Exploring Professional Development, Ethics, and HRM Competencies

This report delves into the significance of professional development and ethical considerations within Human Resource Management. It emphasizes the importance of soft skills such as interpersonal communication, team building, and conflict management for HR managers. The report discusses how these skills contribute to effective problem-solving, employee relations, and overall organizational success. It also outlines key job requirements and responsibilities for HR professionals and consultants, highlighting the need for discretion, decision-making abilities, and a strong understanding of legal and regulatory frameworks. The conclusion underscores the necessity for continuous self-improvement and training in areas like self-management and conflict resolution to excel as an HR professional. This document is available on Desklib, a platform offering a wide array of study tools and solved assignments for students.

Running head: PROFESSIONAL DEVELOPMENT AND ETHICS
PROFESSIONAL DEVELOPMENT AND ETHICS
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Introduction
Human resource managers tend to comprise strategic as well as functional responsibilities
for the wide-ranging HR disciplines. The managerial role in Human Resource emphasizes in
focusing proper supervision and regulation to the compensation and benefits specialists. Within
this HR discipline, managers develop certain significant strategic compensation plans and further
support crucial performance management systems with the payment or rewards structure and
further regulate negotiations intended for group health care settlements (Armstrong & Taylor,
2014). Furthermore, HR managers proficiently develop strategic resolutions in order to attain
workforce demands as well as workforce developments. However HR manager is noted to be
primarily accountable for any decision-making process related to corporate branding because of
its relation to recruitment and retention of skilled employee base (Bailey et al., 2018). Despite of
the size and dimension of the organization, human resource manager is required to possess the
competencies of performing every vital HR roles.
Literature Review
Importance of Soft Skills in HR Management
Soft skills play vital role in the daily operations of a Human Resource Manager.
Furthermore, individualistic attributes which exhibit a propensity to enhance an individuals’
interaction level of competence such as collaboration, team building, interpersonal skills, an HR
manager’s ability to efficiently establish communication further results in motivating actions,
establish the ideas and provide adequate scopes for the employees to exhibit their opinions,

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feedbacks and grievances (Hollenbeck & Jamieson, 2015). Thus soft skills are regarded as
immensely essential attributes in the domain of Human Resource Management.
Significance of Team Building in HRM
For any business to attain success there is a need to promote high level of collaboration
and efficient teams working within the organization. Proficient managers require developing
effective team building and collaboration skills in order to establish greater level of trust and
dedication among the employees within the organization (Jackson, Schuler & Jiang, 2014).
Factors related to team building and association facilitates a company to attain success and at the
same time ruin the reputation of the organization. Thus it is highly essential for the managers to
develop adequate level of collaboration and interpersonal skills to successfully survive through
team building process. Modern organizations often undergo severe conflicting situations which
might create hindrances in the progress of the organization. During these critical situations,
collaboration, team building and problem solving abilities are recognized to be immensely vital
in order to bring relevant resolutions through various methods (Snell, Morris & Bohlander,
2015). Managers with effective soft skills and reinforce similar level of competencies within the
employees and further facilitate the organizations to understand its employees and assist in
resolving the critical negotiations and conflicting situations within the organization (Armstrong
& Taylor, 2014). Thus, effectively understanding team effort and further utilizing the value and
ability of the team members can aid every human resource experts be a highly valuable and
efficient problem solver.
Discussion

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Value of Soft skills in the domain of Human Resource Management
The field of Human Resources has significantly developed as one of the fundamental
features of modern business enterprises. With various imperative responsibilities from employee
recruitment, on-boarding along with compensation employee benefits planning to the day-to-day
concerns of employees of the organization, the role of the HR manager is highly observable and
identified as an essential component of an employee’s professional life (Bolman & Deal, 2017).
Thus, individuals who exhibit greater degree of inclination to the domain of Human Resource
must develop adequate level of soft skills ability which will aid them to enhance and develop
their job performance in future (Goetsch & Davis, 2014).
Role of Interpersonal communication
As HR managers serve as liaisons between the employee base and other managers, a well
comprehensive interpersonal ability with strong adaptability and problem-solving skills are
identified as highly essential. These factors tend to be considered as core components of a HR
professional because of their vital function and responsibility of comprehensively
communicating information to the employee base of the business (Snell, Morris & Bohlander,
2015). It has further been observed that whether the role of the HR manager is to send emails to
the prospective employee segment or establishing a communication base on employee benefits
and safety, along with successfully recruiting the candidate suitable for the desired role or
executing an induction session for recent joiners, HR managers are required to develop immense
comfort and buoyancy in demonstrating their interpersonal and problem solving abilities to
facilitate the organization attain greater level of success and achievements.

