The History Of The Human Resource Competencies

Published Date: 02 Nov 2017

Introduction:-

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Human resources department focuses on training and qualifying all the hired employees so that their ranking and assessment is done fairly. Projects, professional courses and certifications build up for a better future for an employee in the organization. …………………………………………………………………………………………………………………………………………………………………There are certain terms and conditions in the profession that need to be fulfilled, employees need more training and certifications to be competent enough to deal with all sorts of terms and conditions. In today’s changing world of business and employees need to handle more than just the work allotted but also meet more than just the terms and conditions. ……………………………………………………………………………

Human resources department has to fulfill all the terms and conditions of the employees being hired. Terms and conditions can be of various types and the extent to which these terms and conditions can be fulfilled is limited. Not all employees can get what they expect but will get what they deserve. ……………………………………………………………………………………………………………………………………………………………..

In a firm, when the human resources people are unable to handle or not efficiently able to handle the high expectations attached with them, the firm eventually feels the need of downsizing or replacements. And the functions handled by them are also either thought to be automated or the mode of outsourcing is preferred. ……………………………………………………………………………………………………………………..

Today, downsizing and layoffs are considered to be a terrible practice, it has a very negative effect on the other departments and employees, employees tend to lose their faith on the organization and tend to switch to other organizations with higher job security. To overcome this factor the organization should look for the advancement of the human resources department. The companies should look forward to making them prepared to face the challenges in the organization. ……………………...................

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Shift in the business meaning: …………………………………………………………………………………………………………..

Business has become more international; trade is not restricted to just one country or within the country but has come on an international level. There are very high level of opportunities and new markets. And hence these new markets cannot be ignored. A company has no choice but to go international to be in the market and grow. Every opportunity comes with a certain set of risks and challenges. for India the opportunity lies in Russia, china and brazil the BRIC countries. …………………………………………………………..

World today has to become a single market, global market. All countries trade with each other to bring a balance between the lack of resources and lack of money. Countries help each other to build up by fulfilling each other needs. …………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………..………………………………………………………………………………………

There are various kinds of issues in international trade, issues like: ………………………………………………………….

-Tariff and non tariff barriers ………………………………………………………………………………………………………………

-exchanged rates …………………………………………………………………………………………………………………………………

-distribution ………………………………………………………………………………………………………………………………………..

-trade barriers ………………………………………………………………………………………………………………………………………

These issues vary from country to country, as the government rules and regulations and trade policies have different levels of strictness in different countries and systems. …………………………………………………..

Another criterion of concern that can make business very easy or very difficult is technology. Technology is ever changing and very expensive at times. Technology is of great use when it comes to overseas trade, it makes the communication very convenient, the distances do not matter due to easily available mode of communication through video chatting and e-mails for formal communication. Technology has improved and increased the following:

-Accessibility ……………………………………………………………………………………………………………………………………………

- Visibility ………………………………………

-Connection ………………………………………………………………………………………………………………………………………………

Due to the technological advancements the world trade has become more transparent in terms of terms and conditions of trade to all the participants and aspiring players. The communication gap has decreased drastically leading to make the world smaller and changing rapidly in terms of up gradations in trade. ………………………………………………………………………………………………………………………………………………………………….

Employees today have very high expectations as they are gaining in terms of excellent skill-sets and education. Also the consumers or the customers have become highly conscious of the brands that they buy and the products they use. They have become extremely informed and brand conscious. Majority of the customers today have read or reviewed the product that they are going to buy before they make the actual purchase. This is a result of the increased literacy level in the customers. They even demand the new technologies and that too in a cost effective product.

The market has become consumer driven to a very high extent; they have many choices in the form of new products. More advanced and cost-effective.and with greater number of choices comes greater efforts to be put in from the product and marketing team. And these teams need motivation in terms of money, guidance and appreciation in post, promotions and bonuses.

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These teams are focused on not only bringing financial profit but to create a value that is intangible. Competitors are focused on different aspects of a product: ……………………………………………………………………

-price

-innovations

-design and functions

-esthetics

The fate of a product is beyond the control of any individual or a single company. The results turn out to be predictable or unpredictable, as there might be many launches together at the same time, or striking similarities between products or almost same pricing. These factors divide the sales amongst all the players. Even though the sale is divided amongst various players, it does not mean that the product

lacked anything, but there were many other products that were equally competent. ……………………………………………………………………………………………………………………………………………………………

There are many types of analysis being done on the trends and implications on the business of the extensive spending done for the products. These factors affect the various important decisions of the firm like: ………………………………………………………………………………………………………………………………………………

-how to fund a firm? ………………………………………………………………………………………………………………………………

-how to position a firm? ……………………………………………………………………………………………………………………..

-how to project the firm in the consumers mind? ………………………………………………………………………………..

-how to engineer and design? ……………………………………………………………………………………………………………..

-how to deliver products? …………………………………………………………………………………………………………………..

