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1-Page Personal Management Focus Paper (Due in class on Thursday of week 12)

Each student will prepare a one page, 250-300-word paper where they identify a key management concept
they have learned from class and how they can implement it in a current or future leadership role. Include
a (1) paragraph describing the management concept, and (2) a paragraph (or two) describing how you can
currently, or in a future leadership role, integrate or leverage this learning for a positive outcome. Add a
cover page, with the class, instructor name, date, assignment title/topic, your full name, date AND what
time your 301 class time is (Tues/Thurs 910 am, or Tues/Thurs 2:50pm). Print out a hard copy of the
paper and cover page, staple them together and turn it in on the due date in class.

We cannot deny the role of managers such as the financial management, production management,
accounting etc., but it is clearly that human resource management plays a very important role in the
development of a company. The face of the company depends much on the HR Manager, and this requires
understanding of people in many ways. Human resource management techniques aim at enabling people to
maximize their potential, reduce waste of resources and increase organizational effectiveness.
Being an administrator, every manager must know how to manage the employees. A good human
resource manager needs to be able to analyze and understand the environmental factors that directly or
indirectly influence his employees. First, define goals. A clear goal is the foundation of other things. If the
objective is ambiguous, it will cause difficulties for the HR manager to have a clear view of the job and the
individual's contribution as well. If the Board and staff do not communicate to each other to find some
common goals, then neither side will be satisfied. Second, a wise human executive knows how to praise
sincerely their employees when they do well. Everyone wants to be treated well but people feel most
comfortable when being told exactly what they did well.
Besides, rebuke also needs art. Good HR managers must know to specify the mistakes and correct the
wrongdoings of employees to produce positive results as well as avoid negative thoughts. Stop the blame
by telling the employee that the attitude you are criticizing is not the attitude you often see in them and not
what you expect in the future. In that way, you can direct the person's attention to what they did wrong, not
to the way you treated the person. This also motivates your employees to try harder.