A human resources director is essentially the head of the human resources department, but with a few reservations. Such an employee is responsible for the company’s personnel policy, maintains documentation, conducts training events for personnel, and much more. Experts agree that the main functions of the HR Director are to provide the company with reliable personnel and regulate internal relations in the team. Such employees must be able to work in a constantly changing environment and adapt to it, taking into account the company’s specifics. Maria Hernandez can be considered a good HR Director because she handles her tasks efficiently, has the necessary skills for the job, and is sensitive to the staff.
The key to the development and growth of the company is the work of the entire team. After all, it depends on each team member how successful the overall business will be. For more in-depth work with employees, for the development of motivation systems, unified performance evaluations, advanced training courses, and the hiring of new employees, an HR department is created.
Competent and experienced directors of the HR department build their department’s activities based on the goals and objectives that are currently facing the company (Berman et al., 2015). Consequently, as the situation changes, as the priorities in the development of the company change, the principle of the HR director’s work will also be revised. That is why Maria Hernandez adapts her day so that she has time to complete her assigned tasks and focuses on the company’s primary goals.
Certainly, there must be a good working atmosphere in the team. Preventing conflicts, striving to create favorable working conditions, and striving to understand employees’ needs are also tasks that the HR department handles. It is better if the HR director will in some way encourage those employees who have shown themselves to be ambitious and goal-oriented individuals who know their duties. Such human qualities as professionalism, competence, integrity, and consistency will always be important (Berman et al., 2015). But it is equally important for an HR director to have a sense of tact, and to be correct enough not to disclose confidential information.
Leadership qualities are necessary for an HR director, and Maria Fernandez has them – she knows how to organize people and lead them. Otherwise, such employees will not be able to organize their team’s work to not quarrel because of the salary difference but do their direct duties. At the same time, an HR director needs to know the issues of labor legislation, occupational safety, and social psychology. Maria Hernandez is directly involved in solving sexual harassment complaints and provides training that allows her to avoid scandals in the workplace.
Often mid-level managers have many problems, such as a lack of management skills, intolerance, inability to form a team, and a lack of leadership qualities. In this case, an experienced HR director should discreetly and quite diplomatically conduct the necessary diagnostics to determine the topics of a seminar or training. The latter can be organized both in-house to correct the shortcomings that have been revealed. At the same time, it is important to motivate managers to participate in such seminars correctly. The events will be especially successful if team-building tasks are also addressed in parallel when both top and middle managers participate in them. Overall, Maria Hernandez performs all her tasks effectively, but I would advise her to cooperate more effectively with upper management to avoid leadership lapses.
Berman, E. M., Bowman, J. S. West, J. P., & Van Wart, M. R. (2015). Human resource management in public service: Paradoxes, processes, and problems. SAGE Publications.