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Requirement
In this assignment, explain whether you agree with the list of the key HR roles, competencies, and areas of expertise given on page 21. In addition, include whether you agree with the weighting assigned to each competency in terms of its impact on business performance. If you agree, explain why. If you do not agree, state why you do not and give the competencies you feel are needed for human resources staff to be effective. Give reasons for your choices. Be sure to support your ideas with research.
Solution
Assignment: HR roles, competencies and expertise
The successful professionals from the field of HR like Dave Ulrich, Jon Younger, Wayne Brockbank have said that the role of HR professional has changed over years. They are no longer responsible for just hiring a good candidate, but they now need to take different positions to demonstrate competence and effectiveness of people in the organization. The good HR professionals have a desire to improve and become better, and there are some certifications provided in this field that makes them clear about what it requires developing and what all areas needs to be focused upon. The effectiveness of HR matters the most because the business leaders recognize the importance of talent of individuals for the growth of their organization. HR professionals are insightful advisers to the company and in a constantly changing world, one needs to identify how an HR professional must be, and what he should know, do and deliver.
I agree with the roles, competencies, expertise of HR professionals covered in the PHR and SPHR certification because:
Strategic management- It is important to the organization because it has several financial benefits like increasing profitability, earning more return on assets, etc. and non-financial benefits like anticipation of future opportunities and threats, giving clear direction, defining future course of action etc. 12% for PHR is correct because he mainly does the implementation of strategies set by top management, his contribution in setting up of strategies is not much. But an SPHR contributes in strategic management and it is the most vital thing in his job. Therefore, 29% for SPHR is apt. SPHR becomes part of top management, and he formulated the strategies which then decides the future course of action for other HR managers and people in the company.
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Workforce planning and employment-
The companies need to analyze that how many people it has, how many are required in the future and what will be the hiring strategy, the vacancies will be filled internally or externally. The main work in this is to be done by PHR because he performs the entire manpower planning process. So the 26% allotted to him is correct. But SPHR is not involved directly in the hiring and staffing process; he may guide what and how should the managers go about it, so he has been allotted 17%.
Human resource development- It involves activities like training of employees, career development, coaching, performance management, succession planning, etc. This is an ongoing process and is performed regularly, so both PHR and SPHR has to do it. 17% content is allotted to both which is justified as it is an important work for both of them and without developing human resources, one cannot move ahead towards the development of the organization.
Total Rewards-
This contains various components like basic pay, bonus, incentives, gifts, etc. SPHR may decide that what will each component be, when will the rewards be given, what will be the criteria. He lays down all the criteria for rewards once hence this is not the most frequent work to be done by him, 12% is agreeable in this case. But PHR has to see that all rewards are distributed in a fair manner, without any delays and discrimination. So his job is more crucial in this case. Hence, it is allotted 16%.
Employee and labor relations-
These are very necessary to be maintained in the company as if the relations are not good, the operations of the business can be affected adversely, employees can go on strike, can slow down the operations, etc. PHR needs to motivate the people regularly and has to maintain good relations with them. He has to see that needs of all employees are taken care of, and they are happy and satisfied in the company. Hence, the allotment of 22% is justified to PHR. But SPHR is allotted 18% because he does not have to deal with employees directly every time. He ensures that relations remain good and if any serious issue occurs for which PHR does not have the authority to take a decision, so SPHR intervenes as soon as possible so that employees do not stop the work.
Risk Management-
Proper management of risk helps the companies to act confidently in future as they are already prepared for the uncertainties of future. The risks related to HR mainly occurs due to unexpected resignations of employees, deaths, etc. The risk is to be managed by PHR and SPHR in equal amounts, and both of them has to take appropriate steps whenever the risk arises. Since this is not a regular exercise, so 7% is allotted to both which is justified.
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GAYATHRI. M, G. (2011). Competencies for HR Professionals. IJAR, 1(9), 151-153. http://dx.doi.org/10.15373/2249555x/jun2012/54
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Mohd.Yusoff, Y., Abdullah, H., & Ramayah, T. (2009). HR Roles Effectiveness and HR Contributions Effectiveness: Comparing Evidence from HR and Line Managers. IJBM, 4(2). http://dx.doi.org/10.5539/ijbm.v4n2p158
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Ulrich, D., Younger, J., Brockbank, W., & Ulrich, M. (2012). HR talent and the new HR competencies. Strategic HR Review, 11(4), 217-222. http://dx.doi.org/10.1108/14754391211234940
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