Human Resources Profession Map - Essay Example

HR Profession Map Probably in a presentation that helps HR professionals measure up and understand their core competencies best, the HR profession map is a great reminder of all the things need to be kept in mind while acting as a full scale human resource professional. The map is a circular representation of the key responsibilities of a HR professional. It covers eight behaviors, ten professional areas, and four bands of professional competence in a single diagram. In the map, the core professional areas are placed in the center along with other professional areas surrounding it. While the behaviors outlines the HR professional’s attributes that one needs to develop and use through the work, the bands concentrate on describing the transition from one level of professional competence to another, measuring up the contributions and outcomes of the strategic steps used in each level. The map has two core areas which represent the two core professional areas of HR practices. The first one is named, ‘Insights strategies and solutions’ and is placed at the innermost core, while the second one is the outer core of the map and is named, ‘Leading HR’. ‘Insights strategies and solutions’ concentrates on enriching HR practices by providing all the tools and facts that need to be maintained in the development of a viable HR strategy, solutions to address all issues within the strategy, and insights from external and personal experiences to help reach the right combination of strategy, outcome and solutions. These include measuring up employee and customer profiles and prioritizing political, social, and technical relationships and decisions. The ‘Leading HR’ segment concentrates on qualities required to achieve excellent personal and team leading capabilities. The section also identifies the required solutions to deliver performance and add value to HR teams led and manage HR budgets. For both the core professional areas, the Performance and Rewards band can be tested out at band four. For a senior HR professional, the use of performance and rewards strategies would lead to better performance by the junior members of the HR team. The ‘Insights strategies and solutions’ and ‘Leading HR bands are well addressed by senior HR professionals when they use a performance and rewards approach in determining each step. Insights strategies and solutions For the first core professional area, the performance and rewards strategy can be to call in proposals from team members to analyze, address, and solve a certain HR domain. The proposals that look best fit and complete all the necessary criterion, be it from HR professionals, either from within your team or from another parallel team in the same company, can be rewarded. Leading HR In the second core professional area, unending number of employee issues crop up in a mid-sized company all through the year. Asking team members to review or individually address one or more such issues, not only reduces the chances of other employee issues, but improves performance of your team. You can give an executive reward to the successful candidate, and an expatriate reward to a candidate who is failing multiple number of times. 1000 words A. Three Organization Benefits of Attracting and Retaining A Diverse Workforce Attracting and retaining a diverse workforce is all about giving your organization the benefit of multi-background employees who are competent enough to understand the dynamics of different markets. Three main benefits are as follows: 1. Culture diversity: With different cultural backgrounds, the workplace becomes a lot of fun and an interactive place. Not only do members in the team develop a broad perspective and understand the need to respect the cultural and work values of people from other backgrounds, they also are able to learn from the case studies of previous companies which the employee brings with him, giving him ample scope to develop universal insights. 2. Operation legislations issue: Whether the legislation is directed to diverse workforces or not, by employing a diverse workforce you can avoid many key operation legislation issues at work. 3. Market competitors: With teams with diverse workforce, the company is usually able to benefit from the use of universal strategies developed through insights from multi-cultural workforce, thereby giving you an extra edge over your competitors. The employees who have joined from companies (which are your direct competition) give insights into their working strategies enabling you to predict the next strategic move of your competition. B. Four factors that help An Organization Attract Highflyers It is well known that while detecting great performers is easy, it is difficult to hire them. And in most cases, you fall short in terms of numbers and diversity. The following four factors, however, help you identify and attract highflyers and graduates with not much effort from your end. Environmental organization: Building a reputation in which every customer knows that you are an environmentally conscious and responsible organization derives a separate respect to your brand. Keeping the workplace focused on environmental friendly solutions is a superior work culture, which responsible students and performers appreciate and take interest in working with. Government rules and regulation: Apt application of government rules and regulation in your company’s working is what is going to get you a better recognition in the market. This also applies to hiring processes and is a great tip to make you a hiring winner. Expert Employees: When your interface team is made up of expert employees who enable the candidates to see better opportunities in your firm, the best performers and talented workers automatically feel pulled to your brand. Nationalization programs: Nationalization programs mainly concentrate in improving your brand reputation and take your recruitment process to leading colleges in different parts of the country. C. Three Factors With Determine Your Efforts To Recruitment and Selection Following are the three main actors that would be considered as major determiners of the recruitment and selection process that you will adopt. Supply and demand: From raw materials to human resource, your supply and demand statistics often determine how many new recruits will be taken in during a hiring process. The selection often relies on availability