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People-Person Profession

27 Dec 2016Career

Introduction

Due to the advent of global competition in the arena of organizational landscape, the preservation of the members’ general welfare is considered to be a vital requisite. Hence, like department heads and any other performing body, there appears to be a sole person which is tasked to evaluate, take note and maintain the wellbeing of the members provided that one shall exhibit a personality which gives prior focus not on the tangible aspects of the organization, but rather on the light of the “human resource”—the workforce which puts into work the concepts and plans established by the group.

Evidently, there is a specialization on the aforementioned area, human resource managers or developers are trained to be “specialists” in dealing with inpiduals, specifically those under the scope of their jurisdiction and are expected to be those who are well sensitive of the whole glitch of the behavior and performance of the group. However, there connotes an uneasy task for this “key player,” an HRD is not only expected to be socially inclined, hence, must be capable as well in determining what is needed for the development of the human resource mixed with the intellectual capacity of scholarly basis as drafted in their respective job description.

Background of the study

Sometimes people have the experience of discovering a jewel without having looked for it. They go about their everyday business and suddenly they become aware of it and a gleam of light illuminates their life. Some people discover the love of their life this way. Others become aware of a remarkable talent previously unknown to the public. Still others have an insight that changes the course of their work. It is a wonderful experience that has the power to change lives, to give life its direction and motivation. In essence, the need for social services personnel to staff the welfare agencies was great throughout the country. There were not enough professional social service personnel available. The question was: Would an analysis of the work being done by the social workers indicate shorter routes to train the personnel needed?

Inadvertently, Workers were whole persons and when challenged and given support, function as though there were no boundaries on their productivity. To cite on the vortex of central truth, participatory management, a truth that would color the reflections on every aspect of human resource management—seeking to know how to develop the most important factor in an organization—the human resource.

Scope of the key player

Perhaps the most premeditated and intellectual way for organizations to thrive in the facade of the reality of the new world is to use effective strategically designed methods leaders and subordinates to be continual learning flexible engines (Runde & Flanagan, 2006) to cross the boundaries of conventional obsolete leadership styles and get a ticket the world of successful management. Human resource developers as mentioned can be best defined by its label: human, resource and development—self explanatory as it may seem, there are still more dynamics to be taken consideration onto—motivation strategies, organizational management strategy and forecasting method. All of which must first be studied and analyzed—is it suitable for the kind of organization being handled? Is it adept to be imposed in the immediate time? Will it benefit the holistic package of the organization?—these are the risky corners of the job.

Aside from the administrative cases given, there also appears to be another cliché in such scenario. As developmental psychology stresses: every inpidual possess a different personality (Pinker, 2003)—given with such statement alone, the idea of developing inpiduals, whether it be on the psychological, social, or all the other aspects of human behavior is piously a challenge to be taken. It is important for them to hold their patience and be rationally unbiased at all stakes, nevertheless, completely sensitive amongst the distinctiveness of every person.

For the reason that they are those who commence actual or personal conversation with inpiduals, then they must be armored with standardized communication skills and their sagacity towards conviction and critical thinking are to be carefully endowed. In most times, they are the very first person being called for if there appears to be a dilemma with a member and inasmuch as they are obliged, they must be ready for emotional bursts and in some cases, violent reactions for that instance—formidably one of the most challenging profession (McLeod, 2003).

Conclusions and further remarks

Globalization has fully extended its scope in influencing the daily activities of inpiduals. According Human Behavior in Organization, what seemed to be the main issue on how and why people tend to get a certain point of enthusiasm on something and how it shall affect that inpidual’s perception on what to take in his future, are dependent on the environment and the influences that one has dwelled on to.

For some reason, humanity blatantly stress the need of getting employed in a certain point of time, thus, such pre-requisite does not only involve the perception of what one may be able to gain in the realm of financial quo, but to give further focus onto how a certain job is able to meet an array of satisfaction in the most appropriate purpose it may benefit one. With the light of understanding the key player under study, without the presence of a human resource developer, it would be hard for the organization to control its constituents since that it is the HRD who supervises more than that of technical, conceptual and administrative skills—but rather focusing on transformational schemas.

References

  • Leet, J. E. M. a. J. H., & Ethics, S. o. C. C. a. (2007). Building a Career in Compliance and Ethics (1st ed.). New York: Society of Corporate Compliance and Ethics.
  • Longres, J. F. (2000). Human Behavior in the Social Environment (3rd ed.). New York: Wadsworth Publishing.
  • McComb, D. (2003). Semantics in Business Systems: The Savvy Manager's Guide. San Francisco, California USA: Morgan Kaufmann.
  • McLeod, J. (2003). An Introduction to Counselling (3rd ed.). New York: Open University Press.
  • McNamara, C. (2007). Skills and Practices in Organizational Management (Publication. Retrieved October 9, 2007, from Free Management Library: http://www.managementhelp.org/mgmnt/skills.htm
  • Peter F., J. S., Head, T. C., Yaeger, T., & Cooperride, D. (2004). Global And International Organization Development (4th ed.). Toronto CA: Stipes Pub Llc.
  • Rothwell, W. (2001). Workplace Learning & Performance Roles : The Manager and the Change Leader. Alexandria: ASTD.
  • Runde, C. E., & Flanagan, T. A. (2006). Becoming a Conflict Competent Leader: How You and Your Organization Can Manage Conflict Effectively. San Francisco: Jossey-Bass.
  • Williamson, O. E. (1995). Organization Theory: From Chester Barnard to the Present and Beyond (Expanded ed.). New York: Oxford University Press, USA.

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