HR Competency Journal
APPLY: HR Competency Journal.
Review Figure 1.3, Competencies and Behaviors for HR Professionals
HR Competency Journal
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HR Competency Journal
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| HR Competency | Observed Behavior | How the behavior demonstrates the competency |
| Consultation | I keep thinking that event-planning companies must have HR professionals with high regard for resource and people management. For instance, an upcoming event would require the HR manager to ensure event planning has adequate resources put in place to implement all client’s specifications and requirements. They also must ensure availability and adequacy of the workforce for high and quality performance. | In such a scenario, HR professionals offer consultative and exemplary coaching skills to employees involved in event planning. Secondly, the mandate to ensure the availability of resources and staff as well as adequacy to perform all activities efficiently indicates active employee and people management skills, which utterly align with the consultation competency (Mariappanadar, 2019). |
| Organizational leadership and navigation | I once attended a graduation event for men who had completed a program on masculinity. The event occurred consistently with an effective transition of activities. I saw a team responsible for media, photography; some were ushers, and some teams accountable for entertainment. Interestingly the graduating men were 600 and were categorized according to their bases with lead facilitators from the organization. | This graduation ceremony was a success, and the organization received many praises. Timekeeping was observed, and all activities planned were executed. This shows how employees worked in collaboration with teams assigned diverse tasks. This event is an example of fostering collaboration by the HR manager in the offices and effective leadership. |
| Communications | I remember once visiting my friend in his working place and noticing something unique about how employees communicated amongst each other and with their HR manager. My friend was supposed to ask for an emergency brake, and I saw him conversing with the HR manager as they walked down the stairs. When I asked him, how that happened, he replied, the manager is free with his employees and makes time to speak with them and to know them on a personal level. | Most employees complain how rigid their HR managers are and communicating with them becomes challenging. However, this situation shows how effective communication is perceived and facilitated in the office. Having HR managers taking an interest in personal growth among employees individually portrays not only effective but also open top-down communication. |
| Global and Cultural Effectiveness | Almost all organizations I have worked for highly value cultural diversity and inclusivity as work colleagues are from different backgrounds, ethnicities, sexes, and social status. Interestingly, these companies have expansion strategies abroad; for that reason, inclusivity and diversity is an integral aspect. | Having employees from diverse cultures and ethnicities working harmoniously in an organization is an example of high-level inclusion and diversity facilitated by the HR department (Mariappanadar, 2019). Besides, the selection and hiring processes are cultural-responsive showing how cultural competent the HR department is in an organization. Expansion strategies align with global aspects as the organization works effectively with diverse and new cultures, seen in different countries. Therefore inclusivity, diversity, and global expansion strategies help align this scenario with the competency. |
| Ethical Practice | In my organization, working in the Communication and Marketing departments, we are required to mobilize customers and use customer database that encompasses clients’ names, mobile contacts, emails, addresses, and financial transaction details. My colleague tried sharing the database with his friend in a competitor business. However, he used the corporate email, hence was tracked, fined heavily, and working contract terminated. | From this scenario, my colleague was fired based on breaching corporate confidentiality and professional integrity policies. This scenario shows the importance of high-levels of privacy, as well as exemplary behavioral and professional integrity among employees. These behaviors are examples of ethical practices in the workplace, whereby employee actions must be ethical, align with legal standards, and take responsibility for any mistakes. It is the mandate of the HD department to ensure this takes ethics and legal compliance are practiced in an organization (Mariappanadar, 2019).
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Reference
Mariappanadar, S. (2019). Sustainable Human Resource Management: Strategies, Practices and Challenges. London: Macmillan International.
