A certificate in Human Resource Management is not at all the most important thing for managers in an organization.
Improving the management of large companies, considered part of their organizational development, represents a planned activity for analyzing and reforming its communications, ways of organizing, and managing.
Analysis of certification training of HR managers in the field of human resources
This activity also aims to create all organizational levels of managers meeting the modern requirements of the company, which implies:
- Analysis of the current and future requirements of the company’s management regarding its management staff;
- Assessment of existing and potential skills and knowledge of managers;
- Using best practices for management development.
The policy of the company in the field of its management personnel allows us to formulate the requirements regarding the managers, after which we move on to the study of the necessary conditions for their development.
First of all, it is the knowledge related to the management of the company. This includes data about the company, organization, and methods of action; resources available to the company; the company’s environment; the applied technology; the technique used in the field of management.
In second place are the analytical and creative skills of managers: recognizing the company’s goals and arranging them in order of importance; determining the number of resources needed by the company and their value expression; solving emerging management problems.
In third place are the so-called interpersonal skills, including communicating with staff from different levels; coordination between different structural units in the company; coordination within the individual structural unit; motivation of subordinates.
For the development of knowledge in the field of Human Resource Management, analytical and creative skills, and those of an interpersonal nature, various training methods are applied.
To obtain the necessary knowledge – mentoring, self-study, or lecture courses, are usually held outside the workplace in specialized educational institutions.
For the development of analytical and creative skills in the field of Human Resource Management – case study, role-playing, “inbox”, business games, project development.
Training in analytical and creative skills is the most difficult. While knowledge training helps the manager by showing him the factors to consider and the techniques to apply in his work, analytical and creative skills are developed only through practice.
In recent years, significant attention in the training of managers has been paid to interpersonal skills. Research shows that 2/3 of a manager’s working time is related to working with people he is supposed to influence.
From the wide variety of methods used for training human resources, personnel management specialists must select those that most fully correspond to the objects of training and are maximally based on the principles of training.
HR management training in many countries is outdated
In many countries, training is often devoted to explaining changes in legislation or work procedures.
This mindset of learning to acquire knowledge is also evident when managers are asked to identify the learning needs of their employees. Perhaps it is believed that a request for training to acquire skills can be interpreted as an admission of a lack of skills.
The need for behavior and attitude training is also underestimated. And such training is useful because it makes clear to employees what management expects from them.
Another problem is that managers tend to offer identical training to all employees in a unit regardless of their experience, strengths, and weaknesses.
This is where the training needs analysis can help, which is done after a joint consultation between manager and employee, as it is also included in the annual attestation process. Employee training should also be planned in the long term.
When it comes to learning, people most often imagine a classroom and a teacher conducting classes. Such direct training is valuable if reasoned and properly directed.
BVOP’s Certified Human Resources Manager program
The certification organization BVOP has created an innovative Human Resources Management program that combines all important and modern business and management approaches in human resources. Reference: https://bvop.org/human-resources-diploma/
The cost of such training is measured by the hours invested and the price paid. Line managers, in conjunction with Human Resources, should decide the most appropriate and cost-effective way to meet given training needs. Each of the forms listed above has advantages and disadvantages in terms of price, accessibility, thoroughness, and management time. In addition to the form of training, the style is also important.
According to the theory, learners take in more information and develop better the skills being taught if they are first told, then shown, and finally put into practice. For example, if decision-making HR training is provided, trainees should be asked to demonstrate this skill in solving a specific case. Referece: The successful Human Resources Management Certification training, https://www.kievpress.info/the-successful-human-resources-management-certification-training/
In addition to the means provided in the organization’s budget for employee training, it is a common practice to do it within the framework of projects related to foreign aid.
It is good to use such opportunities, but usually, in such cases, the topic of training is proposed by those conducting the training itself and corresponds more to their views of the training needs of a given organization than to the actual needs.
Employers are the customers to whom the training service is provided, they choose the topic and the provider (as for any other service), pay for it, and it is logical to demand the expected effect from them – after the training, their employees achieve better results in the job. Reference: “Good Human Resources management training and certification“, https://newia.info/good-human-resources-management-training-and-certification/
It is said that training is often seen only as an interesting variety in work. Most often training takes place during working hours, that is, it is a real expense and must be used to improve work or acquire new knowledge. Training should be managed like any other process in the organization, it should be taken just as seriously and given time.
The attitude towards the training as a professional obligation requires thinking about ensuring a problem-free presence of the participants – without interruptions.
A good management style involves trusting colleagues to get the job done when the manager or another employee is away. Of course, we are not talking about crises that cannot wait. Reference: “Why you want to become a Certified Human Resources Manager“, https://brightonbot.com/why-you-want-to-become-a-certified-human-resources-manager/
Partial attendance at a Certified Human Resources Management training course is a real waste of money. Here’s what the bill looks like: If a three-day course in HR management starts with, for example, nine participants, but only three take part in the entire three days, there are 18 wasted per diems of the absent employees (people were paid the whole time without attending the course they were sent to) and six unused course places (another six staff could have attended the course instead of those who blocked places but did not turn up). Source: “Implementation of Human Resource Management (HRM)“, https://www.mmrls.org/implementation-of-human-resource-management-hrm/
According to rough calculations, the loss is in the amount of approximately one month’s salary in an amount corresponding to the rank and remuneration of the absentees.
Training is a serious investment that should be carefully considered. Sometimes managers rightly fear that trained employees will increase their value and outsell themselves to the competition. Reference: “Hard and Flexible approach to Human Resource Management”, https://www.polyscm.com/hard-and-flexible-approach-to-human-resource-management/
However, does this mean that employees must remain untrained and uncompetitive just so that no one else wants them? The truth is that the funds invested in training are returned not only in the form of better results but also in loyalty and motivation, which in many cases are decisive not only for the employee’s contribution to the work but also for his choice to stay in the organization. Reference: For Certified Human Resources Manager: The Internal Environment for HR Management , https://customessaysonline.net/for-certified-human-resources-manager-the-internal-environment-for-hr-management/
Too often the goal is to get the job done to the satisfaction of the line manager. The employee thinks constantly about how to insure himself against dissatisfaction, criticism, or punishment.
Undoubtedly, there is a need for a different type of thinking, which can and should be realized through appropriate training, and the messages must find support in the actions and behavior of managers and employees. Reference: “Human Resource Management for Certified HR Managers“, https://www.powerhp.net/human-resource-management-for-certified-hr-managers/
The concept of improvement through learning aims for growth, a constant pursuit of improvement, assumes risk-taking when necessary, and relies on innovative thinking. Only an open and supportive management style could encourage people to realize such an idea of improvement.
