Identify, assess, and evaluate the competencies and skills needed by an HR strategist.© BrainMass Inc. brainmass.com October 25, 2018, 9:57 am ad1c9bdddf
HR strategists need certain competencies to conduct their job to the best of their abilities and effectively. According to the Society for Human Resource Management (SHRM), these HR professionals need the following outlined skills/competencies to complete their responsibilities in hiring the best talent within their organizations:
1) Leadership & Navigation: There is a certain independency and ownership that these HR professionals need to follow through with in selecting ideal candidates for positions within their organizations, as part of the hiring process. HR needs to take initiative in screening and filtering in the final candidates to be interviewed and confirming that these candidates were their final round of potentials to internal stakeholders within their organizations. Otherwise, there would be continuous backlash and even a risk of internal opposition towards final candidates slated for company roles. In summary, developing an HR ...
This solution gives a brief set of skills/competencies that would be useful for HR strategists to have within their respective organizations. Nevertheless, these skills may vary in degree of importance due to the nature of the industry, as well as the global interest of these strategists' organizations.
prepare a presentation and a briefing paper about competency-based HR programs
You represent an HR consulting firm that's responding to an inquiry from the CEO of a medium-size software development company called Stentor. Your firm's Managing Partner has already had an informal meeting with Stentor's CEO and has learned the following:
Stentor has recently come to realize the importance of their human resources to their company's future success and have decided to do something to better integrate their HR organization into their business strategy. Stentor's senior Human Resources executive has informally discussed a competency-based approach to HR management as a means of strategically aligning the HR organization, but is admittedly not an expert on the subject and will need the help of a consulting firm to help "sell" the concept and help with its implementation.
As a preliminary activity to preparing a formal proposal, your firm has been asked to make a presentation to Stentor's top management team, explaining:
- What encompasses a competency-based approach to HR?
- How will such an approach strategically align the HR organization and facilitate the effective implementation of Stentor's business strategy?
- How can the development of a competency-based approach reveal Stentors core competencies? Once identified, how would the HR organization make use of the information about core competencies?
- How would a competency-based approach to HR likely impact Stentor's business performance, both short-term and long-term?
- How would a competency-based approach work and what would be the specific benefits in terms of:
Training and Development, Recruitment and Selection, Compensation and Performance Management and Workforce Planning and Deployment
In addition, develop a formal proposal for consulting services. This should be a written report that conveys the same basic information, but in more detail, as a "leave behind" for Stentor executives.
It should include the following:
- Executive Summary
- Background and Introduction
- Outlining a Competency-Based Approach to HR
- The Benefits of a Competency-Based Approach to HR for Stentor
- Recommended Next Steps for Stentor