Art of Soft skills discussion

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Business Finance

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The Art of Soft Skills

Prior to beginning this discussion, review this week’s readings and Weekly Lecture.

The human resource manager must be skilled and knowledgeable and have the ability to respond appropriately to many different situations. While it is important to be tactile in hard skills, it is also important to be well versed in soft skills. Often, soft skills are mistaken as weak or secondary to the important strategic behaviors required of a manager in a successful organization; however, soft skills have a specific role in engaging and empowering employees.

Prior to beginning this discussion, view the How I Fit and Why I Matter video and the readings for this week. Define the various soft skills that would facilitate the empowerment and engagement of the employee. Think back to the components of the job analysis and job description, and consider how to use soft skills to put the contents into actions and behaviors. How do soft skills move the employee to a place of value and ownership? Will the same soft skill behaviors work for all position types?

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Welcome to Week 4 Prior weeks have taken you through the process of analyzing and developing the specific requirements of the job within the organization. Week 4 is the transition point moving from design to performance evaluation. While this sounds like a simple transition, the process is one that requires and understanding of the intended outcomes. Too often the organization uses a check off list without substance to validate a step raise. This week links the concept of providing the expectation through job design so that there is a higher level of accountability and development for the individual and the organization through the performance evaluation. Clarity adds credibility to the process and the functions of the HRM. HRM 620 – Job Analysis and Job Design Weekly Learning Outcomes (WLO) Assess the use of soft skills to empower and engage employees. Examine how job requirements affect performance and performance evaluations. Examine the components of a performance appraising tool.  Retrieved from: https://gviservicelearning.com/blog/important-softskills-students/ Week 4 – an empowering approach Have you ever heard the phrase “don’t mistake my kindness for weakness”? Any idea who might have said that? Believe it or not – Al Capone! (goodreads, 2016). Now, as we move through the soft skills concepts during Week 4, Capone is probably the last person that would come to mind. However, even Capone recognized that there were times for a different approach to a problem. Listen carefully to our speaker and his presentation on why communication is a key element when developing the employee. How I fit and why I matter is an applicable concept for all to deploy and reinforce within the organization. When an employee understands how and why they matter, they are empowered and take ownership in outcomes. How and why I matter establishes the expectations which in turn establish parameters for accountability. Develop the soft skills that best fit your style and personality. Vision, empathy, tact, problem solving, adaptability, and communication are all important aspects of the process of HRM and are considered the core of soft skill expertise. http://www.goodreads.com/quotes/922378-don-t-mistake-my-kindness-for-weakness-i-am-kind-to Resources for Week 4 Articles  Guppta, K. (2016, Jun 30). 5 roles that will power 21st century human resource departments. Retrieved from http://www.forbes.com/sites/kaviguppta/2016/06/30/5-roles-that-willpower-21st-century-human-resources-departments/#32e2b9956c2e This article reviews the roles that will be necessary for human resource departments during the next few years. The articles supports and reinforces the weekly learning outcomes for week 4 and CLO 1.  Haberman, M. (2011, Nov 29). The top five soft skills necessary for the HR professional. Retrieved from http://hr.toolbox.com/blogs/HRObservations-Too/the-top-five-soft-skills-necessary-for-the-hr-professional49542 This article looks at soft skills that are specific to the HR professional. The article supports and reinforces the weekly learning outcomes for week 4 and CLO 1.   Falcon, P. and Tan, W. (2013). The performance appraisal tool kit. New York: American Management Association The introduction of the text during week 4 provides an initial look at the concept of performance appraisal. This text will play an essential role during weeks 5 and 6. This resources supports and reinforces the weekly learning outcomes for week 4 and CLO 4. Trapp, R. (2015, Jul 27). HR needs to raise its game if it is to take its place in the front rank. Retrieved from http://onforb.es/1DIGRnK This article takes a hard look at HR and the need to evaluate their processes to move forward in industry. The article supports and reinforces the weekly learning outcomes for week 4 and CLO 1.  Vermeulen, F. (2011, Mar 30). In praise of HR: The soft stuff can actually lead to some hard competitive advantages. Retrieved from http://onforb.es/oQXQyj The article reviews the connection of soft skills to the competitive advantages within the organization. This article supports and reinforces the weekly learning outcomes for week 4 and CLO 1. Multimedia  Lindquist, R. (2016, March 2). 7 ways soft skills power organizational success [Webcast]. https://www.shrm.org/multimedia/webcasts.pages/0316bamboohr.aspx This presentation looks at soft skills and how the behaviors contribute to successful organizations. You must be logged into your SHRM account to view the presentation. This presentation supports and reinforces the weekly learning outcomes for week 4 and CLO 1. The Art of Soft Skills The human resource manager must be skilled and knowledgeable and have the ability to respond appropriately to many different situations. While it is important to be tactile in hard skills it is also important to be well versed in soft skills. Often, soft skills are mistaken as weak or secondary to the important strategic behaviors required of a manager in a successful organization. However, soft skills have a specific role in engaging and empowering employees. https://www.linkedin.com/topic/soft-skillstraining Purpose of this task: While there are many structured and specific tasks required by the HRM, there are also actions that require vision, empathy, and tact. This activity looks at a different aspect of the responsibilities of the HRM and the actions and behaviors required to perform the task. Intended outcomes of this task: During this activity you will discover that the skills required of the HRM are varied and intertwined. Proficient use of soft skills impact the ability to develop the constructs of the hard skills. Clear Expectations Establish Accountabilities Properly formatted job descriptions provide a specific outline of the job requirements; however, there are times that there are assumed expectations built into the description without clearly communicating the expectation to the employee. Think about a time where you were evaluated on a action, task, or behavior and were not clearly provided the directions or expectations prior to the evaluation. Purpose of this task: The purpose of this task is to establish the link between the written word and the ability to hold the employee accountable for their behaviors and performance. Without clearly defined expectations the accountability aspect becomes challenged and an avenue for possible litigation. Intended outcomes of this task: The intended outcomes of this task is to develop the connection between providing the information necessary so the employee has the ability to provide adequate performance and be successful in their position within the organization. Performance Appraisal System  The evaluation of performance should be a process that assists in achieving individual and organizational goals, and serves as a catalyst for overcoming challenges. The assignment connects the dots between the initial position questionnaire, the resulting job analysis, the job design, and finally the intent of the performance appraisal process.  Purpose of this activity: The purpose of this assignment is to take a magnified look at the performance appraisal process and to review the aspects of the process that could impact behaviors within the organization.  Intended outcomes of this activity: The intended outcome of this assignment is for you to develop an understanding of how the process can be an asset to both the organization and the individual. Keywords and Concepts  Accountability  Expectations  Performance  Consequences  Improvement  Organizational Outcomes  Empathy  Problem Solving  Communication In closing  Do you have questions?? Reach out to the instructor for guidance through the Ask Your Instructor tab if it is of value to the entire class or send an email if it is more personal in nature and your would prefer confidentiality.  You will find that a good portion of your job as HRM will involve research! Looking for the right tool to either use or tweak to fit your needs, will consume you. Save every resource provided during your learning journey. You never know when one particular template will come in handy.  Utilize your resources – SHRM has wonderful content to help move through the current aspects of HR – visit: shrm.org
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