Human Resources Management

Management and Supervision

Curriculum Guideline Four

Skillful management and supervision is crucial to Human Resource Management in any organization, including courts. The Human Resources Management competency includes not only functions traditionally associated with “personnel,” but also knowledge, skills and abilities associated with leading, supervising, and managing a cohesive court.  It is axiomatic that leadership and management underpin Human Resource Management.  There is obvious overlap between this and the NACM Leadership Core Competency. Court leaders who oversee Human Resources must be skilled managers and supervisors.  Through their practices and conduct they model the values, attitudes, and behaviors that define a high performance court.  They understand the importance of consistency across the court. Human Resources is critical to creating a cohesive court and maintaining a high performance court culture.

Knowledge, Skills and Abilities

• Skill in establishing value-added Human Resource policies, procedures, and work rules that are aligned with the courts’ purposes and strategic vision;

• Ability to keep Human Resource Management, Education, Training, and Development, and other court departments on the same page;

• Skill in balancing the need for rules, structure, and consistency against the need for organizational cohesion and flexibility in dealing with court staff and Human Resource issues;

• Skill in ensuring that Human Resource staff provide uniform and consistent service and support to other court departments, supervisors, and staff that do the work;

• Skill in overseeing Human Resource staff and other court managers as they plan, work with, and for, court employees;

• Skill in effective written and oral communication with employees about Human Resources and its fit in the court and the court’s strategic vision;

• Ability to organize work and to assign it to the right employees;

• Skill in delegating work to Human Resources and other court departments and staff;

• Ability to oversee the recruitment, training, and management of volunteers;

• Skill in modeling how to encourage, mentor, coach, counsel, and resolve employee problems;

• Effective supervision skills, particularly providing necessary guidance and support without “micro-managing;

• Skill in developing, energizing, and managing effective court teams;

• Skill in providing timely and constructive feedback to individuals and court departments;

• Skill in recognizing high performing individual and court departments.;

• Skill in motivating individuals and court departments to improve their performance including recognition, praise, and other rewards including financial compensation;

• Ability to listen and collaborate with subordinates and to ensure that others in the court family do likewise;

• Ability to anticipate new challenges and to lead and manage change of the court and its Human Resources Management;

• Skill in setting and maintaining the court’s governance structure and the role of Human Resources in that structure;

• Ability to convey to court employees and other stakeholders that the court is an independent and accountable employer.

View the Summary of Human Resources Management Curriculum Guidelines or click on each of the other three Curriculum Guidelines to see the associated Knowledge, Skills and Abilities:

Curriculum Guidelines

Vision and Purpose

Human Resources Fundamentals

Context and Fairness

Management and Supervision

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