Week 1 Learning Log: Part 2
Most Valuable Information:
SHRM Connect Information (Hyperlinks provided):
Though I did not receive any feedback on my question on SHRM
Connect this week, I took it upon myself to further research the Paradox of
Organization and the Individual on SHRM Connect. I did this to answer my
question as well as to do some further searching. I found other individual
posts on the same topic and was able to gather some insights as well as the
most valuable information. The following information was found from the four hyperlinks, provided above each.
From this page, I gathered some insight as to how to manage
exceptional and intermediate talent and how to manage the different talent
levels reasonably. I gathered that it is important to find the behavioral
differences among different talents and what may be causing those behavioral
differences. As a manager, if you see the employee struggling with the task at
hand, allow them to reach out and learn as well as progress. Individual vs.
Organizational development focuses on maximizing the strengths of the existing
talent. The goal should be to create and develop the current employees' talents
as a whole to develop a strong team. This, in turn, will improve a strong department,
and then organization. Having a team mentality could assist in further
developing all individuals, regardless of their underlying strengths and
weaknesses.
This post talks about how to demonstrate the fairest
treatment and management among employees. Everyone has different strengths
that they bring to an organization, and a good manager will recognize these
strengths and incorporate them effectively into the team. No matter what, team
tension will always arise because it is human nature. However, a good HR
manager will recognize when there is tension, determine the root of the
tension, and make a plan to diminish or eliminate it to prevent developing
issues in the team. One needs to identify these issues and make a plan of
action, especially if the department manager needs guidance. The easiest way to
get started with resolving an issue is to understand the individuals.
This post asked the question of how to be fair as an HR
manager when managing people of different backgrounds. This tied in with the
first SHRM connect post conversation I studied. However, I was able to find
more information, specifically on the quality of leadership. HR professionals
play an advisory as well as a collaborative role with the managers of other
departments intending to balance all departments so that the business can run
smoothly. HR professionals need to maintain a balance between the individuals
and the organization. Concerning individuals, HR needs to train new talent and
develop existing talent. With regard to the organization, HR plays a
significant role in running the business to meet critical financial and
customer goals. To combine the two aspects of this paradox, one must be
conscious of the talents strengths/weaknesses within an organization and that
the leadership team correlates their strengths to meet the business/strategic
goal.
This thread also ties into the concept of "team
culture" between an individual and the organization. HR works towards
making the work environment feel like they are working as a part of a team. One
way to go about this is involvement/activities. All employees need to be
involved in achieving organizational missions/goals.
This thread discussed what motivated an individual in order
for them to excel with their performance and therefore positively affect an
organization. Some examples of motivating individuals include company culture,
alignment, as well as recognition. For these to be successful, employees must
understand the company's goals and objectives. With this knowledge, a plan can
be made to work towards this goal. This leads to not only individual success
but also as a whole for the company.
For a company to be successful, a company needs to be transparent with where
they are and where they are going with their employees. Goals, challenges, and
new business models need to be communicated with the employees, and everyone
must be aligned. Employees play a significant part in the company to help
achieve those goals. By including the employee in these company changes,
especially if they play a role in the executive decision, the individual will
feel a sense of importance in addition to their regular work, and this will
lead to more focus and passion for the company's success.\
Application in Working with HR:
Through this research, I was able to answer my original SHRM
connect question: What are some real-life examples that one could advise HR professionals
to help enable that individual to get back on track, to continue developing the
employee's talent?
Key factors:
- Be aware of
employee differences and focus on the individual strengths and apply them
towards the business model so that they can develop as a department or team,
and then grow the business.
- As an HR
professional, it is important always to be aware of the strengths as well as
weaknesses/tensions within an organization (whether it be between individuals
or departments). This is essential for developing a plan to resolve these
issues, all while growing the existing talent and while trying to run and
maintain an organization's business module. These go hand-in-hand with the idea
that individuals need to be aware of the business module and what is expected
of them to perform and be successful.
- Individual
success will reflect positively in not only their department but on the
organization as well. One way to go about this as an HR manager is bringing a
team environment to the workplace across departments and streamlining the
business.
- Including
employees in business decisions and including team-building experiences inside
and outside of work are a few mechanisms HR uses. This also allows for proper
alignment, which enables a business to become streamlined and likely
successful.
To get an individual back on track with their job so that they
can continue developing as an employee, HR managers must first communicate with
them and find out what is not working. From there, they can go back to basics
and remind the employee of their worth and that they matter to the company, and
make a plan to assist them in getting back on their feet. You can help them
realize this by creating more team activities as well as include them in
business decisions. Employees need to feel a sense of worth and understanding
with the business model. With this, they will be motivate and are likely to get
back on track.
As a manager tasked with working with HR, the information I
gathered is critical to my career. All of these aspects discussed in the SHRM
Connect posts are used daily because the paradox of individual and company is
directly tied with the HR manager's work. As an HR professional, you need to be
aware of the individuals in the company and what their needs and passions are
for their success. You also need to be knowledgeable of the company's goals,
competitors, and the market. This way, HR can impact the development of both,
so that the individuals, as well as the company, can be successful as a whole.
This will pertain to the group project because we need to be
streamlined with our work and communicate our ideas and plans for the success
of the group.
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