Competency in HR

-

 Competency in HR





Introduction 


A set of observable and measurable knowledge, skills, abilities, and personal characteristics that lead to improved employee performance and, in turn, organizational success. It is necessary to define the various components of skills in order to comprehend them.

These are based on certain criteria .


  1. 1. Communication


An HR manager must be able to communicate with everyone in the organization, from line employees to senior management. Furthermore, HR managers must be able to communicate successfully with outsourcing providers, union leaders, public officials and employees, as well as potential employees and colleagues. They must be able to adjust their communication skills according to the audience and situation. HR managers, for example, must be able to communicate the value of fair employment practices to the company's executive team with the same sincerity and passion as hourly employees.



  1. 2. Analytical and situational thinking


HR executives must be able to think critically and analytically. In a variety of areas, an HR manager must use strong judgment and make high-impact decisions. HR leaders benefit from the capacity to examine circumstances and consider the consequences of various decisions from a critical standpoint. For example, deciding whether to outsource one or more HR activities requires careful consideration of the impact outsourcing would have on both individual employees and the organization as a whole. HR managers may also be called upon to represent the company in employment lawsuits, which necessitates the ability to defend the company's actions in relation to hiring and firing decisions.


  1. 3. Building proper relationship


Creating an unique HR department that works cooperatively to meet the department's goals as well as the organization's workforce development goals is a skill that HR managers must possess. The ability to create and maintain interpersonal relationships is critical to an HR manager's success. One of the difficulties HR faces is building credibility with employees; many employees compare their HR departments to the school principal's office, implying a level of intimidation and trepidation about HR's role. As a result, an HR manager must be able to develop credibility and trust while also balancing the responsibility of being an advocate for both the company and its employees.



  1. 4. Leadership 


For HR managers, leadership abilities are a must-have. HR managers are in charge of developing strategic strategies for both the HR department and the entire workforce. As a result, leadership abilities are essential, especially when justifying the functional parts of a strategic plan to the company's management team. HR managers must also direct the HR department's activities, which necessitates the type of leadership abilities that impact HR generalists and HR specialists' dedication to the HR department's aims.

                                           


Conclusion 


Competency plays an important part in the HR management. This can be adopted when knowledge and skills get together. People with the competent skills always move forward.



References


Anderson, L.W. & Krathwohl, D. R. (Eds.). (2001). A Taxonomy for Learning,

Teaching, and Assessing: A Revision of Bloom's Taxonomy of Educational

Objectives. Longman, New York


Sveiby, K. E. (1997). The New Organizational Wealth. Berrett-Koehler, San Francisco.


Farance, F. (2000). IEEE Learning Technology Standards Committee Work Program and Process. Presentation on an IEEE LTSC working meeting



Comments

  1. Lakshmi BandaraDecember 19, 2021 at 2:37 AM

    Most of the organizations concern only about recruiting persons with better competency levels. But, it's my opinion that organizations must have proper plan to improve employees' competency as well. Training and development sessions, Proper on the job trainings, Vigilant methods on encouraging employees to learn and develop ( Incentives, bonuses, Payments on education certificates) can be implemented to encourage them.
    As an organization grows, a focus on skills without looking at the broader competencies will not be enough to develop leaders and drive career development for employees. There are various approaches that large organizations use to develop a new competency model or refresh an outdated one, including consultant-led working sessions, in-depth interviews with leaders, and focus groups with employees and stakeholder participation.(Maher,2017)

    ReplyDelete
  2. Suranjana Waidyatilleke MBA 2021December 19, 2021 at 7:57 AM

    Good article, very well illustrated . Competency and leadership is very vital in an organization.

    ReplyDelete

Post a Comment

Popular posts from this blog

Employee Rights and Responsibilities

-
Image
  Employee Rights and Responsibilities Introduction   An organization is a place where individuals of many religions, backgrounds, and communities come together to work on a common goal. They all work together for a common purpose, which is referred to as an organization. Every employee in a company has a limited number of positions and responsibilities. Employees are the organization's genuine assets, as they provide their strength to the organization's efficient operation. In general, there are a plethora of responsibilities and functions that both the employee and the company must respect to. Because positions aren't clearly defined, a variety of challenges might arise in a company. Supervisory and employee duties and responsibilities must be clearly specified so that those with unique obligations and roles may be identified. Employees are the most valuable assets, and they must understand their duties and responsibilities, as well as what is expected of them.   They...
Read more

HOW TO DEAL WITH BAD BOSSES.

-
Image
 HOW TO DEAL WITH BAD BOSSES In this fast moving world some of us will be   gifted with good and successful bosses, who made us feel proud secure and to know our real values. Unfortunately some are bless with horrible bosses. No matter what the superior position may be micromanagers, managers, HR or the real boss who we get the instruction from is an oppositely blessed person then you have to   suffer a lot. But it’s your soul talent to manage the bosses and handle the situation. Some   bosses show favoritism on a single person   in the workplace ,this is called as workplace bully.   Some   tips to handle a bad boss   1 To know whether he is really bad   Some people may be bad at only some instance or situation but not all the time ,so judges his actions and make proper decision .We should change the angle we look at his attitude ,change the perspective ,look in some other angle. We will get to know him quite very well.   2. Identify...
Read more