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].