HR Officer at Work

Role Of Hr Officer At Work

Role of Hr Officer at Work

Introduction

A human resource is the main asset of any organization in the world. The organizational strategy and objectives can be effectively achieved if the human resource personnel in the organization are highly skillful. Skills can be acquired in a multiple range of settings. The interpersonal skills are not only limited to the way we speak with people, but are also related to the level of our confidence, listening and speaking skills. These skills support an individual to effectively establish relations with the co-workers, problem solving, decision making, and time management (Wright 2007, pp. 01). This paper is based on the role of human resource in an organization, the interpersonal and transferable skills and various other associated components. The paper also includes the effective use of time management in contrast with different scenarios and communication styles.

Solutions to work-based problems

The human resource officer has the responsibility for planning things related to the organizational workforce. Their responsibility includes the development, advice, and implementation of effective policies in the organization. The main focus is to maintain the right balance with the workforce, specifically in dealing with the work-based problems.

Considering my personal experience at the workplace, I have been through a variety of experiences at the workplace in which I contributed for the appropriate solutions. At my workplace, our team was once involved in a project which was split into further categories. The main thing I observed while the work span on that project was the problem in meeting up the thoughts of the members, on a common ground. There was lack of coordination in the team, which was mainly due to excessive competition in the organization. The appropriate solution I preferred and implemented as a team member was an informal meeting, which brought up all the problems and mutually solved them, resulting in the effective productivity of the team.

The second example is related to the stress factor of an employee on which I recommended a strategy to conduct a face to face meeting that satisfies the employee, by working specifically on their existing problems and giving the desired prestige. (Miller et. al. 2004, pp. 29)

Work Visas, problem was related to the visa approvals and the re-submission of additional documents and information, as per the standards. I looked on some applications from the Immigration Officer of the last 2 years. For this purpose, I created a checklist to ensure that all the necessary information is submitted on the first application, resulting in a higher success ratio on the first application submission.

As a HR officer I would prefer a downward channel which would be based on giving specific instruction of the job, policy decisions, query assistance, so that such information helps in clarifying the operational goals that provide a direction, and give the subordinates the performance related data.

The work visa problems indicate that the customers faced issues while the submission of their applications, and were not able to get ...