How important Employee Competency model for an organization SHRM

 

How important Employee Competency model for an organization SHRM

 

(Source: Windows themes, 2013)                           

What is Competency?

Each and Every job has its limitation or volume to get it complete or done and person who is performing the job must have specific capacity or ability to undertake the job efficiently. Those ability or capacity that person should have to complete the job, so call as competencies. 

(Mansfield, 1999) defines competency as "an underlying characteristic of a person that results in effective or superior performance".

(Rankin, 2002) describes competencies as "definitions of skills and behaviors that organizations expect their staff to practice in their works".

                                               (Source: MSG, 2021)

Competency model base HRM means, using employee skills and performance we called as competencies and managing to improve the success of human resource management process inside the organization. In a simple say it is the competency requirement of a Job. This is applying in various HR practices such as recruitments, talent management, training and performance evaluation.

(Amstrong, 2010) describe that “Competency-based HRM uses the notion of competency and the results of competency analysis to inform and improve the processes of recruitment and selection, employee development, performance management and employee reward. It therefore has an important part to play in all the major HR activities".

Basic type of competency models

1. Core Competency

The basic skill requires by the employee to perform their duties like communication skill and teamwork. The core competencies are differing according to the organization goals, culture and values.

2. Functional Competency

These are the job specific skills and behaviors which are unique for each role need to be practiced by the employees to become a top performer.

3. Leadership Competency

This includes leadership skills and behavior skills such as decision making which require an employee to lead others.

How to develop effective competency models

1. Gather background Information, and research required competencies to perform each jobs.

2. Develop a draft competency model frame work, through information gathered about competency.

3. Gather feedback from subject experts, design and develop well suit competency model to company

4. Refine the Framework, add or delete competencies as appropriate

5. Validate the frame work, acceptance of target community of users.

What are the benefits of using a competency model to an Organisation HRM?

It’s sets the workforce performance aligns with organizational goals and strategies. Model will enable HR to have a good understanding of all employee abilities and skills and to develop more accurate HR techniques and training process for skill development towards the future skills may be needed. Further this will Provide a consistent and fair system of measurement for performance evaluation.

Conclusions

Competency model has become a technique use by HR people to describe the requirement of skill and knowledge to perform specific jobs and to be success. In a way this benefit the training process of the company by identifying the strength and weaknesses. It asses the competency requirement and performance available in the company and set business strategy to fulfill these gaps.     

 

                                  (Source: GreggU, 2019)

References

Armstrong, Michael;, 2006. A Handbook of Human Resource Managment Practice. 10th ed. London: Kogan Page Limited.

Chouhan, Vikram Singh; Srivastava, Sandeep;, 2014. Rasearchgate. [Online]
Available at: https://www.researchgate.net/publication/269791910_Understanding_Competencies_and_Competency_Modeling_-_A_Literature_Survey
[Accessed 13th August 2021].

Juneja, P., 2021. Managmentstudyguide. [Online]
Available at: https://www.managementstudyguide.com/what-are-competencies.htm
[Accessed 13 August 2021].

KnowledgeHub, 2021. Valamis. [Online]
Available at: https://www.valamis.com/hub/competency-model
[Accessed 13 August 2021].

Professional Development, 2013. Training Industry. [Online]
Available at: https://trainingindustry.com/wiki/professional-development/competency-model/
[Accessed 13th August 2021].

Important of Job Analysis and Job Design In HRM

 

Job Analysis and Job Design

(Source: psychlearningcurve.org, 2017)

Job analysis and job design, both these topics are relative to each other. One might things that it the same contents. It is through that function of both are to make best connection among employee skills and company needs. These are very important technique in HRM in the manner in which various job tasks are arranged. Job analysis leads to job design and in the sense which the job is to be completed cannot be determined without understanding what is to be done. Job analysis and job design have a major difference in terms of their purpose.

(Amstrong, 2006) “A job is an organizational unit which consists of a group of defined tasks or activities to be carried out or duties to be performed”. 

