Definition of Problem
Human resource of an organization is facing a problem of retaining and recruiting right people with right required set of competencies. The paper is aimed to focus on current issues and domains of Human resources and to carefully investigate the need and impact of new strategies and techniques of HRM on the success of business. The topic chose to be discussed in details is “Competency” in order do an in depth study on this topic two articles; one from journal and other from HR magazine have been selected. The world of business is changing at an exceptional rate and therefore the responsibilities of HRPs have been increasing day by day. Researchers have shown that HRPs cannot excel with traditional approaches of HRM because the marketplace is now being faced with cutthroat competition in terms of human capital, technology and set of competencies and skills being used to become a market leader.
Summary of Previous Investigations
The role of HRM has become more demanding and strategic in the overall success of the organization. HRPs need to bring changes in their traditional roles and therefore new set of competencies are required to make human capital more productive and proactive. Many researches and studies have been carried out to formulate new and competitive set of competencies and models. An article from the journal of research in business addresses the emerging needs of new and modified competency models for HRM in order to perform strategically and productively. The article talks about different models of competency, the international HRM and its upcoming challenges and implications.
Article highlights about HR practices of different countries and emphasizes that HRPs need to modify their traditional administrative roles to more strategic participation in the process of success.
Different definitions of competency have been narrated and concluded that competency is the minimum required set of skills, abilities and knowledge possess by an individual in order to perform the assigned job in an effective manner. Article says that not only the roles of HR have been modified but also the structure and design of organizations need be changed according to the challenges and complexity faced by organizations. Article suggests that new competency models can be very helpful to design plans for every individual, setting appropriate training techniques, carrying out effective recruitment, selection and orientation of the staff, formulating proficient job specifications and descriptions and finally these models can very helpful to conduct appraisal and performance management.
An article from HR magazine has been selected on the same topic and it says that six broad competencies are required by HRPSs to become high class performers these six classes are: credible activist, cultural steward, ability to manage talent, strategic architect, business ally, and operational executor. Each of these competencies is further divided into its elements that give an extensive elaboration on the importance of these competencies for the overall success of business.
The article from journal emphasizes on the competency models both for local and global businesses, whereas the article of magazine laid emphasis on six broad competencies and considered them as a smart way to achieve business goals.
Identification
Both the articles only focus mainly on the importance of the competencies and concluded that organizations can only survive if they have defined set of competencies for their employees to grow personally and professionally. Articles lack the sight of other important domains of HRM which are very vital for the success of the organizations like training and technically development, employee satisfaction, compensation management and employment branding. Although both the articles have a consistent flow of discussion on new and modified set of competencies.
Recommendations
In the conclusion, I completely agree with the fact that organizations strongly need to implement and introduce new and competitive competency models and detailed elements of competency skills in order to make every step of human resource development perfect. The world of business is changing at a rapid pace and the role of HRM is turning more and more strategic in nature. HR should act like a backbone of the organization and therefore new and improved set of competencies and models should be implemented. Human capital is the strongest asset of an organization and therefore should be capitalize in an effective way which can only be possible if a defined set of competencies would be used by the HRPs to improve every step in the development of human capital. Organizations need to pay special attention to enforce upgraded competency models to facilitate the flow of work in organization. A competitive workforce is the key to survive in today’s business environment so proper training and assistance of the workforce can only be done if standardized set of competencies and models will be implemented.
