Technical and Behavioural Competencies

 

    Competence is a compound of elements such as knowledge, skills, abilities et al. that are required to perform a particular professional task. There are two types; technical and behavioral. Technical competency is the specific kind of knowledge that is needed to complete indeed given profession task. Behavioral skills are the elements which facilitate the implementation of the technical competence. Technical competences have following categories; people, organization, and work.

    People technical competencies are all elements of techniques that will enhance relationship between employees and the employer within an organization. Human resource manager ensure that he makes thorough consultations with every stakeholder when making any strategic plan (Pietrzak & American Society for Training and Development, 2003, p. 22). These will enable him to have reasonable estimates of his budget required, evaluate any outcome of his plan, allocate adequate time et al. it will make the program to be accepted by all the employees since they feel connected to it. He should also consult with both management and subordinates when recruiting new employees to the firm. These are because it will enable him to hire only the required skills. He should also critically scrutinize and evaluate any possible outcome in the environment that will make him acquire the best ability out of it. The Human resource management should ensure that employees’ engagement practices such as training, symposium, teamwork et al. are frequently done. These will ensure that each and every employee is in the knowledge of what the organization objectives, goals are and how they intend to achieve them. The employees are also notified about the credentials that the department will use to retain them on their work. By doing this, corporate image will be preserved in good books and employees’ satisfaction will be attained (Dubois, 2000, p.39). During rewarding process, HRM department should scrutinize details and performance of every intended member within the given group to ensure that the right candidate receive the right receive the reward. This would solidify trust, integrity and transparency with the employees. The motivation will be boosted too. Trainings and development programmes should be encouraged to allow employees to sharpen their ideas concerning both internal and external environments (Dubois, 2000, p. 42).

Organization technical competencies are the knowledge, abilities, and skills that a firm or an organization must ensure their employees possess, to achieve organizational goals and objectives. The human resource department must provide that organization code of ethics and practices have been observed at all time. These will enable the organization effectiveness had been achieved, and a room for development. The department should also have good leadership where both management and subordinates are free to interact. Good leadership will also help the department to have a good flow of work and therefore be sufficient to whole organization (Dubois, 2000, p. 46). Proper leadership will also help them to navigate for any potential ideas, resources et al. which will tighten efficiency and effectiveness of the whole organization. Observing international labor laws and organization procedures rules and regulations of the employees is vital in a firm since every right of an employee would be followed. These will ensure that the organization expenses such litigation by previous employees who had been laid off, retrenched or voluntary retired had been taken care off. These will be organization goals of cost minimization. It is through proper leadership that every potential professional would be allowed to work where the best fit in his career. These will enable the organization to utilize optimality utilize its human resources available. It is as a result of this that the organization products will be of high grades since high qualified personnel is involved. The human resource department structure should be well informed, structured and communicated to the relevant authorities. These will ensure that every individual within the organization knows his duties and roles he plays. The workflow will efficiently run if such is done (Wilkinson, Johnstone, & Edward Elgar Publishing, 2016, p. 58).

Work technical competence is the skills, knowledge and abilities that must be provided in order to create conducive working environment for the workers. The human resource manager should ensure that the department is up to date with global HR context so as to enrich the global cultural effectiveness among the working areas (Holbeche, 2009, p. 53). These will also guide him on how he may handle specific incidences in case employees start to act on particular behaviors. He should also encourage diversification and inclusivity of every party within the organization. This will help the department to relate well with other department and the employees. They should also be able to solve any conflict relating to their department and employees. This will ensure the relationship among employees is well managed. Any risk should be communicated to the relevant department on time to ensure that it had been mitigated or eliminated earlier (Society for Human Resource Management (U.S.), 2006, p. 35). This department should ensure that it had retained excellent communication at all time with other members of the organization. This will enable them being informed on any potential risks that might occur. The department also should ensure that corporate social responsibility is one of their core mandates. This is because it is one way whereby there is a chance of interaction of every member within the organization. Therefore ideas may be shared here with any one of how they can improve their duties (Dubois, 2000, p. 54).

Having gone all these recommendations on how strategic human resource which utilizes a combination of technical and behavioral competencies. First all of these competence and connected to one another. For example, organization competence is linked to good leadership et al. this means there is no conflict between the two strategies. This allows them to be compatible. Never the less would more combined initiatives that would give rise to a most useful yet efficient system. Strategic planning, talent recruitment, and employee engagement will produce and retain not only highly qualified personnel but also most effective workforce. Workforce management, employee and labor relations and HR structure will ensure that any laws relating to the employees had been taken care off. Also, the organization would be up to date to meet international standards. There will be a good flow of work within the organization since every worker knows his duties and responsibilities. Lastly, risk management, diversification, and inclusion will enable the excellent relationship between the department, management, and employees observed. This will create a conducive environment where employees’ feels appreciated and accepted. This sense of ownership makes them feels motivated as they have a connection to the organization.

 

References

 

 

Dubois, D. (2000). Competency Toolkit, 1. Amherst: HRD Press.

Holbeche, L. (2009). Aligning human resources and business strategy. Amsterdam: Butterworth-Heinemann.

Pietrzak, T., & American Society for Training and Development. (2003). Successful inside consulting. Alexandria, VA: ASTD.

Society for Human Resource Management (U.S.). (2006). The essentials of power, influence, and persuasion. Boston, MA: Harvard Business School Press.

Wilkinson, A., Johnstone, S., & Edward Elgar Publishing. (2016). Encyclopedia of human resource management. Cheltenham: Edward Elgar Pub. Ltd.