Human Resource in an Organization

This document explores the HR functional competencies and foundational competencies in an organization. It discusses the activities involved in planning, attracting, developing, engaging, and separating employees. It also covers the importance of analytics and insights, relationship and communication, technology and operational excellence, and labor policies and legislation in HR. Additionally, it delves into the HR mindsets and behaviors required for success, including business and financial acumen, change leadership, future orientation, and professional conduct.

Running head: HUMAN RESOURCE IN AN ORGANIZATION
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Human resource in an organization
Name:
Institution:

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Human resource in an organization
HR Functional Competencies
Cite one example of how you have applied the above competency in developing
and/or executing each of the following HR functional activities:
We recommend that you include:
 situation encountered
 stakeholders involved or impacted
 your actions are taken to address the situation
 results achieved
Plan
This refers to HR-related activities undertaken by an organization during the annual business
planning cycle involving manpower/resource planning, financial budgeting, as well as long-
range strategic workforce planning. It also encompasses organization development
interventions to prepare the organization for change.
The situation a human resource encountered in planning is ensuring that the organization has
enough employees with the right skill in the right job. Also, HR encounters the pressure from
the existing employees requiring the increase in their salaries. In trying to solve the situation
the HR involve CEO, financial manager, financial analyst and members from the planning
sector. These stakeholders hold a meeting and they agreed that they will be hiring employees
every year and also they agree they will increase the salaries to the employees. The results
were achieved since the stakeholders’ plan for how the organization will be conducted with
allocated resources.
Attract
It involves sourcing, selecting, securing and onboarding of suitably qualified
people into an organization to enable the delivery of organizational strategies and
business plans.
The situation encounter by HR when performing this duty is attracting the talents and also
current mobile digital culture always fails to produce the kind of corporate loyalty that assists
the organization in retaining staff in the past generations. The stakeholders involved in sourcing,
selecting and onboarding of suitably qualified employees are the head of every department, for
example, the head of supply chain management. This because they understand more about their
department and what is required for well delivery of business plan and organization strategies.
The action taken to address the situation is that every department should present the
qualification required in order to hire a certain employee. The results will be achieved because
the stakeholders were able to identify ways of achieving organizational goals.
Develop
This is about the on-going investment by an organization in developing the capability of its
workforce required to deliver its organizational strategies and business plans. It
encompasses learning and development, career development, performance management,
talent management, and succession planning.

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The situation encounter by HR is the incompetence of certain employees. The employee was
required to be trained so that organizational strategies and business plan could be achieved thus
organization goals will be fully achieved. Since certain employees require more learning the
stakeholders who were involved include training managers and the CEO. The action which I
will take to address the situation is organizing workshop and seminars for incompetence
employees to be well trained. The result achieved is that an incompetency employee was well
trained and now they are competence (Lo & Pio 2015).
Engage
This relates to keeping the workforce of an organization motivated to deliver organizational
strategies and business plans. The functional activities span across core HR domains such as
compensation and benefits management, people engagement, cross-cultural management, as
well as managing labor relations.
The situation HR encounters when modifying and adopting initiatives to increase employees
engagement is how to make the sound investment. In this case, the organization should take into
consideration the strategic implications of many Practices HR professionals consider adopting
or modifying practices or initiatives to increase employee engagement. The shareholders who
are involved are executive leaders, managers, and the CEO. The action which is required to
increase employees’ engagement is true promoting employees who perform well in the
organization. The results achieve is an increase in organization performance since hardworking
employees are rewarded.
Separate
This is the stage that signifies the ending of an employment relationship through voluntary
exits, involuntary exits, and retirement. Voluntary exits and retirement happen when an
employee chooses to resign or elect to retire from work respectively, whereas involuntary
exits refer to dismissal, redundancy, and termination due to performance or business needs
and conditions.
The situation encounter by HR in separate is getting of another employee who can replace the
one who has retired or they have voluntary exit the job. At this scenario, the HR will have
difficulty in hiring an employee with the same qualification as the one who exits the job. The
shareholders who will be involved are the managers of various departments and the CEO of the
company. The action needed to be taken is that strategy that required the existing employees to
orient the incoming employees so that they can work in the same way as outgoing employees.
The outcome achieve is the employees with the same skills will be maintained in the
organization.

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HR Foundational Competencies
We recommend that you include:
 situation encountered
 stakeholders involved or impacted
 your actions are taken to address the situation
 results achieved
Analytics and Insights
The need and use of data and analytics are increasingly prevalent across a range of HR
activities to create insights for business intelligence and foresight for forwarding planning
purposes. This is a core HR foundational competency that sets the standards for a future-
oriented HR professional.
I collect and prepare data for analysis and HR benchmarking (e.g. headcount,
salaries, attrition, development, etc.).
The situation HR encounter in this HR foundational competency is the journey when starting
the people analytics. The people analytics are based on data, integration and data accuracy. The
challenge is combining data from different systems could provide valuable insights on the
employee journey, but this is still a problem for the various organization. The stakeholder who
will be involved is a data analyst who does an analysis of data. The action taken to address the
situation is developing a formula for evaluating data. The result achieved is accurate data
outcomes.
Relationship and Communication
As HR professionals deal with people across different levels within the organization, as well
as candidates, regulators, governing authorities, and third-party service providers,
relationship management and communication skills become particularly critical for a
competent HR professional to build trust, credibility and confidence. Competent HR
professionals must be able to demonstrate strong communication capabilities, both written
and verbal, when transmitting messages, giving advice, negotiating, and managing conflict.
I manage professional relationships with employees on HR policies,
programmes, and initiatives.
The situation encounter by HR is his position of conveying messages to employees
while also listening with the intent to understand is crucial healthy and strong whose
relationship also HR manager encounter problem in building trust among
employees. The stakeholder involve is customer care who is always responsible for
attending company calls. The action taken to address the situation is through
establishment proper channel of communication in the organization. The results
achieve is a good relationship and good communication skills.
Technology and Operational Excellence
As organizations evolve in nature, size and complexity, conventional HR service delivery
operating models need to also evolve. This is especially relevant given the advancement of
HR technology and operational solutions and the ever-increasing demands on the HR
function from stakeholders. This foundational competency is a core enabler for HR
professionals to add value through alternative ways of achieving HR service excellence,
enhancing the HR function effectiveness, and optimizing the HR service delivery model.
I implement HR projects to achieve HR technology, service, and operational excellence.
The situation I encounter is the high cost of implementing the system and also finding
qualified personnel to implement the system. The stakeholders involved is an IT manager. The
action taken to solve the situation is through establishing of IT team who will implement HR
projects to achieve HR technology. The results achieve HR technology (Alonso & Dickson