Job Analysis

Job analysis involves the evaluation and analysis of a job, in terms of the tasks, responsibilities, skills, tools, knowledge and expertise required to fulfill the job requirement successfully. Overall it’s about why the job exist and what the job holder expected to contribute. These factors help determine the demands of the specific job and the skills and abilities that the employee must possess in order to complete the job successfully.

(Armstrong, 2006) “Job analysis produces the following information about a job, why the job exists and, in essence, what the job holder is expected to contribute, to whom the job holder reports and who reports to the job holder”.

Job analysis will help the firm to identify the perfect job for the individual, or the right individual for a specific job and it will also help the HR managers determine what compensation should be paid to the employees, assessing gaps in training. Complete job analysis can result in better policies to fulfill the overall organizational goals.

There are a number of ways in which job analysis can be done. This includes observing the individual at work and collecting job information, obtaining managers fundamental information and concerns about job, conducting interviews (individual and group), questionnaires, and using various logging methods such as procedure Manuals, training manuals, diaries and other records.

Job Design

Job design is the process of which specific works, duties, task and responsibilities are assigned to individuals or groups within a structured frame.

(Amstrong, 2006) “Job design specifies the contents, methods and relationships of jobs in order to satisfy work requirements for productivity, efficiency and quality, meet the personal needs of the job holder and thus increase levels of employee engagement. The process of job design starts with an analysis of the way in which work needs to be organized and what work therefore needs to be done – the tasks that have to be carried out if the purpose of the organization or an organizational unit is to be achieved”. 

For a better job design we have to consider task and goals need to be fulfilled by an individual or a group and their capabilities or skills to do the same. Other aspects of job design include job enlargement, job rotation and job enrichment. Job enlargement is done when the amount and variety of work that needs to be completed is increased. Job rotation will allow workers to change jobs and to become proficient in a number of job roles. Job enrichment is when the employee is given more opportunities for higher achievement and responsibility.

There are a number of components of job design, start with analysis about job scope and organization requirement, various tasks to be performed and responsibilities to be taken on, and job depth, the autonomy, technology and structures. These approaches are using as the basic methods of job design and the employee enjoys in taking ownership and responsibility of their work.

Conclusion

Job design is about creating a job by arranging work tasks to arrive at the maximum efficiency and optimal outcomes, by taking into consideration the goals of the organization and skills and capabilities needed to fulfill those goals. 

Job analysis is an evaluation about requirement to fulfill a job successfully. This  involves the tasks, responsibilities, skills, tools, knowledge and expertise and is oftentimes used as in input when creating the job design. 

The purpose of both job analysis and design is to create the best fit among the company’s needs and individual with the right skills, knowledge, and capabilities to deliver to those needs.

(Source: GreggU, 2019 available in www.youtube.com)

References

Admin;, 2013. diffrencebetween.com. [Online]
Available at: https://www.differencebetween.com/difference-between-job-analysis-and-vs-job-design/
[Accessed 10 August 2021].

Armstrong, Michael;, 2006. A Handbook of Human Resource Managment Practice. 10th ed. London: Kogan Page Limited.

Udoh, U., 2018. Researchgate. [Online]
Available at: https://www.researchgate.net/publication/327825560_Job_Analysis_and_Design
[Accessed 10 August 2021].

Employee’s Skill Developments

 

Employee’s Skill Developments

(Source: docstockmedia/Shutterstock.com, 2013)

Skills development is the process of identifying employee’s skill gaps, and developing and improving these skills. It is important because employee’s skills determine the organization ability to execute its plans with success and goal achievement.

Without the right skills, people will only frustrate themselves, waste their time, and spend a lot of time dealing with basic issues caused by the lack of knowledge or lack of skills, as opposed to progressing in organization goal. 

While difficulty and struggle is part and parcel of any goal pursuit, without the right skills, employee find themselves struggling more than necessary. Worse still, this struggle is uncooperative and doesn’t help organization to move forward.

What are employee skills?

There are two groups of skills to consider in organization people;

Hard skills: Skills relating to any specific task;

Hard skills are usually easily measureable. They tend to be knowledge-based, such as proficiency in a subject. These are important to domain-level knowledge to succeed in a goal.

Soft skills: Skills relating to personality.

