Professional Development: Role of HR Manager in Inculcating Time Management Skills

This assignment focuses on the role of HR manager regarding inculcating time management skills in the staffs for shaping their career. It includes literature review, critical analysis of the literature review, and conclusion.

Running head: MANAGEMENT
Professional development
Name of the student:
Name of the university:
Author note:

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Table of contents
Introduction................................................................................................................................2
Literature review........................................................................................................................2
Critical analysis of the literature review....................................................................................3
Conclusion..................................................................................................................................6
References..................................................................................................................................7

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Introduction
Time management is the ability to make most of the available time for enhancing the
efficiency for producing the allotted work. In order to upgrade the personality, one needs to
manage the time according to the needs, demands and requirements. Time management skills
are crucial for completing the tasks within the stipulated time. Emerging successful in this
activity helps an individual to lead a balanced and disciplined life. Some of the important
time management skills are self-organization, prioritization, developing realistic and
achievable goals, communication, planning, delegation and stress management (Ritter et al.
2018). On the other hand, Siu, (2017), is of the view that competencies of time management
are analyzing external influences and interruptions. In this case, the individuals need to
expose efficiency in working with the available resources in order to enhance creativity and
imagination (Jang 2016). In future, the role assumed is that of an HR manager, as they are an
inspiration for managing time and resources in an efficient and effective manner. In this
assignment, the focus would be on the role of HR manager regarding inculcating time
management skills in the staffs for shaping their career.
Literature review
Time management is the epitome of how to manage the time for accomplishing all the
assigned duties and responsibilities. Time management skills are crucial for reducing the
stress levels. Properly managing and controlling the available time is beneficial for leading a
balanced lifestyle. Finishing the work well in advance leads the individuals to surprises,
filling their life with happiness. Grawitch, Ballard and Erb (2015) puts the claim that
understanding the surrounding circumstances is the first step to develop quality time
management skills. Along the similar lines, (Rosemann and vom Brocke 2015) argues that
interruptions act as an obstruction to this understanding. Typical examples of this are:

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meetings with conflict; problems encountered by the employees; absence of the employees
from meetings and delay in submitting the projects.
There is no compelling reason to argue against the propositions of (Cook 2017) that
constructive planning is the foundation towards gaining control over the situations. This
planning helps in prioritizing the activities, handling the projects and others. As a rebuttal to
this point it can be argued that improvising on the control also holds equal importance for
gaining good time management skills. The underlying argument in favour of (Betta 2016) is
that planning and organizing day, week and month helps to achieve positive outcomes in the
form of successful completion of the tasks within the stipulated time. Preparing a to-do list
helps the HR manager in prioritizing the works, which is assistance for cracking the
challenging and enduring tasks.
Clarke (2016) fostered debate regarding the arguments posed by Levant, Coulmont
and Sandu (2016) regarding distractions by the external influences. In this, development of
realistic and achievable goals is assistance, as it adds focus into the approach towards
completing the tasks in a proper manner. Taking a cue from this, Holmberg-Wright and
Hribar (2016) is of the view that writing down the steps for doing a tasks helps to accumulate
the required resources and completing them within the stipulated time. Systematic planning is
beneficial in this regards, as it nullifies the haphazard situations of hunting the materials and
resources at the last moment. Armstrong (2016) claims that break is necessary for
rejuvenating oneself from the hard monotonous schedules. Rationality in this direction is
helpful for maintaining a healthy work life balance.
Critical analysis of the literature review
For gaining time management skills, HR managers need to be competent in analysing
the ways and means to organize the activities. If the company or organizing is running in a

