HRM3704
Assignment 3
Semester 2
Unique No: 366456
DUE 16 September 2024
, 1.1 Leadership Competencies Required for HR Leaders at SAFSI
To effectively address the challenges posed by the former majority union at SAFSI,
HR leaders and senior management must possess several essential leadership
competencies. These include conflict resolution, strategic communication, empathy,
and negotiation skills.
▪ Conflict Resolution: HR leaders need to excel at managing conflicts. For
instance, SAFSI’s HR Director and senior management engaged the former
majority union through calm discussions and multiple meetings, which helped
de-escalate tension and clarified the situation for the union.
▪ Strategic Communication: The ability to communicate effectively is vital. The
HR Director’s skill in transparently presenting data and assuring the union that
management was fair built trust and countered accusations of bias, facilitating
better relations.
▪ Empathy: Understanding different viewpoints is crucial. Reinhard and the
senior management team showed empathy by addressing the union's
concerns and encouraging a reflection on leadership styles. This helped
reduce grievances and fostered a more collaborative environment.
▪ Negotiation Skills: Dealing with discord often requires strong negotiation
abilities. When Reinhard engaged with the union and presented relevant data,
his balanced approach was vital in reaching a peaceful resolution.
For example, by sharing accurate statistics about the union's decreasing numbers
and prompting them to investigate the reasons, Rein hard showcased these
competencies, ultimately allowing SAFSI to proceed without disruption.
1.2 Relationship Between Strategic Management and SHRM at SAFSI
Strategic management and strategic human resource management (SHRM) are
closely linked in organizations like SAFSI. Strategic management focuses on
defining and implementing the organization's major goals based on resource
assessment and environmental analysis, while SHRM ensures that HR practices
align with these strategic objectives.
At SAFSI, the HR Director plays a key role in influencing strategic decisions.
Reinhard’s involvement ensures that HR practices such as employee development
Assignment 3
Semester 2
Unique No: 366456
DUE 16 September 2024
, 1.1 Leadership Competencies Required for HR Leaders at SAFSI
To effectively address the challenges posed by the former majority union at SAFSI,
HR leaders and senior management must possess several essential leadership
competencies. These include conflict resolution, strategic communication, empathy,
and negotiation skills.
▪ Conflict Resolution: HR leaders need to excel at managing conflicts. For
instance, SAFSI’s HR Director and senior management engaged the former
majority union through calm discussions and multiple meetings, which helped
de-escalate tension and clarified the situation for the union.
▪ Strategic Communication: The ability to communicate effectively is vital. The
HR Director’s skill in transparently presenting data and assuring the union that
management was fair built trust and countered accusations of bias, facilitating
better relations.
▪ Empathy: Understanding different viewpoints is crucial. Reinhard and the
senior management team showed empathy by addressing the union's
concerns and encouraging a reflection on leadership styles. This helped
reduce grievances and fostered a more collaborative environment.
▪ Negotiation Skills: Dealing with discord often requires strong negotiation
abilities. When Reinhard engaged with the union and presented relevant data,
his balanced approach was vital in reaching a peaceful resolution.
For example, by sharing accurate statistics about the union's decreasing numbers
and prompting them to investigate the reasons, Rein hard showcased these
competencies, ultimately allowing SAFSI to proceed without disruption.
1.2 Relationship Between Strategic Management and SHRM at SAFSI
Strategic management and strategic human resource management (SHRM) are
closely linked in organizations like SAFSI. Strategic management focuses on
defining and implementing the organization's major goals based on resource
assessment and environmental analysis, while SHRM ensures that HR practices
align with these strategic objectives.
At SAFSI, the HR Director plays a key role in influencing strategic decisions.
Reinhard’s involvement ensures that HR practices such as employee development