These are tending to be transferable, such as communication, leadership, time management, stress management, decision making, adaptability, ability to deal with adversity, and networking. Soft skills are important to market yourself to people and helps you to understand what people want and how to resonate with people.

How important Developing employee skills for an organization

• Resolving conflict: 

Solve disagreements among coworkers and cultivate a tolerant and peaceful work environment.

• Avoiding misunderstanding: 

Good people skills can enable you to communicate your thoughts and ideas in a way that is clear and understandable to your audience.

• Improving customer relations:

Improve worker’s knowledge to better understand customer needs and this is important for increase customer service and improve relationship.

• Influencing opinions: 

Influence an ability to understand people and find what motivates them, which comes with good social skills.

•         Overcoming social anxiety: 

          If you develop good interpersonal skills among your workers, you can build your social                 confidence and find way to be comfortable in social situations.

Here are some important employee’s skills to develop within the Organization

1. Cultivate emotional intelligence among the employees and train them to control those emotions.

2. Learn employees to listen and pay attention to others give everyone an opportunity.

3. Develop employee’s communication and conversation skills

4. Ask them to Respect others and other cultural differences

5. Improve social confidence among them to learn from mistakes

Conclusions

An organization cannot expect to see growth if they do not invest in Skills Development. Investing in skills development is beneficial to the organization as much as it is to the employees.

It is essential for employees to not think of what they do as a job, but rather a career. When you groom and develop skills, they soon learn what they are doing is more than just a job or a means to an end.

Employers need to make sure that their employees are skilled and are well equipped to deal with these rapid changing world.

Skills development always leads to competitive advantage. In order to be the best, you need to have something that nobody else has.

                            source: by GreggU, 2016 available in www.youtube.com

References

Savides, G., 2020. Selecthub. [Online]
Available at: https://www.selecthub.com/learning-management/employee-skill-development/
[Accessed 07 August 2021].

Armstrong, Michael;, 2006. A Handbook of Human Resource Managment Practice. 10th ed. London: Kogan Page Limited.

Human Resource Outsourcing(HRO)

 

Human Resource Outsourcing(HRO)

 

                        (Source 1: baramundi.com, 2020)

Introduction and Meaning of HR Outsourcing

HRO means a company using a third party services to take care of its human resource functions. Simply the completing organization HR works from an outside party which previously done by internal sources.

In common, some of the main HR functions outsourced are, recruitment and selection, hiring, firing, Record Keeping, payroll and compensation management, staff training, employee benefits and service, job evaluation ect.

By outsourcing HR functions to a third party who engaged in that function for long time and became specialist, we would be able to get excellent results leading to significant savings in cost and effort at unbelievable speed also.

Need for HR outsourcing

Many companies these days, partially or wholly, are slowly getting into the practice of Human Resource outsourcing.  More and more organizations are slowly finding it challenging to observe not only the core HR policies of the company, also ensuring that the other key areas in the HR domain like talent acquisition, defining goals of employees and aligning them to achieve the same, determining productivity of the employees, providing best learning and development support, employee engagement, defining proper reward system, handling attrition etc are maintained at professionally and transparently. Most companies today feel the need for an expert to fill up the vacuum in the domain.

Types of HR Outsourcing

HR outsourcing can be broadly divided in to 03 types

1. Application Service Provider (ASP)

A host of companies providing hardware and software applications to support human resource activities in an organisation.

2. Business Process Outsourcing (BPO)

Part of HR functions are outsourced.

3. Total HR Outsourcing

The entire HR function is run by the host service provider.

Forces for driving HR outsourcing

In an organization HR function is vital and it may go through certain critical circumstances where organization forced to HR functions outsourcing. In situations like followings are reasons to seek HR unit for third party support.

1. High manpower turnover places where difficult to design HR services.

2. To overcomes the difficulties of research finding from public domain

3. Increasing trend of HR Outsourcing and to maintain standards in HR services

4. To suit rapid change in HR strategies

5. To meet the strategical competitor approaches

Outsourcing of HR Services

The following HR services can be outsourced

• Payroll Outsourcing services
• Temporary staffing
• Counseling of employees
• Health care benefits of staff and employees
• Screening the background of candidates
• Managing the performance appraisal system, and much more.

