Answer#l

:
Role and Competences
of Human Resource
Development
Professionals:
• Human Resources Knowledge
• Critical Thinking Skills
• Communication Skills in Human
Resources An Ethical
Approach for Human
Resources
• Human Resources
Organizational
Skills
• A Commitment to Ongoing HR
Learning

1. Human Resources Knowledge: The

best HR professionals must be
prepared to meet the informed
candidates with industry expertise
of their own. Understanding how
and why individuals enter and
move within an organization is at
 the core of everything else you
will do in human resources. HR
managers
who truly add value are always
attuned to "the big picture" of
how HR practices relate to a
successful business.
Your knowledge in this area needs to
be greater than anyone else's to
support the objectives of employees
and employers alike. After all, HR
management is not just about talent
acquisition, but also about retention.

2. Critical Thinking Skills:

Critical thinking is in the "sweet
spot" of less common/more
desired employed traits, according
to an analysis of the skills gap by
Bloomberg. HR professionals, in
particular, frequently need to
balance complex situations and take
their time to think with a
combination setin-stone processes
and outside-thebox thinking.
Employees come from a breadth and
depth of backgrounds and
experiences. HR professionals need
to strategically cultivate an
environment in which all can work
together toward the improvement
of the business.

3. Communication Skills in Human

Resources:
As we knoe that an HR practitioner,
is must be able to express himself
clearly, both in oral and written
communication. The human
resource field requires a lot of
talking as the team is in charge of
recruitment that entails a series of
interviews. The HR manager
interact with a lot of people
everyday, listening to their
problems whether work-related or
not. Through these interactions,
they gain the trust and confidence
of the employees/ workers, thereby
improving interrelationships in the
workplace. The HR manager also
designs and produces the policy
handbooks and releases memos for
the benefit of all the employees
which call for the need of good
writing skills.
4. An Ethical Approach for Human
Resources:
Part of being ethical is truly caring
about people. Empathy for tough
situations and "real life" goes a long
way to setting you apart from those
who just do it "by the book." Some
ethical principles are enshrined in 0
law. Making sure your company's
policies and practices are in legal
compliance is a mainstay in the
world of human resources. Avoiding
discrimination in regard to ethnic
background, disability, religious
belief, and many other factors is
important because of the hurt it will
avoid and to foster a better, more
diverse work environment. Laws are
always changing, sometimes
incrementally, sometimes as part of
a great cultural shift. Therefore,
staying up to date on national news,
trends, and laws is particularly
important; ignorance of the law is
not a winning defense. Legal
compliance, of course, also protects
the company and its officers.

5. Human Resources Organizational

Skills:
The more organized you are, the
better you'll be able to stay ahead of
what you need to do and have time
for things you would like to do. If
you
7/1 5
think organization is something you
either have or you don't, think
again. Organization can be honed
by understanding where you work,
and doing a few things the same
every day to build a routine.

6.A Commitment to Ongoing HR

Learning:
The field of HR is dynamic and our
ability to process and understand it
needs self-motivation. Growing in
your job means being receptive to
new ideas, wherever they may
come from. Have you
demonstrated a commitment to
ongoing learning by taking
advantage of conferences, other
colleagues in HR, or graduate
studies. HR professionals who
never stop learning are well-
positioned to translate well thought
out industry trends and data into
actionable insights.

Answer#2
:
Importance Of Scorecard In
Organization:
Balanced Scorecard:
The balanced scorecard (BSC) is a
tool that allows managers to
better follow and understand not
only how
their staff is performing, but also
how that performance relates to the
overall growth of the organization.
The information gained from
balanced scorecard provides deeper
insight into how the current actions
within the company affect the long
term goals of strategic management,
allowing managers to make the
changes needed to ensure that the
organization's goals are met.
Four Processes of Balanced
Scorecard:
The balanced scorecard includes
four processes that integrate the
goals of strategic management
with
the actions of the employees,
rather than strictly focusing on
financial measures to gauge
performance.

• Translating the Vision

• Communication and Linking
• Planning
• Learning and Feedback
These processes, when incorporated
with current strategic management
practices, allow managers to
provide the guidance and
information needed by their
employees to better meet long-term
goals.

1. Communication and Linking:

Strategic planning requires
communication, and this
balanced scorecard process helps
managers tie their strategic goals
in with individual and
departmental objectives. This
integration ensures that all
employees within an organization
have a better understanding of
strategic goals, and how their
abilities to meet the objectives
line up with them.

2. Translating the Vision:

Translating the vision brings the
goals and strategies of the
organization to the employees in
a manner that helps them better
understand how their actions affect
the overall success of the company.
This is done by formulating
objectives at the employee level
that will help them understand
what is needed for long-term
success.
3. Learning and Feedback: The
fourth aspect of balanced
scorecard incorporates reviews
and feedback from customers,
internal processes, and growth.
These perspectives assist
managers in the performance
evaluation of current strategies,
helping them understand which
objectives require modification.
These balanced scorecard
processes promote better
results from the strategic
management goals, driving the
success of the organization.
4. Planning:
Business planning allows
managers to align the financial
initiatives of the company with
employee level goals. The
balanced scorecard goals help
managers make better allocation
and prioritizing decisions, enabling
them to see exactly which
initiatives are necessary for
meeting organizational goals.