Understanding Competencies in HRM- A Guide for New HR Students

Understanding Competencies in HRM- A Guide for New HR Students

Today’s business has changed significantly, calling for a new set of competencies and human resource management practices that suit modern business needs. One of the reasons for changes is globalization, which impacts working terms and the global labor market. Also, new technologies have disrupted human resource management and how work is conducted. Another underlying change that has disrupted human resource management practices is the emergence of sustainability as a determining factor in profitability. Also, there is a tendency toward diversity in employee composition partly due to globalization. All these factors have accelerated organizational change, making organizations seek specific competencies in recruitment, instead of just filling vacancies.

Competencies in HR Table

From the table, one of the competencies in HR in modern organizations is data-driven competency. With data-driven competency, organizations will not rely on gut feelings while making critical HR decisions including recruitment and performance management (Lawler, 2017). As stated earlier, competition has increased and organizations are looking forward to filling positions and ensuring they recruit the best talent. Once HR professionals adopt this strategy, the organization will recruit the best people, thus curbing hidden costs associated with employee retrenchment (Lawler, 2017). Data-driven competency also facilitates optimum resource allocation for employee activities. For instance, multinational organizations like Apple have employees in different parts of the world. By using data analysis tools, the company’s management will decipher how to share resources such as training investment and recruitment budgets.

Another vital competency is digital competency, referring to the use of technology in HR management. Most jobs will no longer exist in 20 years as a result of technological penetration (Blit et al., 2018). In the same breath, other jobs will be affected by how they are conducted due to technological penetration and AI adoption (Blit et al., 2018). Organizations are gradually integrating digital tools and artificial intelligence to improve processes. About the application of digital solutions in HR management, HR professionals can use digital solutions to improve processes.  Incorporating HR tools will improve HR services such as onboarding, and payroll processing may be improved by automating repetitive tasks like payroll processing, which will go a long way to bolster organizational effectiveness as employees will be satisfied with receiving quick services.

Consistently, people advocacy aligns with the emerging sustainability trend in human resource management. It refers to the ability of HR professionals to understand the workforce’s needs and advocate for them at the top level. Some of these needs include compensation, well-being, and work-life balance (Ulrich et al., 2017). The benefits of embracing sustainability extend beyond the organization’s needs to include customer attitudes. A large body of research shows that companies that adopt sustainability principles are likely to get more customers, as the modern customer is sensitive to sustainability (Ulrich et al., 2017). Negative press regarding companies that mistreat employees damages organizational reputation and scares away the best talents and potential customers.

Moreover, strategic human resource management by HR professionals goes a long way to facilitate organizational success. From the outset, strategic human resource management refers to incorporating the organization’s overall strategies into HR programs and policies (Ulrich et al., 2017). For instance, if one of the company’s strategies is to bolster diversity and enhance togetherness, HR professionals will incorporate the strategy during recruitment. To that end, the selected recruits must be diverse. For instance, Mastercard emphasizes diversity and inclusion to reflect the people it serves. The company’s HR professionals recruit diverse employees to enhance MasterCard’s global acceptance.

Following this, outstanding interpersonal skills are the most significant competence in managing global teams. With globalization, employees from different cultural backgrounds work in the same organization. Multi-cultural competence in communication will go a long way to improving and making employees feel valued and crucial to the organization (Lawler, 2017). For instance, Japanese HR professionals working with American employees must realize that Americans do not regard power distance that much as per Hofstede’s multicultural analysis. Therefore, if an employee argues with their seniors, they should not be castigated or punished. Instead, multicultural competence training will help them fit in.

Finally, technical competence among HR professionals bolsters their people management ability. HR professionals need competency in their specialty areas to understand relevant challenges and changes. For instance, HR managers in a law firm must be competent in their respective fields to successfully manage people. HR managers require some law knowledge, even if their training is in people management. One of the ways such HR professionals can grow knowledge in a novel field is through joining short training courses and consulting digital resources.

References

Lawler, E. (2017). Reinventing Talent Management. Berrett-Koehler Publishers

Blit, J., St Amand, S., & Wajda, J. (2018). Automation and the future of work: Scenarios and policy options. In Automation and the future of work: scenarios and policy options: Blit, Joel| uSt. Amand, Samantha| uWajda, Joanna. Waterloo, Ontario: Centre for International Governance Innovation.

Ulrich, D., Kryscynski, D., Ulrich, M., & Brockbank, W. (2017). Competencies for HR Professionals Who Deliver Outcomes. Employment Relations Today, 44(2), 37–44. https://doi.org/10.1002/

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Module 3 – SLP
COMPETENCIES IN HR
Prepare a 3-page blog entry where you introduce new HR students to the topic of competencies in HRM. Utilize one or more tables showing facts about competencies in HR and discuss what the table information means.

Understanding Competencies in HRM- A Guide for New HR Students

Refer to at least 2 valid sources to strengthen your writing. List them at the end of the blog.

Your submission will be assessed on the criteria found in the grading rubric for this assignment: