1. For a company to realize its goals, it must have a competent human resource manager. As an ambitious HR manager with set goals, and wishing to seize every available career development opportunities, the importance of self-evaluation cannot be overemphasized. Based on an authentic self-assessment and appraisal from others, I have a couple of career strengths. These competencies include trustworthiness and ethics, effective communication, leadership, problem-solving, and employee development. When I was appointed to be HR manager of an average company that was experiencing a wide range of administrative and other challenges, I knew it was the time to showcase my proficiency. To help me familiarize with the problems of the organization, my boss confided in me by telling me about the top secrets of the firm, which I have never divulged to anyone. Later, I summoned all the staff to a brief meeting, where I listened to their grievances and allowed them to ask questions. This type of communication made them reveal vital information that later helped me in management. To show leadership, I ensure I lead by example, avoid favoritism, talk less and listen more, and take responsibility for mistakes within my area of specialization. Whenever there is an obstacle among staff, I employ the analytic approach in making a decision. This strategy entails gathering substantial relevant information and consulting other professionals. This tactic helps me to make a fair and right decision. To enhance my employee’s development, I offer training, coaching and mentoring. Besides increasing the staff’s probability of promotion, employee development improves the worker’s self-esteem and confidence.
2. Just like any other career, human resource management has numerous obstacles. In my endeavor to actualize my professional objectives, the challenges I face are attracting and retaining top talents and embracing modern technology. First, the inability to acquire and keep talented workers results in the low workforce, hence adversely affecting the business’s overall productivity. One of the reasons why some employees leave my company is that after acquiring vast knowledge and skills, courtesy of my training, they get job invitations from various bigger companies, and mine being an average enterprise, I release them. My advocacy for the top talents besides paper qualifications bars a considerable number of job applicants from working in my corporation. Staff resignations and lack of skill of job applicantsthwart my career goal of ensuring that my company has enough workers, and availability of productive workers respectively. Subsequently, I stagnate at the same position; trying to get and retain adept workers. Second, with the proliferation of computerization, my company has not entirely embraced technology. The inadequacy of talented people and finances hinders my career advancement in the sense that I cannot be among the leading digital HR managers. Besides enhancing efficiency and effectiveness in management, HRM digitalization plays a significant role in online marketing. The absence of sufficient IT experts and relevant technology renders my career stagnant.
3. Among the roles of a human resource manager is to provide solutions to corporate challenges. To help in hiring talented people, I would consult with the staffing companies with a good reputation. This exercise would give skillful people. The next action step I would take is to use onboarding to ensure my employees are familiar with various aspects of the company, such as financial status and level of technology. This information would help explain the amount offered as payment. Then, I would hire an information technology expert to educate and train my staff on how to use the available technology. Afterward, I would convince the entire management team about the significance of investing in new and appropriate technology. The application of the strategies mentioned above will help achieve not only my career objectives but also the organizations’ goals.

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