Professional Skills Essay

This essay reflects on the professional skills of a human resource manager in a multinational food and beverage company. The essay discusses the manager's current job role, attributes, and achievements, highlighting the importance of communication, leadership, and problem-solving skills. It also identifies areas for improvement, such as conflict resolution, complex corporate policy planning, and time management. The essay emphasizes the need for continuous self-assessment and skill development to remain competitive and efficient in the workplace.

Running head: PROFESSIONAL SKILLS
Professional Skills
Name of the Student
Name of the University
Author Note

1PROFESSIONAL SKILLS
Introduction
In the recent world, with globalization and new job avenues opening in front of us,
constant upgrading and improvisations are becoming absolutely necessary for us, as employees,
to increase our efficiency, credentials and scope in the professional sector, thereby increasing our
scope to prosper in our work life. As the job world is rapidly moving to the path of specialization
and special skill development, new job types are emerging in different industries as well as the
same industry. Therefore, knowledge acquisitions about the new job roles, the dynamics and
challenges in carrying out the job responsibilities efficiently and developing personal skills for
doing the same is becoming more and more important with each passing day. In this essay, I try
to reflect on the my job roles, the attributes I have relevant to the job I am currently doing, my
achievements in the professional domain and the skills I need to need to focus on to prosper in
my work life (Marescaux, De Winne and Sels 2012) .
I have been working in a multi-national company, venturing mainly in food and beverage
industry, in the capacity of a human resource manager, for the last three years. My broad job role
is to handle the human resource department of the company’s branch in Sydney, Australia. After
completing my masters in English from a reputed university in Britain, from where I belong, I
pursued a diploma in Human resource management from the same university, before getting
placed in this company.
My attributes
Communication and interacting with ease with people belonging from different age
group, profession and lingual background has been one of my strongest fortes. Being multi-
lingual, I can communicate verbally in English, Spanish and French, which has helped me

2PROFESSIONAL SKILLS
considerably to play the role of a HR Manager in the multi-national company. Leadership being
one of the primary requirements of my job has not been a problem for me, as I have always loved
to work in a cooperative and team environment. My job requires problem-solving capabilities for
which presence of mind is required as many problems come up all of a sudden and needs to be
addressed with prudency. I have been handling the problems cropping up in this sector for the
last three years and have taken decisions on part of the company, regarding hiring and firing
employees, designing employee evaluation framework and conducting successful employee
training programs. Most of these were of substantial success and brought short term as well as
long-term benefits for the company (Kinicki and Kreitner 2012).
However, with advent of time and competition entering in every aspect of professional
life, I feel the need to augment my skills and upgrade myself so as to be more efficient in my
workplace and increase my scopes in future.
a) Ability to resolve conflicts- In the recent times, the company I work for has been experiencing
several disturbances, which are mainly arising due to the conflict of interests between the
employers and the employee. The main issue contributing to this conflict is the disparity in
wages of the employees in this company and their counterparts in other similar enterprises.
Being a human resource manager, I need to act as a bridge between both the conflicting parties.
For this purpose, I need to improve my negotiation and conflict resolving capabilities to resolve
the disturbance in my enterprise (Chartered Accountants 2016).
b) Complex corporate policy planning ability- Though policy planning, in the broad definition of
the term, does not fall under my job roles, however, with advent of a more complex business
structure, the job roles are changing and becoming more cognitive in nature. I as a human

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resource manager, nowadays, need to keep this in account and need to be more adept in
designing policies related to the welfare of the company as well as the participants in the
enterprise. These policies being complex in nature, sufficient training and knowledge is required
for which I need to update myself (Chartered Accountants 2016).
c) Time management- The most important aspect of my job is that I need to carry out many tasks
of different types and genres within small span of time. Therefore, time management is one of
the most necessary skills, which I need to acquire as without proper time management, I may fail
to deliver some of my tasks and therefore, lose credibility in the eyes of my employers (Goetsch
and Davis 2014).
Conclusion
As discussed above continuous development of skills and improvising personal
capabilities are required in order to stay in the labor force as an efficient employee. This can be
done by keeping oneself updated with the latest skill augmenting innovations and knowledge and
upgrading himself according to these innovations and the constantly updating and changing
requirements of a particular job role with time. Self-satisfaction and content may lead to
stagnancy, thereby decreasing the potential in the coming years and therefore, continuous self-
assessment and self-development are required in terms of skills and efficiency.

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Reference
Chartered Accountants, A.N.Z., 2016. The Future of Work: How Can We Adapt to Survive and
Thrive.
Goetsch, D.L. and Davis, S.B., 2014. Quality management for organizational excellence. Upper
Saddle River, NJ: pearson.
Kinicki, A. and Kreitner, R., 2012. Organizational behavior: Key concepts, skills & best
practices. McGraw-Hill Irwin.
Marescaux, E., De Winne, S. and Sels, L., 2012. HR practices and HRM outcomes: The role of
basic need satisfaction. Personnel Review, 42(1), pp.4-27.