Leadership Skills and Competencies in Human Resource Management

This paper discusses the leadership skills and competencies required in the role of a human resource manager. It explores the current responsibilities and challenges faced by HR managers, as well as the influence of a renowned leader on their leadership style. The paper also includes an assessment of the individual's strengths and weaknesses, as well as feedback from a colleague. Overall, it provides insights into effective leadership in HR management.

Running head: MANAGEMENT
Management
Name of the Student
Name of the University
Author Note

1MANAGEMENT
Table of Contents
Introduction:...............................................................................................................................3
Current Role and Responsibilities and Leadership Challenges:................................................3
Leadership Journey:...................................................................................................................4
Results of the Gallup Strengths Finders:....................................................................................5
Assessment of Colleague:..........................................................................................................7
Implications of the Assessment:.................................................................................................8
Conclusion:................................................................................................................................9
References:...............................................................................................................................10

2MANAGEMENT
Introduction:
The paper is focused in the elaboration of my leadership skills and the competencies
with a precise focus on my job role which is the human resource manager. I am operating in
the mentioned job role for seven years now and am managing the esteemed position of the
human resource manager of a pizza processing company named as Zume Pizza. The paper
analyses the role and responsibilities that I manage in the chosen organization and along with
that, the leadership challenges that I am facing in the mentioned organization. With a precise
focus on my career, the paper also includes some important discussion regarding my
leadership journey and the influence that the leadership of the renowned leader Steve Jobs
had on my leadership style. Apart from this, the paper includes a significant discussion
regarding the results of the Gallup Strengths Finder that I have conducted on my own. Apart
from this, the paper analyses my leadership styles and along with that, it discusses the
effectiveness, interpersonal and social skills associated with my emotional intelligence that
are reported by my friends. The paper also summarizes the significance of the feedback and
identifies the further actions that I am expected to take.
Current Role and Responsibilities and Leadership Challenges:
As mentioned earlier, my current role is the human resource manager. I am operating
for last two years in an organization named Zume Pizza in the described position
(Zumepizza.com, 2019). I was recruited by the operational manager of the organization.
However, the organization belongs to the small scale industry, but the importance of the
position that I belong is notably high. In the mentioned organization, I am responsible for the
effective management of the business conduction. With a precise focus on the intense
competition of the market, it is pretty visible that the effective recruitment is one of the key
factor responsible for the success of the organizations. Under such situation, I was

3MANAGEMENT
responsible for the identifying the best talents for the mentioned organization to make sure
that, the company be able to serve the customers with the optimum quality services (Fawzi &
Almarshed, 2013). Apart from the recruitment, I am also responsible for the effective
management of the performances of the employees along with the measurement of the
performances. My unbiased decision making regarding the measurement of the performances
of the employees is significantly crucial in making sure that the company achieves a better
environment which triggers improvement in the productivity and the quality of the products
and services.
In addition to this, I am responsible for the creation and management of an effective
wage and rewards policy which has the potential to motivate the employees of the
organization towards the increment in their performances in terms of productivity and
quality.
I faced considerable number of challenges in the mentioned organization in leading
the professionals. Although I am an experienced individual for the mentioned job role, the
challenges such as improving the wage characteristics of the employees, motivating the
employees of the organization along with effectively identifying the customer requirements
and the preferences is seen to be a major concern for me. In addition to this, the effective
identification of the training and the developmental needs of the employees of the
organization, is another loophole in my leadership.
Leadership Journey:
My style of leadership is significantly influenced by the renowned leader of the
electronics market giant Apple, Steve Jobs. The chosen leader was considered to be the
ultimate brand for the products of the Apple. Steve Jobs was one of the very few leaders who
had shown the charismatic leadership with a passionate demeanour towards the success.

4MANAGEMENT
Apart from this, the mentioned leader was famous for his risk taking temperament and along
with that, the out of the box thinking was crucial for his success with Apple. The non-
traditional business ideas and the implementation of them were significant in increasing
mystery for the competitor organizations (Yu, 2013). Apart from this, the spirit of innovation
that the mentioned leader had and injected in the proceedings of the company was of great
significance for the organizational excellence that Apple achieved during his tenure. The
application of the efficient communication to minimize the detrimental impact of the conflict
inside the organization proved to be significant in his leadership.
Before my recruitment in Zume Pizza, I operated as the HR manager of a company
named as Doll House, a wooden toy manufacturer from Brisbane. The company was
significantly affected with the inappropriate rewarding policy and as a result, the corporate
culture of the mentioned organization was seen to decline in a significant manner. I being the
human resource manager of the organization controlled the situation with the effective
formation of a rewarding policy. With a precise understanding of the physiological needs of
the employees in accordance to the Maslow’s hierarchy, I developed an appropriate
rewarding policy with the inclusion of both intrinsic and extrinsic rewards which was
significant in motivating the employees of the organization (Jerome, 2013). Apart from this, I
was able to involve the employees of the organization through providing them the freedom to
take the decisions regarding their own operations which was crucial in the improvement of
the corporate culture and environment of the organization. This experience provided me the
much required self-belief in conducting my operations in a more efficient manner.
Results of the Gallup Strengths Finders:
The Gallup strengths finder psychometric instrument is considered to be a model that
have the basis on the positive psychology and elaborates the various features of the