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2015).
Labour Policies and Legislation
This refers to foundational knowledge that encompasses the various laws, regulations and
government policies specific to HR professionals that allow them to be effective in their HR
work functions, especially in the Singapore context. This foundational competency is required
for HR professionals to navigate and apply the relevant employment laws and regulations,
and national labor and HR policies, so as to safeguard the well-being of employees, promote
the adoption of good HR practices and to ensure legal and regulatory compliance obligations
are met by organizations.
I explain and apply the relevant labor laws and regulations.
The situation encounter by HR is applying and explaining the required laws and regulations at
HR. The law which I apply is concerning the hour of work of the employees. It is required for
each employee to work not more than 8 hours a day. The shareholders who are involved in
making these laws and regulation are employees in the organization. The action takes to solve
the situation is drafting the law and regulation which will guide the employees. The results were
achieved since every employee has known the law.

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HR Mindsets & Behaviours
We recommend that you include:
 situation encountered
 stakeholders involved or impacted
 your actions are taken to address the situation
 results achieved
Display Business and Financial Acumen
As the HR function gains greater prominence as a valued business partner, there is an ever-
increasing demand for HR professionals to demonstrate business and financial acumen as
they go about their HR duties, relating what they do to a business purpose, impact or
outcome. Those mindsets apply equally to HR professionals in the public sector and non-
profit organizations, albeit in different organizational context and objectives.
I am responsible for implementing HR programmes and initiatives to meet business
and/or financial needs.
The situation I encounter is the strategies which I will use to implement HR programs and
initiatives. Also the way the finance will be put in place in implementing programmes. The
stakeholders involved are a financial analyst. The action is taken to address the situation
seeking assistance from experts in the implementation of HR programs and initiatives. Results
achieve is financial needs were meet.
Demonstrate Change Leadership
HR professionals are uniquely positioned to influence and to create organizational change by
providing effective leadership. Leadership for HR professionals is about demonstrating
leadership behaviors and does not imply a need for a formal role or to be in a management
position.
I implement change initiatives with employees and fellow HR teams.
The situation I encounter is the implementation of effective leadership in the organization.
The stakeholders involve is heads of every department. The action taken is forming a strong
HR team. Results achieved is fully implementation changes initiatives with employees and
fellow HR teams.
Adopt a Future Orientation
To be a valued business partner, HR professionals should exhibit traits of a forward-thinker
with the ability to deal with current issues with an eye for the future. Adopting a future
orientation also implies having a forward-looking perspective of HR-related activities,
demonstrating the aspirations to be part of a leading HR function by continuously improving
on HR effectiveness, keeping abreast of emerging trends to develop foresight, and leveraging
on predictive analytics to provide forecasts and projections to plan for the future.
I perform reviews and enhancements to organizational HR programmes, initiatives,
and work processes.
The situation I encounter is how to review HR programmes to meet organization goals. The
stakeholder involve is planning manager who will initiate the work process in the organization.
The action taken will be creating a goal to meet organizational requirements. A result achieved
is full of the development of HR programmes.
Uphold Professional Conduct
HR professionals are in a privileged position, dealing with sensitive and confidential

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information both at an individual person's level as well as at the organizational level.
Accordingly, HR professionals need to conduct themselves with integrity and remain
objective and professional at all times. HR professionals should also take personal ownership
in developing and maintaining competencies that are expected of credible and competent HR
professionals through continuous professional learning while supporting the development of
people’s potential with empathy and compassion.
I handle confidential and sensitive employee information with integrity and objectivity.
The situation I encounter is the way I could keep the records for employees. The stakeholder is
CEO and managers. The taken to solve the matter is through creating the password in a
computer to avoid leaking of information. The results achieved secured employee information
(Saddler& Hills 2017).

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References
Alonso, A., Kurtessis, J. N., Schmidt, A. A., Strobel, K., & Dickson, B. (2015). A competency-
based approach to advancing HR. People & Strategy, 38(4), 38-45.
Saddler, K., & Hills, J. (2017). Developing HR Talent: Building a Strategic Partnership with
the Business. Routledge.
Lo, K., Macky, K., & Pio, E. (2015). The HR competency requirements for strategic and
functional HR practitioners. The International Journal of Human Resource
Management, 26(18), 2308-2328.