INTRODUCTION
Human Resource Management (HRM, HR) is
the management of an organization's employees. While human resource management
is sometimes referred to as a "soft" management skill, effective
practice within an organization requires a strategic focus to ensure that
people resources can facilitate the achievement of organizational goals.
Effective human resource management also contains an element of risk management
for an organization which, as a minimum, ensures legislative compliance.
WHAT IS CAPABILITY MANAGEMENT? HR Capability Management is a process that helps to map the people (resources) with an
organization’s goal (requirement). On one part HR CM is more outlined
towards resources - understanding people, people management, assessing
people skills and capability, personal goals and needs, past experience, future
plans and prospects, overall psychological structure of the person as a human
being and as a resource of the company, while on the other part it is the
understanding of the requirements - company’s structure, policies,
goals, short-term and long-term strategies, requirements of people resources,
skills, complexities of these skills and relevant learning path, aligning
skills with resources and identifying the complexities involved, availability
of skills, training, costs involved or benefitted, short-term and long-term
benefits with respect to skills, resources, training and company culture.
Combining both these
parts into a model provides a capability management framework for the company
wherein both the parts (resources and requirements) are mapped relevantly with requirements
being the goal and resources being the goal achievers.
The HR Capability
Framework aims to provide a clear pathway for development for HR professionals
as well as people with people and supervisory responsibilities. It does this
through providing a structure for developing specific areas for skills and
knowledge and for professional accreditation.
The Framework
comprises of three interlinked elements:
- HR Capability Model – outlining seven key HR and people management capabilities and supporting descriptors
- HR Capability Structure – a career progression pathway through which individuals can develop from entry to senior roles
- HR Capability Structure and supporting Professional Development Guide – a professional recognition pathway from entry to senior levels.
Human Resource
personnel, who manage or supervise people, will find value in using the HR
Capability Framework. People management capabilities are not confined to one
occupational area exclusively; the Framework is broad enough to meet all needs.
It assists you to
identify your current capability strengths and future capability needs,
regardless of where you are in your career.
The seven
capabilities that make up the HR Capability Model, that are the focus of
training and development, are:
Capability
|
Descriptor
|
Designing an organization
for the future
|
Designs and
enhances effective people management practices to position the Tasmanian
State Service for the future
|
Advancing culture
and change
|
Facilitates change
and advances Tasmanian State Service culture that is focussed on delivering
quality services for Tasmanians
|
Leading and
maintaining productive relationships
|
Identifies and
responds to service demands and maintains positive and progressive
relationship
|
Designing and
contributing to workforce structures and its performance
|
Builds and
advances organisational capability through high performing people
|
Being an expert
practitioner
|
Applies expert
people knowledge to the organisation
|
Being Credible
|
Exercises
influence and provides high level people advice to advance the organisation
|
Understanding and
applying the “service” values
|
Delivers quality
people services to the organisation and to the State Service
|
Benefits
¨ A
streamlined and established HR capability management thereby confirms :
¤ Existence
of symmetry and balance in capability levels and complexity levels.
¤ Best
fits between resources and requirements as an individual or as a team or in
respect to a project, department, domain or a business.
¤ Innovation
in approach to work, training methodologies, building skill sets, building
resources for long term relationship with the company with valuable skills.
¤ Cost
benefits in high skill based training and peer development.
Extended benefits:
¤ A
defined career path for resources within the organization, higher satisfied
employees in respect to learning and development.
¤ Scope
for cross-domain specialization for the company and cross-cultured resources
within the company.
¤ Unified
approach to performance management, capability management being the key
parameter for it.
¤ Scope
to scale employee assessment in form of valuable & identifiable tangible
metrics and data and thereby correctly identify valuable resources.
¤ And
many more…..
Pre-requisite Qualities of an HR
¨ Good
people management skills
¨ Un-biased
approach towards resources and requirements.
¨ Strong
Analytical ability
¨ Innovative
approaches to identify correct CM metrics and correctly map resources &
requirements to identify best-fits.
¨ Cost
benefit mindset to evaluate process, models and frameworks being effective to
the company and its goals.
¨ Humor
and off-the-shelf approach towards life to identify the lively aspects of
workplace, company and its resources.
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