjust our human capital strategies to changing problems, it is crucial to think strategically and predict industry trends (Chukwunonso, 2022). Results-Orientation highlights our dedication to effectiveness and goal achievement. This skill helps the HR Manager manage several initiatives, set work priorities, and ensure that our HR department runs with goals in mind. Your People & Strategy article citation supports that success in this profession requires a well-balanced mix of technical knowledge and interpersonal qualities. By including these qualities in our selection criteria, we will better recognize applicants with the necessary skills to succeed as human resources managers. Thank you for contributing your ideas to our conversation. Your suggestions align with our goal of fostering excellence in human resource management. References: Chukwunonso, F. (2022). The development of human resource management from a historical perspective and its implications for the human resource manager. In Strategic Human Resource Management at Tertiary Level (pp. 87-101). River Publishers.