Most would agree that the most important asset of any business, is its people and their ability to achieve its objectives. Human Resource best practices to manage, train, promote, motivate, compensate, retain, recruit and attract the best employees can give a company a competitive edge.
One important HR best practice is to have clearly defined competencies for each job and to ensure that employees are sufficiently proficient in those competencies to meet the needs and expectations of the business. Competencies are the observable behaviours, knowledge, ability and skills of an employee’s performance in a particular function. In other words, it is more about the “how” they perform the tasks associated with their job than the “what.” Defined competencies for a specific job can include both general competencies, such as “customer service” and functional or technical competencies that are job specific, such as “engineering design.” Defining the specific competencies, along with clear definitions of expected proficiency levels, for each job, can become the backbone of an effective HR management system. Besides the obvious benefits of using for performance evaluation reviews and determining compensation levels, the incorporation of competencies into job descriptions has many other benefits. For example, managers and supervisors can use both job specific and general competences to evaluate potential candidates against open positions. With the right systems in place, management can gain a deeper understanding of the organization’s competency gaps which can be incorporated into training or recruitment programs. This becomes critical as a company grows or when there is a change in strategy. Management can use them to re-organize functional responsibilities within a business unit or across the entire company. Employees can use competencies to self-assess their suitability for open positions, or to help craft their career path within the business. The bottom line is that when employees understand what they need to be good at, how it is measured and how it contributes to the company’s overall success, they become more engaged. And there is nothing more powerful, and competitive than an engaged workforce with clear goals and a common purpose. Bosveld and Associates have formed a strategic alliance with HR Technology Solutions and HRToolbench: HR and Management Consulting combined with a hosted suite of integrated talent management software modules that aligns jobs and employees with business strategy, while building employee engagement through participation and understanding of personal roles.
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April 2019
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