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Human resources patrimony was to observe all the terms and conditions that are stipulated in the industry, and to formulate the design of the systems to be followed and the hierarchical shape of the firm. This means that human resources managers have to be keen observers and should be highly involved in the very functional structure of the firm’s production and strategy formulations. Human resources is asked to help in completing the businesses by observing the present scenarios and working out the perfect scene. And for this they need to understand and adapt to new strategies and business processes to specifically cater to the needs of individual businesses. …………………………………………

To understand the needs of the changing business environment, they also must understand the impact of technological development on the face of business. Human resources need to know about the technologies being presently used. The technologies in the market that is more efficient than the present ones, can be replaced with not much of a cost difference. For this they need to be constantly upgraded technologically as well as keep a track of better business processes and manufacturing method that helps their team perform better and produce larger batches. ……………………….......................

An overview of the HR competencies: ……………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………

As discusses above there are several changes in the business scenario and the business environment, so to accommodate the changes the human resources team should develop new competencies that help them do it easily. The practices of trade need to change as the whole procedure has changed, the practices that were functional earlier cannot be put to use in today’s time as there is a vast gap between the technology and work culture since then.

I have observed the human resources competencies over 20 years and now and I could gather that competencies have shifted to accommodate and respond in accordance with the present business conditions. ……………………………………………………………………………………………………………………………………….

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Human resources competencies core: ……………………………………………………………………………...................

Human resources is responsible for assessing and rating all the employees on the basis of their performance and organizational behavior. Human resources competencies help them do so by judging the criteria for rating and assessing their performance. The quality of the human resources employees need to fulfill a particular criterion for being called qualified for the job. The quality of the employees is justified by the assessment results that they achieve.

The quality of the human resources competencies is dependent on various factors that are to be rated in the assessment process. The assessment process is done on a regular basis to find the consistency of the employee over the period of time. The quality should remain the same throughout and should not change separated with time. Assessment has various characteristics on which the process is taken forward, like the dedication of the employee, performance index of the employees, work hours, work

behavior, work culture, team-work, overtime and flexibility. Such criteria define how deserving the candidate is. It also highlights the performance and the quality of the employee through a fair and mapped process of uniformity for all the employees which is consistent and well-accepted by all employees as it’s the most widely accepted and trusted method of being judged. ………………………………………………………………………………………………………………………………………………………………….

Competence is the limit of a lone individual to do some work honestly. A competency is an arranged of depicted leads that give a structured guide engaging the recognizing confirmation, evaluation and base of the behaviors in exceptional laborers. The articulation "fitness" first appeared in an article made by R.W. White in 1959 as a consideration for display creates. Later, in 1970, Craig C. Lundberg differentiated the musing in "Planning the Executive Development plan". David McClelland, Ph.D. created a central paper entitled, "the checkup was in context of Intellect". It was once shown by friend Mcdor & Company (Currently the "Hay Group") copartner Richard Boyatzis and various others, for instance T.F. Gilbert (1978) who used the thought as a part of relationship to show change. Its use moves widely, which facilitates noteworthy confusing.

Certain analysts see "expertise" as a mix of studying, aptitudes and direct used to improve show; or as the state or nature of being palatably or generally speaking qualified, having the capacity to perform a specific part. For example, organization competency might consolidate systems thinking and zealous wisdom, and aptitudes in effect and plan. Competency is in like manner used as a more general delineation of the necessities of simple mortals in aggregations and neighborhoods. ………………………

Competency is sometimes probability of as being shown in development in a situation and setting that may be unique this time a distinctive should act. In emergencies, apt people may react to a situation going with behaviors they have already uncovered to succeed. To be skilled a single may need to have the ability to unravel the situation in the association and to have a gathering of possible developments to take and have ready in the possible exercises in the accumulation, if this is imperative. Regardless of getting ready, competency may improve through experience and the level of a specific individual to study and modify. …,………………………………………………………………………………………………………………………

The study showed amassing for the levels of capacity in competency growth. The causative contemplating this dialect of levels of competency may be recognized in their paper on Calculative Rationality titled, "From Socrates to Expert Systems: The Limits and Dangers of Calculative Rationality". The five levels proposed by Dreyfus were:

Learner: Rule-based control, firmly obliged and unbending

Encountered Beginner: Incorporates parts of the scenario

Ace: Acting deliberately from long enduring targets and plans

Decently versed master: Sees the scenario generally and acts from single conviction

Expert: Has a consistent discernment of the scenario and zooms in on the part of the way views

The method of competency movement is a significant secured strategy of doing and reflecting. As limits have an association with occupation and furthermore conglomerations, significant secured competency base is interfaced with single movement as an administration supposed. And it needs a nature's space, where the guidelines are urgent to advance youngsters, yet individuals at a more moved level of competency will deliberately break the guidelines if the scenarios necessities it. This environment is synonymously portrayed utilizing terms case in point thinking about mixture, qualified information creation, self-structuring and empowerment.

