;It is the people within a business that makes the business profitable. Human Resource Managers (HRM) and managers hold the intricate responsibility of aligning candidates with the appropriate job. This requires HRM’s and members of management to view people as human assets, not liabilities to the business.
HRM’s assist manager’s by suggesting how the company wishes to manage people as business resources from a profitable perspective. Their job responsibilities include managing, recruiting, and hiring employees. HRM’s are also responsible for enforcing federal laws, employee benefits, training, and development strategies. Companies are now looking at HRM’s as a consultant to the manager, not workers in an isolated capacity. An HRM is utilized as strategic partners to managers, they advocate to employees, and are the champion of change within an organization.
There are nine areas of competency in human capital management, according to the SHRM HR Competency Model. Each of the nine competencies have proficiency standards for four career levels; Early, Mid, Senior, & Executive. The proficiency standard for each career level gives an example of where the candidate should be from an experience perspective. SHRM’s Elements for HR Success comprises nine …show more content…
I’ve managed for many years, not fully aware the HR professional job responsibilities. After reading SHRM’s Competency Model, I hope to be able to operate fully in all nine competencies before graduation. I hope to grasp a vast knowledge of HR and the systems that makes a HR professional successful. I would like to spend more time in the areas of Leadership Navigation, Critical Evaluation, and Business Acumen. I chose these areas primarily, because these are the areas that I’ve had the lease experience in working. In order to be a successful HRM, I believe these are 3 areas that need to be mastered before moving up or managing in the HR
HRM’s assist manager’s by suggesting how the company wishes to manage people as business resources from a profitable perspective. Their job responsibilities include managing, recruiting, and hiring employees. HRM’s are also responsible for enforcing federal laws, employee benefits, training, and development strategies. Companies are now looking at HRM’s as a consultant to the manager, not workers in an isolated capacity. An HRM is utilized as strategic partners to managers, they advocate to employees, and are the champion of change within an organization.
There are nine areas of competency in human capital management, according to the SHRM HR Competency Model. Each of the nine competencies have proficiency standards for four career levels; Early, Mid, Senior, & Executive. The proficiency standard for each career level gives an example of where the candidate should be from an experience perspective. SHRM’s Elements for HR Success comprises nine …show more content…
I’ve managed for many years, not fully aware the HR professional job responsibilities. After reading SHRM’s Competency Model, I hope to be able to operate fully in all nine competencies before graduation. I hope to grasp a vast knowledge of HR and the systems that makes a HR professional successful. I would like to spend more time in the areas of Leadership Navigation, Critical Evaluation, and Business Acumen. I chose these areas primarily, because these are the areas that I’ve had the lease experience in working. In order to be a successful HRM, I believe these are 3 areas that need to be mastered before moving up or managing in the HR