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Developing HR Competencies

The HR e-Career Fair is still ongoing until next year. 
This blogpost will try to help those of you who are just getting started in this industry.
(May help those who are already in the industries too!)


How can HR develop their competencies?

Competencies are the abilities and characteristics of an individual possess to do the job properly and using it in appropriate ways to achieve the desired results.

In HRM, there are four essential activities to achieve a high-performance work system to maximize the employee’s skills and commitments: staffing, training and development, motivating and maintaining the high-performance work organisation. Let’s discuss more details in the below section.
 


Staffing: Human resource planning, recruiting and selecting

Human resource planning, recruiting and selecting is designed to ensure that the need for human resources of the organisation will be constant and appropriately met. 

The basic objective of human resource planning is to determine the numbers of employees with the required skills, knowledge and correct attitude to perform the job to achieve and fulfil the organization's goals, objectives and visions. Therefore, the proper utilization of human resources will be the final determination of company success.

In this challenging market, every organisation will attempt to attract, invest, develop, and retain a talented workforce. It is important to adopt a recruitment method, to attract the most qualified candidates to fulfil the current and future workforce needs. Once the required pool of candidates’ database is collected, the selecting process takes place, choosing the right employee through interviews, employment testing and background checks to fill up the vacancies. 

Hence, a proper selection and decision making plays an important part of successful HRM.

Some organisation recruitment activities focused on attracting skilled and experienced employees who are ready to support the customer. Using different internal and external recruitment method, such as through newspaper, internet job posting, outsourcing, campus recruiting or referral scheme.  

The campus recruiting has given the opportunity for students to have a better understanding of some organisation, which also helps to enhance organization's employment reputation in this challenging market.
 


Training and Development: Knowledge, skill and ability (KSA), orientation and manager development 
Employee’s orientation is essential for new employees to understand the organisation policies and procedures, mission statement and familiarizing the workplace.

Human Resources invest heavily in training and development that can benefit the organisations. It not only helps the employee to grow but also increases the competency and productivity of the workforce while improving the quality of products and services. 

The aim of management development is to improve the performance of managers by providing knowledge, changing attitudes, or increasing skills levels, thereby improving the performance of each individual. Hence, it is important for the organisation to identify the knowledge, skills, and abilities (KSAs) of each employee.

A successful organisation is always keen in providing different training opportunities for employees to satisfy their growth ambitions which give them a more exciting career path. Providing internal development programmes, such as foundation development, professional development, personal development, and management and leadership development programs. 

All programs are available for different level of employee depending on their job requirements and development needs. These programmes aim to help and enhance the employees' strength and weakness, motivate them to seek opportunities and eliminate internal and external threats.
 


Motivating: Pay and performance appraisal

Performance management consists of the following processes; identify, measure, evaluate and reward employee performance at work.

Performance appraisal is always linked to compensation or reward. It helps the employee to maintain motivation and morale as well as keeping down the employees’ turnover rate. In some organisation, employees are appraised according to the performance management cycles. The objective setting is always planned at the beginning of the year that allows the employee to set their objectives for the coming year. 

During the mid-year review, the appraiser will collect feedback from the employee and assess whether is there any additional amendment required for the objectives. During the year end final appraisal, the appraiser and employee will review the objective set at the beginning of the year. Follow by evaluating the employee’s knowledge, skills and abilities (KSA), and also provide an excellent opportunity to identify their performance, career interest and developmental need. Individual 

Development Plan (IDP) is also part of the performance management; this allows employees to work with the manager to establish three-year development roadmap. With IDP, the manager will identify the employee development needs as well as helping them to move towards the right career path and achieve their development goals.

Employee incentive plans are another way to motivate the employees. Some organisation uses d the long term incentive plan to the executives by giving a free share scheme which represents in between 20% to 50% of the annual variable salary at nominal value. Besides the long-term incentive plan, the organisation has introduced an international employee stock purchase plan, which offered to subscribe the organisation shares at discounted price. 
 

 Maintaining: Workplace, health, safe (WHS), labour, management and relations (LMR), commitments

A strong employee relationship is also an important aspect in every organisation. Code of ethics, fair treatment, healthy and safe working environment and freedom of association are some key criteria to making that possible.

All organisation should provide a healthy and safe environment for all of their employees, minimizing or eliminating all health and safety risks within the workplace. Ergonomics is one good area to focus as most IT oriented company have most of their employees working in the same position for at least six to seven hours a day in front of the computer.

Some organisation constantly provides pieces of advice and handouts to employees on the ergonomics surrounding their computer equipment, to minimize body and eye strain.


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