5MANAGEMENT
psychology of the individuals on the basis of the success and life functioning. The instrument
is significantly helpful for the individuals in evaluating the progress of their interpersonal
communication with a precise focus on the characteristic strengths. The instrument plays a
crucial role in developing the framework through which individuals can achieve the job
satisfaction and the enjoyment with the effective utilization of the natural talents that they
gathered (Sears et al., 2014). The application of the instrument helps the individuals in
identifying the unique skills, competencies, strengths and weaknesses.
The mentioned instrument provides the results on the basis of the five different
aspects which are activator, harmony, context, developer and include. Apart from this, the
concept of the context has the basis on the learning of the individuals to think more
strategically along with the enjoyment that one gets through thinking about the past events.
On the other hand, the approach includer is significant in making sure that the individuals that
feel left out, are involved in the process in a meaningful manner (Sears et al., 2014). The plan
of converting the thoughts into the action and the learning of the implementation of the plan
are seen to be crucial factor in the activator approach. Whereas the harmony and the
developer have the typical operations such as the strengthening the relationship. The concept
of harmony is significant in stating the fact that the individuals search for consensus,
however, the approach developer is more inclined towards the effective identification of the
potential in others.
I enjoy thinking about the past and the results related to my context were significant
for me in learning the techniques to become a more efficient strategic thinker. The results
were of great significance in revealing the fact that I have the tendency of understanding the
present with the effective evaluation of the past events and that, according to my
consideration, will be a key aspect for me in becoming an efficient leader. On the other hand,
the concept of the includer is crucial for me as it has the potential to help me in improving my

6MANAGEMENT
relationship building. The concept of the includer is significant for me in the effective as it
has indirect impact on my future learning aspects. I am an efficient individual when it comes
to understanding the feelings and the emotions of the other individuals and that is pretty
evident from the results of the instrument.
In addition to this, the result specifies that I do involve the employees and that helps
me in motivating the employees with a precise application of the Herzberg Two factor theory
or in identifying the growth of the employees with a precise focus on the ERG theory (Kian,
Yusoff & Rajah, 2014). On the other hand, the results of the activator clearly defines the fact
that I am impatient in cases where I have the potential to convert the thoughts into actions
and I like to incorporate the sense of urgency amongst my team members for improved
output. The results of the harmony are pretty effective for me in achieving the idea of the fact
that I do search for consensus and I prefer to get the areas of agreement instead of enjoying
the conflict (Jehn et al., 2013). It helps to improve the performances of my team as the
decrement in the generation of the conflict contributes in the greater productivity. The result
in the developer aspect clearly portrays the fact that I am a person capable of identifying the
positives amongst the employees and recognizes the improved performances of the
employees as well.
Assessment of Colleague:
From the assessment of one of my colleague and friend, it is pretty evident that I use
the participative management style of leadership where I prefer the employees to take the
decision regarding the operational activities of them. However I do communicate them the
objectives of the organization and provide them the freedom to take responsibility of their
operations. I am capable of establishing efficient communication amongst the employees and
along with that, I have the potential to understand the factors that affect the performances of