of job openings and suitable candidates of variable experience or educational backgrounds. Market demand of your brand’s products also affects the number of hires in a year. Budget issue: The expected pay per new hire is often the most important determiner of the selection procedure. You have a budget fixed right from the start, which in turn is determined by the present market condition and placement of your brand, and recruits who have similar expectations are in a better position to be hired. Image, branding and reputation: The image and brand reputation of your company decides a great number of aspects in the recruitment and selection process. For example, a brand with great market presence will experience a great inflow of applications and choose and pick the best price, and also offer high salaries. However, a brand with mediocre market reputation has to cleverly determine the offers salary and make it industrially competent and expect to receive mediocre number of applications, out of which it has to select a limited number of best fit candidates. D. Recruitment and Selection Methods Discussed below are three recruitment methods that are commonly used with their benefits. Graphology: With the corporate depending upon graphs and maps to define their strategies and results, it is less than a surprise that graphology is a popular practice in recruitment process. The core competencies and work histories of the employees are plotted on separate graphs and this enables the HR professionals to analyse the different prospects in hand through visual display. Logic and reasoning comes automatically when the various factors included in the three dimensional graphs indicate who the top scorer is. It is an easy mode of determining who would fit the post best and offers an all round comprehensive presentation of the candidate’s profiles. The selection procedure becomes highly optimised towards the company’s goals and work culture. Contingency: Especially important for multi-national companies and large sized businesses, recruitment undertaken on the basis of contingency in terms of country, culture, age, or gender is also popular. The main benefits include the creation of teams with people from different backgrounds and make them work together in a broad minded set-up. This allows enriching of roles and positions, thereby, improving and often changing the company’s internal and external image. Best Fit: This recruitment strategy is flexible and does not require the above two methods. The strategy instead relies on the type of opening present and the specific requirements and may often regard profiles that seem best fit only. Since the criterion is fixed at the start of the recruitment process, it becomes easy for the HR professionals to prioritise on aspects of the opening that are more crucial to other details like background or skills. Best fit always hires candidates who are found to align to the individual goals of the job opening and the company. And in cases where the turn-out is less, best fit allows the company to hire out of available candidates and does not leave any post empty. How can HR Ensure Best Service Delivery From Their End? Every HR has to look into different priorities of service users who are dependent on the HR team to fulfill their duties. There are HR executives, line managers and other staff in a company who have to deal with the HR on a regular basis and expect ready solutions coming from the HR’s table. In such a case, it is often important to analyse and check for best practices used by a HR himself. While referring back to the HR Profession Map is a great starter, there are other aspects like soft skills and decision making which need to be used to ensure that all the priorities of these sections of the company are met. A HR can hope to accomplish and ensure best services by following a strategic approach. Firstly, the team must identify and understand the key responsibilities it is expected to perform with respect to the staff. The main focus should be on creating an interface with the other members of the staff which is smooth, communicative, and extremely proactive. The HR must use a combination of analytical and behavioral skills that will help get the job done fast and efficient, while it should itself ensure that communications are completed without any flaw. This way, they will be able to meet the individual expectations of members of internal staff who work in tandem with the HR. Here is a quick look at how HR can achieve effective services delivery by focusing on individual responsibilities that are referred to as key components in service delivery. Here is a quick look at each one of them: Key Components Description: 1. Building and maintaining good relationships From within the company to outside the company, the HR has to build and maintain good relationships. They have to renew lost contacts and maintain steady day-to-day understanding with employees, clients and recruits, to ensure that the company’s reputation is intact. They may do so by regular e-mailing, phone calls, and visits. 2. Handling and resolving complaints In the process of fulfilling HR duties, the team has to handle and resolve complaints by logical analysis and presentations of facts to concerned individuals. The aim should be to obtain peaceful understanding from all parties involved in negotiations. 3. Dealing with difficult customers Customer centric approach is very important in the field of HR and individual study of the customer’s nature and preferences help the HR deliver great services. They end up building longstanding relationships. 4. Timely service delivery Setting up calendar reminders and alerts is a great way to ensure that all the service deliveries are completed in time. They can also effectively schedule meetings and rosters through the use of notices and schedulers. 5. Budget implications Keeping the budget implications of every process undertaken by the management is important and HR can do that by using software that generate instant analytical reports and keep the concerned teams informed about any indications of overbudget from the software. 6. Continuous improvements To keep the team continuously improving, the HR has to upgrade its practices and habits continuously. Dynamism at work and the willingness to change and adapt according to team requirements automatically inspires and enthuses the team to continuously improve at work. Read More