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downmarket scenario, change is to be implemented. This implementation needs productive
calculation for which creative thinking skills are needed by the employees to complete the
tasks within the stipulated time according to the requirements. These skills are further
assistance in undertaking spontaneous decisions regarding completing the tasks, which are of
high importance. Systematic planning in this direction is assistance for making judicious use
of the available time. Within this, Ingram et al. (2015) highlights the importance of
interpersonal skills like listening and talking, which develops judgemental capabilities. If the
HR managers are capable for making judgements according to the decisions, their leadership
skills, qualities and abilities get enhanced. If the HR managers are able to take the decisions
within the stipulated time, they are making judicious use of the time. However, this is not the
case, decision making process is a time consuming one, as it accompanies the verdicts of the
parties involved. Evaluation needs to be done for the verdicts, which needs rational planning.
Betta, (2016) highlights that time constraints are an evitable issue in this aspect, which needs
to be taken care.
In this, mention can also be made of the negotiation skills, which are also essential for
gaining control over the situation and emotions. Viewing it from other perspective,
Holmberg-Wright and Hribar (2016) is of the view that these interactions inculcate within the
HR managers the relationship building skills. These skills, further, are essential for gaining
trust, loyalty and dependence from the clients and the customers. These aspects establish the
fact that time management skills accompany analytical skills, problem solving skills, creative
thinking skills, change management skills, decision making skills, leadership skills among
others. If the HR managers can score their performance in these skills, they are able to detect
the areas in which they need modification for enhancing their managerial skills (refer to
appendix 1).

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According to the arguments of Clarke (2016), team work reduces the individual
burden for the HR managers at the workplace. Delegation of responsibilities inculcates
leadership skills, which is reflected from ensuring how well the HR managers can finish their
volunteering tasks and submit the reports to the operational managers. Delivering the work on
time creates a positive image in the minds of the managers. This is a productive chance for
the HR managers to set the foundation for their professional development. If the operational
managers are happy with the quality of work, they can bestow more productive projects. In
this, Betta (2016) points that rationality is essential for executing the tasks according to the
capability. However, Levant, Coulmont and Sandu (2016) is of the view that HR managers
need to be competent in doing all kinds of works including the challenging and the enduring
ones for assessing their capability. Cook (2017) carries on the debate by arguing that time
management is vital approach in the process of identifying the strengths and weakness, as
time is limited for the HR managers in terms of showcasing the talents.
Application of effective time management skills make the HR managers more
productive. Along with this, reliance increases, which is, assistance for improving the
stability in the relationship with the senior managers. Communicating the issues well in time
helps the HR managers in averting the instances of delay in submitting the reports. As per the
opinions of Grawitch, Ballard and Erb (2015), this approach of the HR managers is highly
appreciated by the senior managers, making them feel that they are interesting for taking the
company or organization to new heights of success. Leadership skills and qualities of an HR
manager is unleashed from their capability to mould the employees into the values of the
company or organization. Typical example of this lies in organizing stress busters, which
makes the employees feel rejuvenated for taking more challenging and enduring and enduring
tasks. Herein, Siu (2017) highlights the importance of motivation, which generates within the
employees an urge to expose better performance. If they are instructed to set routines, they

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would be able to produce quality work. Cooperation from the HR managers, supervisor and
trainers is essential for maintaining the order and decorum of the workplace.
The functionalities of an HR manager are diversified, which requires analytical skills.
This is in terms of managing the work in accordance to their priority. Emerging successful in
this regards is assistance in terms of achieving quality solutions for the critical issues. Setting
time limits for analysing the circumstances is a planned and reasoned behaviour in terms of
averting delays. On logical grounds, there is no doubt about the viewpoints of Ritter et al.
(2018) regarding seeking avenues for career growth through the application of time
management skills. Timely completion of the tasks and responsibility leaves more time for
recreation. Making the most of this time is beneficial for improvising on the drawbacks. This
approach accompanies systematic planning, which yields positive outcomes.
Jang (2016) highlights the importance of handling one task at a time. This is
beneficial in terms of averting confusions and awkward situations. Completing the task
within the stipulated time is the only way in which the HR managers can move on to the next
one. However, Rosemann and vom Brocke (2015) is of the view that balance needs to be
maintained in the tasks for achieving better results. Planning is an important component for
achieving this balance. For this planning, critical thinking is needed for approaching the
tasks. Evaluation of the time allotted to the tasks acts as an agent for assessing the
effectiveness, appropriateness and feasibility in terms of the total available time. Consistency
in evaluation proves effective for HR managers in detecting their capability to produce
quality work within the available time.
Conclusion
Polishing the preconceived skills, abilities and competencies assists the individuals in
achieving success. In this, time management is an essential skill for upgrading the standards

