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This paper attempts to answer this question in a balanced way by considering the relevance and key requirements of delivering facilities management services within an organization.Within many countries throughout the world, the Facilities Management (FM) function is accountable to the Human Resources (HR) function where HR Managers are responsible for the outcomes of FM services and managing FM delivery within organizations.

This means that they are responsible for budget control, compliance and performance.I have worked with, and for many organizations where the FM function reports into various departments and I guess the question in this instance should, therefore, be ‘Are HR Managers (or any manager as the case may be) aware of the risks, opportunities and value of FM to a business?Referring to the original question, the question can be broken down into two parts:Do HR Managers have the necessary experience, knowledge, skills and judgment to become effective FM Managers?Do HR Managers have sufficient time to combine Human Resources and FM Management roles effectively?Before answering either of these questions it is important to consider and understand the context of FM within an organization.Facilities Management is an organizational function which integrates people, space and processes with the built environment with the purpose of improving the quality of life of people and the productivity of the core business.

(ISO 41011:2017)Furthermore, FM or otherwise described as the ‘non-core’ function within an organization often accounts for circa 25% of an organization’s costs, second, only to salaries and perhaps IT.It is therefore imperative that the FM function can adequately ensure the value and effectiveness of the many wide-ranging aspects that it serves and is responsible for and of course, whether there is sufficient time to do the job properly and sufficient resources allocated.Anyone can, in theory, become a good FM Manager, it is not ‘rocket science’ and plenty of training is available to attain the technical knowledge and skills required from such organizations as IFMA (https://www.ifma.org/) and ProFM (https://www.profmi.org/).The real question should be ‘Does someone demonstrate the right behaviours and values to become a good FM?

And this is more aligned with the traits of a good manager and even leaders as the FM function will inevitably be responsible for managing a number of resources, usually a combination of in-house or outsourced suppliers.The key skills and traits required to become an effective and proficient FM Manager include, but are not limited to:Key Considerations of Human Resources ManagementStrategic thought and planningLeadershipCommunication and influencing skills (for teams and projects)Team playerDelegationMotivationalCustomer awarenessCollaborative approachDecision makingEtiquette and professionalismCommercial awarenessAnalytical and problem solvingClear awareness and understanding of FMIndeed, the above characteristics are a pre-requisite to satisfy the requirements of arguably, the most important FM standard, ISO 41001 — Facility management — management systems.

The traits of a good manager are therefore recognized for within the profession and industry.To take this to another level, it is true to say that if an FM excels, through constantly displaying the above virtues, they can also become great leaders.

These are quite different and are shown on the next page.The traits of leadership and management — good and bad are loosely demonstrated below:Good LeaderWilling to learnWalks the talkSeeks solutionsEncouragesHighlights strengthsCoachesTeam-focusTakes responsibilityInspires performanceRewardsPoor BossKnows it allTalks the walkGives answersTakes credit or criticisesHighlights weaknessesDirectsSelf-focusBlames othersDemands resultsPenalisesIf someone demonstrates the traits of a good manager and a good leader then they can become competent and effective FM Managers with a little training as they will know how the FM function should be seen as a strategic, value added function within an organization and not consider FM merely as a commodity, where the costs must always be kept as low as possible.

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Instead, they tend to place greater focus on operational matters of their companies.Here are the 4 most worrying issues small business owners face, in order of importance:CrimeArthur Goldstuck, principal researcher of the survey and MD of World Wide Worx says 27% of respondents cited crime as the most worrying factor.

says Melt Van der Spuy, a director of business banking at Standard Bank, one of the largest banks in the country.DebtorsThe issue of debtors, which is related to cash-flow, came next with 13% of respondents rating it as important.CompetitionCompetition was a lowly fourth-ranked, with only 12% of respondents deeply worried about what their rivals were up to.

"When competition keeps you awake, you're concerned about market share.

This doesn't seem to be a focus for South African entrepreneurs, and tends to be a bigger factor in the corporate environment," he says.Where SMEs look for helpThe survey also looked at places SMEs were most likely to go for help to deal with their most pressing concerns.

The research found that:Accountants were the most favoured - The research found that 72% of the respondents turn to an accountant.The bank - 59% of respondents say they look to the bank for help.Legal advisors - Legal advisors were the third favoured providers of assistance and advice, with 53% saying of SMEs relying on legal advisors.Consultants - About 33% of respondents said they rely on consultants to provide the help they need.Mentors and Coaches- The survey found that only a small number of respondents (9%) use a mentor or coaching.

However, 50% of those using these services regard themselves as highly competitive as compared to those who don't use mentors and coaching.Why SMEs have some resistance to mentors Van der Spuy says the accountant is a good choice for independent business advice.

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The young leaves have styles of uses which ranges from food, while the subterranean parts of it are used for traditional Chinese medicine (TCM) for the treatment of arthritis, tumors and lumbago.

This shrub has drawn heaps of attentions within the research world thanks to its content of a natural steroidal sapogenin- 5a-hydroxy-laxogenin.Research has shown that 5a-hydroxy-laxogenin is also a spirostanic analogue of brassinosteroid.

Earlier on, the two natural plant steroids were sold within the market but with time, the demand for 5α-Hydroxy laxogenin became higher by the consumers within the market than laxogenin.Researchers recorded that the previous features a higher anabolic effect on the body than the later though the mechanism needs further study.

5a hydroxyl laxogin is that the trademark of 5α -Hydroxy laxogenin from BESTCOM.As a results of lesser content by pant in nature, a bioconversion method was introduced to urge a highly purified 5α-Hydroxy Laxogenin from a natural material , whereas a replacement microencapsule 5α-Hydoxy laxogenin with a very good bioavailability was developed.

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