Human Resource Management College Assignment

College
Assignment
Miscellaneous
Pages 6 (1506 words)
Download 0
Introduction: The primary aim of this assignment is to design and develop a HR competency model with key result areas and metrics for the roles of an Employee advocate, Strategic partner, Functional Expert, Human Capital developer, Leader and Change agent…

Introduction

(Module 3, p 2). As stated in Module 3, a competency is "a collection of related knowledge, abilities, skills and/or attitudes (KASAs) that collectively produce a desired level of performance in a given area of responsibility" (p. 5-6). The paper will discuss competency and metrics for the six different roles mentioned above in relation to the organization I work for. It will explain the nature of the role and focus on the performance deliverables and areas of improvement, which in turn enables in reaching the organization's goals.
HR Competency model. Employee retention, satisfaction and growth have always received high priority in my organization primarily because of the huge manpower required to sustain business. The work force is divided in terms of the service provided for various clients and each division reports to a line manager. The functions of a HR employee are extremely challenging and offer enormous scope for growth and innovation, commanding expertise and discipline in every action. The six roles mentioned above are discussed with competencies, challenges and deliverables below.
Employee Advocate: The Dell services division of the organization has 600 employees under its wing, provides online, and voice support to Dell's customers. ...
Download paper
Not exactly what you need?

Related papers

Human Resource Management Assignment
No human would be willing to work with frustrated aspirations or stunted and suppressed feelings. Thus it becomes incumbent on an organization to nurture and develop the feelings, aspirations, emotions of its employees. This is the traditional function of the human resource management function in any organization. Present day literature, however lays more emphasis on strategic human resource…
Human Resource Management College Assignment
(Module 3, p 2). As stated in Module 3, a competency is "a collection of related knowledge, abilities, skills and/or attitudes (KASAs) that collectively produce a desired level of performance in a given area of responsibility" (p. 5-6). The paper will discuss competency and metrics for the six different roles mentioned above in relation to the organization I work for. It will explain the nature of…
Human Resource Management Tasks and Functions
Aiming to enable the organization to achieve its strategic goals by attracting, retaining and developing employees, Human Resource Management functions as the link between the organization and the employees. A company should first become aware of the needs of its employees, and at a later stage, understand and evaluate these needs in order to make its employees perceive their job as a part of…
Strategic Human Resource Management College Case Study
It is possible to say that performance management is a central tool used by both companies to meet business objectives and goals. Performance management allows different companies to balance the need to embed processes with the need to be flexible and adaptive to changing circumstances. According to Greer (2000) management often supplements performance management by competency frameworks;…
Strategic Human Resource Management Assignment
HRM assumes strategic importance when there is a need for employee commitment to strategic goals concerning efficiency, quality and innovation. A key policy goal underpinning HRM practice is to "maximize organizational integration" (Guest, 1988), where strategic integration refers to "the ability of the organization to integrate HRM issues into its strategic plans" (Guest, 1989). This paper is…
Human Resource Management College Case Study
Management of performance starts with recruitment and selection of the right person for the right job goes through the training and development of the employee and finally appraising him. Just because employees have the ability to do the job does not ensure that they will perform satisfactorily. A critical dimension of their effectiveness is their willingness to exert high energy levels - their…
Human Resource Management College Essay
Pearson says, "Many individuals when first looking at a labor market are faced with such questions as; what labor market(s) are we in, what competitors do we have to worry about, where do we get our future recruits, and what part(s) of the labor market should we be monitoring" (Pearson 83).…