HR outsourcing has the following benefits:

Two main reasons that organizations choose HR outsourcing services functions to cost-effective solutions and saving of time.

An outsource expert will help the firm with compliance related issues to workers’ compensation, health benefits, and other such mandatory issues that deserve dedicated attention and prompt action.

This will, in turn, help the HR internal staff to concentrate better on their jobs at hand. Also since the external agency is experienced and is well aware of handling such issues, solutions will happen faster. All legal issues are handled by the agency as part of human resource outsourcing services.

These expert use their vast knowledge and experience to devise attractive employee retention and benefit packages that are designed keeping in mind the company’s long-term and short-term business goals.

They handle all relevant paperwork pertaining to government rules and regulations, not only for its client but also of the employees of the client company.

Since the HR outsourcing companies work using the latest technology in the HR domain, the client is able to benefit from the automated fast system without having to make any substantial investment in infrastructure, manpower training and even maintenance related issues.

Barriers of HR Outsourcing

Common barriers with outsourcing include:

(a) Lower-than-expected service levels of HRO

(b) Loss of control in relationship may damage company image

(c) High employee turnover at the outsource provider

(d) Difficulties managing the provider, cost may go up in future

(e) Higher-than-expected, hidden and escalating costs;

(f) Employee resistance and demotivating

(g) Cultural differences

 

Future development of HR outsourcing

HRO having various future development Some of them are:

1. Technology:

Technology is one factor that has changed the HRM domain.

Eg - HRIS (Human Resource Information System),

2. Sharing and Learning Relationship

The HRO relationship should encourage a culture of knowledge sharing and mutual learning.

3. Standard maintenance:

External consultants can be consulted to develop performance standards.

4. Skill development of HR Manager Role:

HR managers today need to have multiple skills with knowledge about entire organization scope. 

Conclusion

Like all the other functions in an organization, HR function also going through major changes to abstract more strategic view, developing competencies in line with the company long term business goals.  

There has been increasing demands and suggestions for using new methods for evaluating direct contribution of human resource management services in a company business.

Among these changes human resource outsourcing is an innovative solution whereby a company buys either a part or the full requirements of its human resource services from an external vendor.

Under pressure of globalization and competition, outsourcing of HR services is making steady roads into business process.

(Source 2: managestaff, 2014 available in www.youtube.com)
 

References

Armstrong, Michael;, 2006. A Handbook of Human Resource Managment Practice. 10th ed. London: Kogan Page Limited.

Baldridge, Rebecca;, 2021. Inc.com. [Online]
Available at: https://www.inc.com/hr-outsourcing/best-hr-outsourcing-for-small-business-in-2017.html
[Accessed 02 August 2021].

R Biswas, 2021. YourArticleLibrary. [Online]
Available at: https://www.yourarticlelibrary.com/human-resource-management-2/hr-outsourcing/99683
[Accessed 02 August 2021].

ORGANIZATIONAL CHANGE MANAGEMENT

 

ORGANIZATIONAL CHANGE MANAGEMENT

Every organization will undergo a change at some point to retain in a high competitive environment while improving its efficiency and effectiveness. These changes can be new staff recruitments, new product launches, operating system change, which have significant impact on the journey of the business and all the team members of the business.

 Organizational Change Management (OCM) is the overlook in a changing process to overcome the issues and guiding the employees through it. It is important to learn about what is the change and it process and expectations. Although change is challenging and intimidating in a way it’s a major opportunity for growth for the organization and career advancement for employees as long as you manage and approach it.   

 WHAT IS ORGANIZATIONAL CHANGE MANAGEMENT?

Change is an action taken by organization which reflect or alter major component of its operation, such as its culture, the underlying technologies or infrastructure it uses to operate, or its internal processes.

 Organizational Change Management (OCM) is the process of planning and implementing change in organizations in such a way as to minimize employee resistance and cost to the organization while maximizing the effectiveness.

We can observe three major phases in OCM process.

