HR Certification Online: Certified Human Resources Manager Course

A Certified Human Resources Manager is an HR professional who has received a document for completing a course or taking an exam.

The operational management of human resources as the responsibility of line managers is primarily limited to the implementation of several basic functions. Every Certified Human Resource Manager must master both the highest management principles and operational HR practices. Reference: BVOP, HR Certification Online – Human Resources Certification Programs

The operational management of human resources is the activity of the line managers for the management of the people entrusted to them, aimed at achieving the short-term and medium-term goals of the organization.

It is based on the existing organizational and technical conditions and the functional strategies for human resources management developed by the organization.

The main functions of the operational management of human resources are:

Recruitment and selection of the necessary workers and employees.

Training of employees through the use of various forms and techniques to change their knowledge, skills, and habits, following the changed requirements of the workplace or position.

Evaluating the work performance of employees, determining their specific contribution to the work of the unit, department, or service, making proposals for professional and job development of employees in the unit, department, or service, and changing their remuneration.

Carrying out disciplinary procedures under the procedure provided for in the law and the statutes or regulations for the internal labor order of the organization.

Maintaining working conditions and pay in the unit, department, or service following the requirements of labor laws, by-laws, agreements, collective agreements, and employment contracts.

Arranging the labor relations with the employees in the unit, department, or service following the requirements of the labor laws, the by-laws, the agreements, the collective labor agreements, and the labor contracts.

Performing or organizing the work on a job analysis and the development of job descriptions and requirements for positions and jobs is the unit, department or service, etc.

Modern approaches to HR management

The choice of highly effective personnel management mechanisms to activate the human factor, to be sustainable and competitive is contained in the choice of the specific model or approach to management. Reference: For Certified Human Resources Manager: The Internal Environment for HR Management ,

The choice of the specific approach to human resources management depends in a certain aspect on their activation and achievement of sustainable competitiveness. The most popular approaches are:

Results management

Results management is applied in companies with introduced decentralization of management as the task is delegated to the teams and the achievement of specific results is determined, with specific dimensions, deadlines, and control. This influences the work behavior of the teams, emphasizing the motivation of human resources, partnership, cooperation, and teamwork;

Management through motivation

Preliminary study of the needs, goals, and interests of staff. It is based on the study of interests, attitudes, goals, and needs of staff and the ability to integrate motivation with the business plan of the company. Three motivational models are used:

rational – the emphasis is on the material incentives associated with physical survival; motivational – self-realization, emphasizing the opportunities for self-affirmation, career development, recognition and evaluation of the merits of independence and responsibility;
empathy for the company’s image, participation in the partnership, participation in management, ownership, and delegation of rights;

Framework management

Framework management is based on the rule that associates or staff can make decisions independently within the pre-set framework.

The effect is the development of initiative, independence in decision-making, increasing job satisfaction. (stands out by giving the right to individual groups of staff to make their own decisions within the limits of their powers)

Management by a delegation of rights

Clearly set and specific tasks; precise delineation of responsibilities and actions to achieve results; the precise definition of the constraints of the decisions. The effect is that it gives way to the modern highly qualified and thinking collaborator.

Participatory management

Participatory management is based on the proposal that if the team or individual associate is involved in the management and is satisfied with the work and participation in management, he works more productively, engaged and motivated. (It is based on the right of the individual employee to work as actively in production as to be active in management. He receives rights for independent decisions.)

Entrepreneurial management

Entrepreneurial management is based on the concept of internal entrepreneurship, entrepreneurial activity, and opportunity for expression of implementers, and innovators.

This requires the introduction of an internal system of collective self-learning in innovation (requires a specific entrepreneurial culture and behavior. Typically its elements are teamwork, entrepreneurial initiative, cooperation within the company, and the search for and offering of innovative solutions in the use of human resources )

Human Resource Management is a strategic and holistic approach to the management of the most valuable asset of the organization, namely the people who individually and collectively contribute to the achievement of organizational goals. Storey (1989) defined the difference between a firm and an Agile approach to Human Resource Management.

2 replies on “HR Certification Online: Certified Human Resources Manager Course”

Nice article, but generally needs some addition on the activities of the Certified Human Resources Manager.

So – the certified HR manager is responsible for all processes and systems related to people in the organization and makes efforts to develop the organization.
His role is key in employee selection, placement, training and development.

The HR manager should find out the strengths and weaknesses of the employees and guide them in the best direction. In addition to the performance of tasks, non-performance by employees must also be taken into account.

Not every employee manages to be efficient enough. The HR manager must help make this happen. The future results of the company also depend on the good organization and work of the employees.
Pay and employee expectations are a sensitive topic. The HR manager has an extremely important role to protect employees from management or vice versa.

Everyone loves team-building. This is one of the important tools of the HR manager to develop efficiency in the company. Through games, tasks and training, employees get to know each other, have fun and show sides that they haven’t been able to until now.
And last but not least, he takes care of the relations between the employees. In a calm and balanced environment, work is easier and more efficient.

HR manager is not an easy profession

Sometimes it is necessary to comply with set tasks and rules related to abstract goals – opening a new office in another country or reducing the salaries of employees due to an upcoming crisis. But his role is extremely important for the work of any organization in which people work.

I want to become a Certified Human Resources Manager because this professional field is vast and multi-layered, given the variety of activities and people you meet every day. Apart from the things you can learn every day in a purely professional aspect, you also improve yourself daily as a person. Different life and professional cases allow you to rediscover the natural limits and boundaries in human behavior and reactions. My main motivation for taking HR Manager certification is learning and getting to know the difference in others. Each person reacts individually to the same situation, and different situations can have a similar solution from the same person. The daily encounter with different cases – builds the personality and keeps the thrill of learning new things. This is what makes me ambitious to continue my development in this field, namely, conquering more and more professional peaks, and acquiring greater versatility in the field of Human Resources.

The first and most important quality that I possess and which I believe is of the greatest benefit to my development in this field is my sociability – the ability to find a common language with different people and to predispose them when conducting a conversation. To be a successful presenter and connecting element between management and employees, it is important to be able to present the information correctly to the target group. When the message you want to convey reaches its recipient, it is understood, then the mediation between the two parties is achieved. Another important quality that I think is key is confidence. The confidence in yourself, the confidence in the professionalism you possess, and the confidence to stand up for yourself, no matter how difficult it may be sometimes, as a person and a professional.

What I think would lead to a possible delay in completing one task or another is the perfectionism that I possess. Some of the set tasks imply speed and coordination of the provision of information, and not so much its visual layout. Here, the plan to deal with this obstacle is to upgrade the processing of various data and information, which will respectively lead to their correct classification. With enough practice and paying the necessary attention to the content, and not so much to the form – the process of classifying and processing the information will be optimized.

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