Inside a particular conglomeration or virtuoso neighborhood, ace competency, is an incredible part of the time respected. They are usually the same capabilities that must be demonstrated in an occupation assembling. However today there is another route of taking a gander at it: that there are general territories of word distinguished competency might have done well to hold a post, or get an announcement. For all syntheses and neighborhoods there is an organized of nexus assignments that capable individuals need to give to dependably.

For a school single, for instance, the basic assignments could be:

-Managing hypothesis

-Managing routines

-Managing the qualified informative data of the assignment

The four general zones of competency are:

Essentialness Competency: The single looked into must can relate to the reason obsolete molded or assemble and act from the slanted to fate consistent with the qualities of the mixture or bundle. ……...

Companionship Competency: The capability to make and nurture fellowships with the stakeholders of the crux errands must be exhibited. ………………………………………………………………………………………………………

Centering in on Competency: The single look into the matter must make and search for scenarios that make it conceivable to examine different boulevards acknowledging the set of happens that make it conceivable to satisfy the fundamental assignments and recognize the encounter. …………………………….

Change Competency: The single explored must can act in new ways when it will expose the reason out of date or cluster and make the slanted to destiny spring up. ………………………………………………………………

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Implications of the competencies on the human resources professionals: …………………………………………….

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Self doubt turns into self confidence: human resources is considered to be full of politics and bureaucracy, but this assessment reinsures the human resources professionals that they are an integral part of the firm, and they hold equal importance in the functioning and strategy making of a firm.

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Accountability is shared with the firm and its people: the human resources department people and the other departments that were non-human resources were recorded for their response towards benefits to the employees, credits and bonuses, appreciation modes etc. the non-human resources department people wanted them to be more knowledgeable about the consumer end, knowing about their needs and being more aligned with the whole business process. There was a difference of perception in the employees and the human resources department in the context of hiring and then imparting training to the employees being hired. ……………………………………………………………………………………………………………………..

Towards collaboration from diplomacy: the people in the organization perceive the hr department to be full of politics and favors. they want them to be more integral in terms of their work and not mix their personal relations or favoritism with the appraisals. They should be clean and non-biased while accrediting the employees irrespective of their rapport with the other employees. Work should be graded ethically, and everyone should have that basic ethical nature in their mind and should practice it everytime they assess someone. …………………………………………………………………………………………………………..

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Define value in a broader way: the perception of value is as an intangible benefit to the customer but mere definition cannot give an inside view of what the customer actually wants from you. The human resources department should have both and inside and outside idea of what the customer desires. They should also focus on the customer needs and map them and help the line managers. It is not just the consumers but also the fund givers or the investors, the target groups to be attended and the community to be served. All these people are the key to the success of the firm and these all people need to be given attention and importance.

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An HR manager should be both transactional and transformational: …………………………………………………

An employee needs both money and appreciation for his/her hard work like any other human. A human resources manager should be a constant motivator and mentor who helps the employees to achieve maximum and should also keep in mind that they are also humans who’s ultimate goal is to earn money good enough to satisfy his/her personal and family needs. And this can be done only by appreciating the employees by good words, bonuses, promotions, rewards etc. their work should be noticed and credited so as to encourage them to work hard and strive for higher targets. ……………………………………………………….

Organization and employees NOT organizations/employees: ……………………………………………………………..

A manager who only has a profit motive or only has a employee-benefit motive is not a perfect manager as he is not fulfilling both the aspects of being a manager. A manager should give importance to both his people and the goal that it is working forward to. People should not be ignored as they are the key to the result and they give their patience and dedication to the whole process of functioning of the firm. At the same time the profit should not be ignored at all as the organization and the people are both dependent on the earning o f the firm without hitch the company cannot survive at all. so concentrating on just one cannot let you achieve both and succeed in the market.

Individual and group thinking: …………………………………………………………………………………………………………….

It’s a common saying that the manager should lead and not be led but there should be a perfect blend and balance of opinions in the decision making process. More the minds, higher the number of ideas and suggestions. A manager should listen to everyone’s point of view, respect and appreciate them and give them a fair thought. But he should also have a mind of his own to follow, he should just not be nodding to others point of views and accept them without giving a thorough thought. …………………………………………

Pay attention to your personal growth: ……………………………………………………………………………………………….

A person who does not pay attention to his own thoughts becomes a slave of others thoughts and hence is unable to give his full attention to anything in his life. A manager needs to constantly grow and analyze himself. His strengths, weaknesses, opportunities and hitches should be measured too. Everything in his life should be paid attention to succeed. One who ignores himself and his thought does not have a personality of his own and his words lack impact and effectiveness that can drive the people under him.

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Conclusion: ………………………………………………………………………………………………………………………………………………

We can gather from the above study that the roles of the human resources department are shifting from just clerical work to implementing strategies and helping in the functions of the business. So a manager constantly need to evolve and learn new techniques and technologies of management and instill them in his regular functioning so as to succeed and satisfy his people and organization.

Also, the image of human resources as being political or clerical part of the firm needs to be broken down by changing the min sets of the non-human resources people in the organization. So that the human resources department gains respect and is involved on the major functioning of the firm.