1.      Preparation

2.      Implementation

3.      Follow up

Many factors cause OCM and most common faced by managers include:

•           New leadership to the company or within its departments

•           Shifts in the organizational team structure

•           The implementation of new technology

•           The adoption of new business models

TYPES OF ORGANIZATIONAL CHANGE

OCM is a board term to think but we can simply segregate all these changes to two major approaches. Some changes are a substantial evolution in the direction of a company while others focusing instead on a small aspect of a firm. So the two types of OCM are adaptive change and transformational change.

Adaptive changes are small, these changes are minor modifications and adjustments that managers fine-tune and implement to execute upon business strategies. Throughout the process, organization may add, subtract, or refine processes.

Eg- Organization is upgrading its computer operating system

Transformational changes have a larger scale and these changes take considerable time and money and need extra energy to implement. These changes involve in shift in mission and strategy, company or team structure, people and organizational performance, or business processes. Companies has to make transformational changes to respond to external environment issues like new competitor entrance or changes in suppliers ect.

Many changes will fall somewhere between adaptive and transformational changes. For this reason, managers need to understand that the change process must be tailored to the unique challenges and demands of each situation.

WHY IS ORGANIZATIONAL CHANGE MANAGEMENT IMPORTANT?

Due to followings and many other reasons change is necessary for companies to succeed and grow.

·         In according to the business operating environment changes, it ensures smooth company transition by saving cost and time

·         This drive the successful adoption and usage of resources in the business

·         It allows employees to understand and commit to the shift and work effectively

·         Result employee motivation and skill development and better working environment

Simply, a lack of effective change management can lead the organization to fail.

PREPARING FOR ORGANIZATIONAL CHANGE

To prepare for an organizational change, it’s important to understand the shape of change and why it is critical and deliver the message within the organization.  It is important to have a clear explains how the business and its employees, customers, and constituencies will be affected.

Then, implements a plan that clearly articulates and measures success with explanations. It is important to ensure that this change plan align with the business goals and organization sustainability. Early attentions over the challenges may arise and be prepared with flexible answers. Celebrating victories along the way will keep the motivation.  

After successfully executed it’s not the end and still you have to be alert about outcomes and keep the employee aligned to it and adjust the business practices and goals accordingly.

DEVELOPING THE SKILLS, YOU NEED TO MANAGE ORGANIZATIONAL CHANGE

Within the organizational change process, each and every level of people have different goals and tasks to perform and many staff members may have heavy detail work with longer tenors.

To carry out the change process, it is important to set skills leaders to lead the process and these leaders have to be courageous by taking on risk and set examples for the rest. They should clearly articulate the big picture to the company while assisting others for the transitions.  it’s the primary responsibility of a manager to know how to design, direct, and shape change processes.

To achieve a successful change process, you must develop following skills within manager’s level.

·         Clear and effective communication skills

·         Listening skills, to their team and colleagues

·         A highly developed level of emotional intelligence

·         Strong organizational skills

·         Judgment skills for factors

·         Problem-solving and decision-making skills

·         Delegating skills

Many managers experience organizational change throughout their careers. By learning how to preempt and address the challenges associated with change, you can ensure you’re equipped with the skills and knowledge needed to manage it.

Conclusion

Organizational change is necessary for companies to succeed and grow. Change management drives the successful adoption and usage of change within the business. It allows employees to understand and commit to the shift and work effectively during it.

Much has been written about the nature of change and the best methods to manage it. Based on the facts that I stated, hope you have a better understanding of the steps that must be taken to ensure that change efforts and to manage the impact.

In sum, the framework for Organization Change Management provides a powerful and useful overall effort for ensuring success in an organization.

In this article, I examined five of the most well known and popular models of the change process: Lewin’s three-step model, Kotter’s eight-step plan, Harris’s five-phase model, Fullan’s change themes set, and Greiner’s six-phase process.

 

(Source : gavinweddell.com, 2011 available in www.youtube.com)

References

Armstrong, Michael;, 2006. A Handbook of Human Resource Managment Practice. 10th ed. London: Kogan Page Limited.

Kritsonis, Alicia, 2005. Comparision of Change Theories. INTERNATIONAL JOURNAL OF MANAGEMENT, BUSINESS, AND ADMINISTRATION, 8(2005), pp. 1-2.

