Self Assessment of Hr Competencies

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I would like to think of myself as more of an advanced HR professional versus a strategic expert, even though that is what the test indicated. Organizational design, communication, performance management, selection, staffing, retention, rewards, compensation, training, development, coaching, consulting, employee relations and conflict resolution was some of my strongest competencies. Back in 1993 I joined a small employee benefits firm which specialized in Section 125 plans and the administration. I was to open a retirement plan administration division; I started with the organizational design of the area. In completing this task I needed to understand the business acumen and also take into consideration and customer goals. I designed the business strategies to focus on volume and customer service and not necessarily the cost of services or pricing. I was looking to accumulate as many clients as possible in a short time period. In the first year I communicated a few new policies, one was performance measurement. I used the self assessment and supervisory observation with a one-on-one evaluation which address performance and improvement; I also added the desire for return feedback. Because we appeared to have a satisfactory way to judge performance we needed to address selection, staffing and retention of new and existing staff members. In the development stages of my original business plan, I decided what jobs would be available and then designed jobs descriptions and designed a compensation packages for each position. The second policy was communicated to the managers the guideline for staffing. Because we had a variety of technical needs, we were looking for specialist. I put together a guide that gave them sample advertisements for human capital, with ads that were target specific to the KSAO we were looking for; I also outlined the advertising mediums established by the organization to use. This allowed the managers to have approved material to use...
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