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and quality of performance. The HR managers deal with managing the employee
performance, which needs effective time management skills for completing the duties and
responsibilities. Time management skills accompany critical thinking skills, analytical skills,
problem solving skills, judgemental capabilities, leadership skills and others. Planning helps
the HR managers in organizing their duties according to the priorities. Evaluation of the
performance by setting time limits and goals is important in order to unleash leadership skills,
competencies and abilities. Making most of the available time is the key towards upgrading
the quality of the performance, indicative of professional establishment.

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References
Armstrong, M., 2016. Armstrong's handbook of management and leadership for HR:
Developing effective people skills for better leadership and management. Kogan Page
Publishers.
Betta, M., 2016. Self and others in team-based learning: Acquiring teamwork skills for
business. Journal of Education for Business, 91(2), pp.69-74.
Clarke, M., 2016. Addressing the soft skills crisis. Strategic HR Review, 15(3), pp.137-139.
Cook, T.A., 2017. Developing Masterful Management Skills for International Business. Crc
Press.
Grawitch, M.J., Ballard, D.W. and Erb, K.R., 2015. To be or not to be (stressed): The critical
role of a psychologically healthy workplace in effective stress management. Stress and
Health, 31(4), pp.264-273.
Holmberg-Wright, K. and Hribar, T., 2016. Soft skills–the missing piece for entrepreneurs to
grow a business. American Journal of Management, 16(1).
Ingram, T.N., LaForge, R.W., Williams, M.R. and Schwepker Jr, C.H., 2015. Sales
management: Analysis and decision making. Routledge.
Jang, H., 2016. Identifying 21st century STEM competencies using workplace data. Journal
of Science Education and Technology, 25(2), pp.284-301.
Levant, Y., Coulmont, M. and Sandu, R., 2016. Business simulation as an active learning
activity for developing soft skills. Accounting Education, 25(4), pp.368-395.

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Ritter, B.A., Small, E.E., Mortimer, J.W. and Doll, J.L., 2018. Designing management
curriculum for workplace readiness: Developing students’ soft skills. Journal of Management
Education, 42(1), pp.80-103.
Rosemann, M. and vom Brocke, J., 2015. The six core elements of business process
management. In Handbook on business process management 1 (pp. 105-122). Springer,
Berlin, Heidelberg.
Siu, O.L., 2017. Stress management techniques in the workplace. In The Routledge
Companion to Wellbeing at Work (pp. 284-297). Routledge.
Appendix
Which of these skills should you be good at?
(Ask yourself – which are the skills I should be good at so I can
achieve my career goals?)
Not
Established
Very
Established
Analytical skills

1 2 3 4 5
Change management skills 1 
2 3 4 5
Creative thinking skills 1 
2 3 4 5
Critical thinking skills 1 2 3 
4 5
Decision making skills 1 2 3 4 
5
Financial skills 1 2 3 
4 5
Interpersonal skills( talking, listening,) 1 
2 3 4 5
IT

1 2 3 4 5

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Leadership skills 1 
2 3 4 5
Management skills 1 
2 3 4 5
Negotiation 1 2 3 
4 5
Networking 1 2 3 4 
5
Planning

1 2 3 4 5
Problem Solving skills 1 2 3 4 
5
Project Management 1 2 3 
4 5
Relationship Building Skills 1 
2 3 4 5
Team

1 2 3 4 5
Time Management 1 
2 3 
4 5
Verbal communication 1 2 3 4 
5
Written communication 1 2 3 
4 5
Other, please specify: 1 
2 3 4 5