7MANAGEMENT
my employees may that be the emotions of the employees or the grievances regarding the
offering of the organization.
In addition to this, I do make sure that my employees maintain their work life balance
in spite of the significant work pressure as that makes my work easier in terms of motivating
the employees (Grobelna & Tokarz-Kocik, 2016). Apart from this, my effective and
culturally sensitive communication helps me to involve the members of my team in an
efficient manner. In my leadership, I put strong emphasis on employee engagement activities
which enable me to achieve a better team dynamics and improve the team performances
(Falola et al., 2018). Apart from this, it helps me to create a better working environment
inside the workforce which is crucial in the increment of the productivity and in the
improvement of the quality of the services of the employees. Apart from this, my friend made
some important comments regarding my leadership in triggering any sort of organizational
change.
Implications of the Assessment:
The implications of his comment was significant for me in understanding the fact that
I should use the Kotter’s framework of change where I am expected to communicate the
needs of the change to the change agents inside the organization in order to initiate a fruitful
implementation of the change. In the next step, I must make sure that I create a vision for the
change with the active participation of the employees and communicate them across all the
relevant parties associated with the implementation of the change (Pollack & Pollack, 2015).
With the effective idea of the vision, I am expected to create an urgency amongst the
employees regarding the completion of the change initiative and adding to this, I must
monitor the performances of the change agents in the implementation of the change to
identify the barriers that the change agents are facing in the effective management of the

8MANAGEMENT
changes. In the effective management of the change, the importance of forming coalitions in
each of the departments of the organization will be significant in increasing the representation
of the management and in triggering the change in a speedier manner. With an appropriate
understanding of the barriers that are affecting the performances of the employees in the
efficient implementation of the change initiative, I am expected to provide a suitable solution
to the employees of the organization and monitor the progress of the changes (Sloan,
Klingenberg & Rider, 2013). Considering the completion, I am expected to celebrate the
change with the employees or the change agents of the organization along with recognising
the good work of the employees who have performed in an efficient manner in the effective
implementation of the change. This will certainly motivate them for the improvement of their
performances and will create benchmark for the others to follow.
Conclusion:
On a concluding note, it can be said that from the above analysis that I prefer the
practice of participative management in leading my teams. Along with that, I am more
inclined in the establishment of the effective communication amongst the employees and
prefer to minimize the impact of the conflict amongst the employees. I prefer the
incorporation of the technology and innovation in a significant manner in my leadership
which is notably influenced from the leadership style of my role model, Steve Jobs. However,
there are some drawbacks in my leadership that I need to work on such as structuring my
leadership in managing the change initiatives and in such cases, I need to follow the Kotter’s
framework of change in order to increase the effectiveness of the leadership.

9MANAGEMENT
References:
Falola, H. O., Salau, O. P., Olokundun, M. A., Oyafunke-Omoniyi, C. O., Ibidunni, A. S., &
Osibanjo, O. A. (2018). Employees’ intrapreneurial engagement initiatives and its
influence on organisational survival. Business: Theory and Practice, 19, 9.
Fawzi, N., & Almarshed, S. (2013). HRM context: Saudi culture,“wasta” and employee
recruitment post-positivist methodological approach, the case of Saudi Arabia.
Journal of Human Resources Management and Labor Studies, 1(2), 25-38.
Grobelna, A., & Tokarz-Kocik, A. (2016, September). Work–life balance and its importance
for the work process in hospitality industry. A perspective of generation Y employees.
In Economic and Social Development (Book of Proceedings), 16th International
Scientific Conference on Economic and Social (p. 489).
Jehn, K., Rispens, S., Jonsen, K., & Greer, L. (2013). Conflict contagion: a temporal
perspective on the development of conflict within teams. International Journal of
Conflict Management, 24(4), 352-373.
Jerome, N. (2013). Application of the Maslow’s hierarchy of need theory; impacts and
implications on organizational culture, human resource and employee’s performance.
International Journal of Business and Management Invention, 2(3), 39-45.
Kian, T. S., Yusoff, W. F. W., & Rajah, S. (2014). Job satisfaction and motivation: What are
the difference among these two. European Journal of Business and Social Sciences,
3(2), 94-102.
Pollack, J., & Pollack, R. (2015). Using Kotter’s eight stage process to manage an
organisational change program: Presentation and practice. Systemic Practice and
Action Research, 28(1), 51-66.

10MANAGEMENT
Sears, L. E., Agrawal, S., Sidney, J. A., Castle, P. H., Rula, E. Y., Coberley, C. R., ... &
Harter, J. K. (2014). The well-being 5: development and validation of a diagnostic
instrument to improve population well-being. Population health management, 17(6),
357-365.
Sloan, K., Klingenberg, B., & Rider, C. (2013). Towards sustainability: Examining the
drivers and change process within SMEs. J. Mgmt. & Sustainability, 3, 19.
Yu, H. H. (2013). Decoding Leadership: How Steve Jobs Transformed Apple to Spearhead a
Technological Informal Economy. Journal of Business & Management, 19(1).
Zumepizza.com (2019). Pizza that blows your mind not wallet. [Online] Avaliable at:
https://zumepizza.com/