The Important Competencies Surveyed in the HR Assessment

Reflection Paper HUMAN RESOURSES MANAGEMENT: MGMT 300 by March 25, 2008 Human Resources is a complicated blend of various competencies each requiring a deep awareness of best business practices, a well-developed lexicon of human interaction and prodigious social and interpersonal skills. The learning resources offered in this class has provided significant perspective on these various aspects of the attendant competencies, and will assist me significantly in future employment opportunities. In this reflection, I will briefly review some of the important competencies surveyed in the HR Assessment in terms of what I was able to learn and how it might help me in the future.
It was clear from the learning module that HR is not just about making sure people get paid and "planning the company picnic." In fact, many of the roles traditionally thought to be part of HR, such as performance evaluation and compensation review, are really left for the direct-supervisor of an employee. This is important because it shifts the focus in the day-to-day activities from the base employee-level to supervisor and middle management and as such, one’s skills should be geared to dealing with supervisors. Recognizing the strategic business role that HR plays and "seeing the big picture" of HR within an organization is an important lesson going forward and I believe that such an appreciation will be welcomed and respected by my future employers.
Another important learning outcome was the function that the High-Powered Work System of (HPWS) had in guiding HR practices, specifically Staffing and Compensation. Leveraging technology in combination with organizational structure is an essential aspect to the HPWS and as a consequence Human Resources. How to utilize those technologies and developing a structure that seeks to integrate those technologies in a human resources capacity will be an important part of my Human Resources philosophy.
Workplace Diversity is more about thriving in a globalized market than achieving Equal Opportunity employment practices. It is about anticipating the needs of an organization responding to rapidly changing demographics, and knowing what steps need to be taken to adjust appropriately. HR Representatives must maintain an appreciation of the globalizing trends in the world economy today if they are committed to strategically positioning their companies.
In meeting the needs of an organization, the primary task for the HR representative is job-analysis. This means close scrutiny needs to be applied in all facets of recruiting, placement, performance appraisals and labor relations. Job analysis is a fundamental tool for the HR representative and he or she must work closely with supervisors to constantly assess and reassess those job needs. Failure to maintain those intimate relationships can lead to lost profits, disgruntled or disappointed employees or layoffs. One aspect of this that was particularly enlightening is the discussion about Training and Development and their respective differences. It was clear from the discussion that both are essential in facilitating a healthy and productive workforce. Though companies are quick to cut training programs from their expenditures, it is clear that such a move comes at their own peril. Advocating an active training and development program will be a priority in my future HR experiences.
One thing that has become explicitly clear in reviewing my HR assessment is the integral nature of the law and legal matters in almost every HR competency. This goes far beyond understanding the rules about office interaction, but is a fundamental aspect of every HR interaction, social, business, financial, compensatory, public and internal. Despite my ability to gain a lot of knowledge in these areas, I feel that one of the most important competencies that I would appreciate learning more about is Human Resources Law. There are ramifications of not understanding the legal implications of HR Law that can be personally and organizationally destructive. Seeking out new resources to develop that competency should be a high priority for every future member of Human Resources.