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Job Requirements
HR consultant Job Profile and Description
 To provide a comprehensive HR management advisory as well as consultancy services to
employee base and management.
Duties and Responsibilities
 Provide an advisory and consultancy services on a wide range of HR issues, procedures
with employee values, principles, guidelines, regulations
 Supervising internal company reviews, directing external feedback and developing
resolutions on related procedures as required (Jackson, Schuler & Jiang, 2014)
 .
 Executing quality assurance evaluation and liaising with external reviewers in order to
guarantee effective values and organizational standards (Brewster et al., 2016).
Discretion and Comprehensive Decision-making Ability
In any modern organization, the role of HR managers is regarded as to be essential to
sustain any kinds of personal details or information of employees who are being recruited within
the organization (Jackson, Schuler & Jiang, 2014). However, some of the information sustained
by the HR Managers can be considered to be highly crucial and sensitive, thus it regarded to be
of great importance for the HR managers of the organizations to efficiently sustain the
Summary
 Develops policy and supervises HR activities related to employee, remuneration,
compensation, labour relations, training and employee services
Essential Roles and Responsibilities
 Analyses salary and remuneration reports to determine competitive plan
 Discusses with legal counsel to ensure that regulations comply with centralized as well as
state law (Jackson, Schuler & Jiang, 2014)
 Distinguishes legal requirements and government reporting policies and regulation
impacting HR roles and functions and reporting in compliance (Brewster et al., 2016)
 Advises management in suitable resolution and declaration of employee relations
complexities
Qualifications- Bachelor’s degree(B.A) from 4 year college or university or 1 or 2 years of experience
Reasoning Ability- Competence to apply values of logical or analytical judgmental views to a wide range
of intellectual and practical issues.
Certifications, Registrations-PHR or SPHR certification

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information of the employees and further safeguard them with proper documentations and
credentials (Bailey et al., 2018). Furthermore, HR managers engaged in big, medium or small
business enterprises require possessing the adequate ability to discrete and exercising effective
decision making process in order to sustain the employee information confidential and devoid of
public knowledge and expertise (Kramar, 2014).
Problem-Solving and Conflict Management Competency in HR Managers
Human Resource being a domain of diverse responsibilities ranging from employee
recruitment management, compensation planning, interviews, reviews and feedbacks, grievances
along with induction programs, HR manager often tend to encounter complex situations and
intricacies. Thus, HR managers must be adequately proficient enough to handle any critical or
complex situations with effective problem solving skills. It has been noted that critical thinking
competencies are recognized as immensely important problem solving skills which a human
resource manager must possess. Critical thinking skills are considered to be those areas of
abilities which facilitate the human resource experts to perceive the highly complex and intricate
details of any issue and further develop those areas of avenues into significant scope an
opportunity.

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Job Advertisement
Source: (Snell, Morris & Bohlander, 2015)
Thus it has been noted that lack of adequate people skills can lead to the failure in the
attainment of organizational success and achievement (Snell, Morris & Bohlander, 2015). Thus,
developing knowledge and further relating to people as a proficient HR manager can aid the
professionals to attain the ability of forming successful teams and evade any forms of prejudiced
and influenced decisions while resolving any critical issues and challenges (Brewster et al.,
2016). Furthermore, in order to competently solve issues, efficient HR managers must develop
greater degree of decisiveness and must take into consideration prospective explanations to avoid
any form of complex situations which might hinder the growth and development of the
organization (Deery & Jago, 2015). Thus it has been noted that developing and utilizing these

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vital problem solving abilities can be vital in the process of problem solving in human resource
management.
Job Advertisement
Source: (Deery & Jago, 2015)
Conclusion
Therefore, from the above discussion it can be stated the field of human resource
management requires acquiring immense knowledge of critical thinking, decision-making as
well as communication abilities in order to effectively supervise the functioning of the
organization and manage its employees. Being immensely inclined to this domain, I feel I must
enhance certain areas to develop myself as a proficient HR manager. Thus, I need to involve

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myself in self-management, team building as well as Conflict Resolution training in order to
improve the areas I lack and grow my professional career as an effective HR professional.

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References
Armstrong, M., & Taylor, S. (2014). Armstrong's handbook of human resource management
practice. Kogan Page Publishers.
Bailey, C., Mankin, D., Kelliher, C., & Garavan, T. (2018). Strategic human resource
management. Oxford University Press.
Bolman, L. G., & Deal, T. E. (2017). Reframing organizations: Artistry, choice, and leadership.
John Wiley & Sons.
Brewster, C., Houldsworth, E., Sparrow, P., & Vernon, G. (2016). International human resource
management. Kogan Page Publishers.
Deery, M., & Jago, L. (2015). Revisiting talent management, work-life balance and retention
strategies. International Journal of Contemporary Hospitality Management, 27(3), 453-
472.
Goetsch, D. L., & Davis, S. B. (2014). Quality management for organizational excellence. Upper
Saddle River, NJ: pearson.
Hollenbeck, J. R., & Jamieson, B. B. (2015). Human capital, social capital, and social network
analysis: Implications for strategic human resource management. Academy of
management perspectives, 29(3), 370-385.
Jackson, S. E., Schuler, R. S., & Jiang, K. (2014). An aspirational framework for strategic human
resource management. The Academy of Management Annals, 8(1), 1-56.

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Kramar, R. (2014). Beyond strategic human resource management: is sustainable human
resource management the next approach?. The International Journal of Human Resource
Management, 25(8), 1069-1089.
Snell, S., Morris, S., & Bohlander, G. W. (2015). Managing human resources. Nelson
Education.