Buy an essay: Managerial skills

In actuality, the development of managerial skills is of the utmost importance in the contemporary business environment. At the same time, the development of managerial skills is an essential condition for the professional development of managers. In this regard, I can refer to my personal experience because I have been working as a human resource manager and I attempt to develop my professional skills and abilities and expand my professional knowledge. The experience I acquire in the course of my work contributes consistently to the improvement of my professional skills and I feel confident in my ability to work effectively as a manager. At the same time, I am conscious of the fact that I have to work hard to reach positive outcomes in the course of my professional development and keep progressing to realize my full potential and to be useful to the organization I am currently working in. In this regard, I am particularly concerned with the development of my communication skills, organizational skills, leadership skills and adequate time management and schedule planning.
On analyzing my current position and my role in the organization, where I work, I should say that I have made a considerable progress within the last couple of years. In actuality, my role and responsibilities rely to the field of human resources. I work with new employees that have just joined our company. My function is to introduce them into the organization and help them to adapt to the new workplace environment. Some of new employees are young and their work in our company is their first job experience. These employees are particularly difficult to make them accustomed to the work of true professionals. On the other hand, they are the most responsive to training and they learn easily. In contrast, experienced employees often have difficulties with the adaptation to the new workplace environment, if they are not accustomed to traditions and norms established within our organizations. My work is very responsible because I have to find an individual approach to each new employee and help them to adapt to the new workplace environment. In such a way, I work as mediator between new employees and experienced employees.
On looking back into my past, I should stress that I have made a considerable progress, when I started to perform new functions and got new responsibilities in my organization. The difference of my current role and responsibilities form the one I used to perform in the past is quite substantial. In fact, I used to participate in the recruitment of the personnel. I analyzed prospects and personalities of applicants willing to work in our organization. At first, I worked as an assistant manager and helped the human resource manager to recruit the personnel. Steadily, I took the position of the human resource manager responsible for recruitment. I used to work with applicants and selected those, whom I considered to be the most prospective for our organization and who could work effectively and productively in our workplace environment. Now, I have to help recruited employees to adapt to the work in the new workplace environment. Therefore, I do not work with people from the outside world. Instead, I work with insiders only, i.e. with people, who are working in our organization and our organization counts for these employees. Therefore, I have no margin for error because, if I fail, new employees will not work effectively (Cameron et al., 201). Hence, the entire process of recruitment becomes pointless, if new employees, who have been recruited recently, drop out of our company because of my inability to help them to adapt to the work in our specific workplace environment.
In fact, the effectiveness and outcomes of the recruitment are exactly what made our organizations to shift toward the new organizational mindset that determined the shift toward my own new role and responsibilities. To put it more precisely, our organization has revealed the fact the recruitment fails to bring positive outcomes because the personnel turnover remains high. A large number of new employees that joined our organization fired soon after their employment. Our top managers decided that the problem is not in the recruitment process itself but in the adaptation of new employees to our workplace environment. As a result, our top managers decided to focus on the work with new employees and I got the responsibility to help them to adapt to the work in our specific workplace environment.
In response to new challenges I faced in my new position, I developed new competences to implement the shift toward new role and responsibilities, which I have to perform in our organization. In this regard, my primary concern was the development of my communication skills, which were of the utmost importance in my new position in the organization. I needed to establish positive interpersonal relationships not only with employees, who have an extensive experience of work in our company but also I have to be able to establish positive interpersonal relationships with people, whom I did not know. Newcomers were absolutely new for me, although I got basic information from their applications (Belasen, 175). In addition, I attempted to develop my leadership skills to gain the respect of new employees and to guide them at the beginning of their work in our organization. As the matter of fact, I helped them to integrate into the new workplace environment but I have to lead them through all the challenges they could face at the beginning. Moreover, I needed to improve my organizational skills and time scheduling because I have to work with different people and I need to plan my schedule accurately. On the one hand, I served as a model for new employees, whereas, on the other hand, I just had no time to waste.
Now I feel more empowered than I used to feel before. I have developed new skills and improved existing ones. In this respect, I should say that the learning cycle in my organization and its impact on managerial reasoning is particularly significant in this regard. In fact, our organization has proved to be quite flexible because it has managed to introduce a new strategy to facilitate the integration of new employees into our organization. At the same time, such a shift in the organizational strategy stimulated the development of new skills in managers like me.
Thus, taking into account all above mentioned, it is important to place emphasis on the fact that my new role and responsibilities need many efforts to succeed. However, I am ready to work hard and I have already developed new skills to cope with my new role and responsibilities.

Works Cited
Belasen, A.T. Leading The Learning Organization: communication and competencies for managing change. State University Of New York Press, 2008.
Cameron, K.S. et al. Competeting Values Leadership: Creating Value In Organizations. New York: Edward Elgar, 2009.