Techtargetcontributor, 2009. TechTarget. [Online]
Available at: https://searchcio.techtarget.com/definition/organizational-change-management-OCM
[Accessed 31 JULY 2021].

Udoh, U., 2018. Researchgate. [Online]
Available at: https://www.researchgate.net/publication/327825560_Job_Analysis_and_Design
[Accessed 10 August 2021].

Employee Relations

 

Employee Relations

 

What Does 'Employee Relations' Mean?

Simply the process or effort of the company to manage relationship between employers and employees.

‘The approaches and methods adopted by employers to deal with employees either collectively through their trade unions or individually.’ (Armstrong, 2017)

An organization with a good employee relation put fair and consistent action to all employee’s expectations so they will be committed to their jobs and loyal to the company and it prevent and resolve problems arising.

In general, this is the interrelationship between employers and employees.

‘In general [the employee relations agenda] is no longer about trade unions. There is more emphasis on direct communication, managing organisational change and involving and motivating staff. Issues about work–life balance and the war for talent reflect a changing workforce with changing expectations.’ (CIPD, 2005; pp.3–4)

Employee Relations: unitary or pluralist?

Unitary means employers and employees are in same concern and interest. Management believes that it is the rule-making authority tends to view the enterprise as a one source of authority one focus of loyalty to the organization.

Notion of ‘mutuality’ (Walton, 1985)

Getting the message across that ‘we are all in this together’ and that the interests of management and employees coincide

Pluralists reject the idea of unitary as ‘naive, unrealistic and against the interests of the employee’ (Armstrong, 2017)

 Pluralism acknowledge that a number of competing interest groups will be allowed to share power. In this sense, pluralism is considered a key element of democracy.

Approaches to Employment Relations Policy

There are 04 main approaches to ER and details below

Ø  Adversarial: the organization decides what it wants to do, and employees are expected to fit in. Employees only exercise power by refusing to cooperate.

Ø  Traditional: a good day-to-day working relationship but management proposes and the workforce reacts through its elected representatives.

Ø  Partnership: the organization involves employees in the drawing up and execution of organization policies, but retains the right to manage.

Ø  Power sharing: employees are involved in both day-to-day and strategic decision making.

Some key Employment Relations Policy considerations

Trade union recognition – Employers policy about trade unions whether trade unions should be recognized or derecognized, which union to deal with for collective bargaining and/or employee representational purposes;

Collective bargaining – Collective bargaining is a process of negotiation between employers and a group of employees aimed at agreements to regulate working salaries, working conditions, benefits, and other aspects of workers' compensation and rights.

Participation and involvement – the extent to which the organization is prepared to give employees a voice on matters that concern them

Important of Employee Relations

The most important part of any business is its people. No business can run effectively without them. People need to communicate and work to get their job done and they don’t like to work alone.

Employers need to manage relationships in the workplace to keep the business functioning smoothly, avoid problems, and make sure employees are performing at their best.

Employee relationship plans are an important part of a human resource strategy of an organization and designed with the purpose of most effective use of people to accomplish the organization's mission and this will result competitive edge in the market place. 

Human resource strategies are deliberate plans and program companies use to help them work on issues affecting employees, such as pay and benefits, supporting work-life balance, and safe working conditions.

One of the most effective way is that places a high value on employees as stakeholders in the business who are affected by its success or failure then they feel more valued for the job they do.

Conclusions

Strong and effective employee relations generally lead to a better performing organization. Employees want a culture where they are comfortable with each other, share a good rapport and work in close coordination towards a common objective. A healthy employee relation promotes a positive workplace and employees feel happy and satisfied at work. They look forward to going to work and contributing to the mission, vision and goals of their employer.

                                (Source: GreggU, 2017 available in www.youtube.com)

References

Admin, 2021. HRAFFILIATES. [Online]
Available at: https://hraffiliates.com/strategy-for-effective-employee-relations/
[Accessed 28 July 2021].

Armstrong, Michael;, 2006. A Handbook of Human Resource Managment Practice. 10th ed. London: Kogan Page Limited.