Strategic HRM: Behavioral Competencies Analysis Journal

This assignment is a self-reflective journal analyzing behavioral competencies within the business domain, specifically focusing on business acumen, consultation, and critical evaluation. The student identifies their strengths, such as strategic outlook and analytical skills, providing examples of how these contribute to effective collaboration and decision-making. Weaknesses are also explored, including time management issues and challenges in applying creative problem-solving techniques. The assignment then outlines strategies for developing these competencies, emphasizing a focus on internal and external environments, HR's role in business operations, and the use of metrics to track progress and promote employee training. References to academic sources support the analysis, offering a comprehensive overview of the student's self-assessment and proposed development plan.

Strategic human resource
management
Behavioural competencies within
the business domain
Student Name

Introduction
Behavioural competency within the business domain highlights knowledge, certain set
of skills, teamwork, leadership skills and lastly technical competency. It is used to enhance
the competency at all the positions in the organisation for smoother workflow. Hence, this
assignment highlights the self-reflection and analysis on strength, weaknesses and strategies
for the development of behavioural within the business domain (Jones, 2017).
Strength
In business acumen, according to me, it describes a strategic outlook that creates
business advantaged. This domain helps me in strengthening and making better internal
collaborator. In addition, it helps in understanding the complex prospect situations within the
business. Other than this, it assists our organisation in maintaining long-term goals and
discipline. In consultation aspect, it helps the organisation in developing vision for the critical
solutions to organizational human capital challenges. In this, it also highlights the analytical
tools that enable others to provide input on strategic decisions (Martin, 2016).
Lastly, critical evaluation provides me a strategic view to direct and prioritize
decision-making. Other than this, by doing critical thinking to information collected from the
stakeholder, helped me out in evaluating, what all further can be used as information for the
organisational success. In strength in have analysed that by the use of business domains
clusters it evaluates the performances of the employees and ensures that all the actions are in
line to the predetermined objectives.
Weaknesses
In concern to business acumen, I faced that there is no enough time for the real depth
of learning. It is very much difficult to manage long-term expectations. Other than this, their
no real accountability for learning or application for the new skills because it hard to hold
participants accountable for two or more hour training module. Lastly, it also much more
difficult while integrating. In consultation aspect, I feel that sometimes applying creative
problem technique arises more issues. Sometimes due to the external forces, creative
solutions for the organisations issues can be a bit problematic (Mathur, and Hameed, 2016).
In critical analysis, it can be challenging in making sound decisions based on
evaluation of available information. Moreover, if, information is not made according to the

requirements it can affect the overall performance of the organisation. Weakness that I face
was the issue of time management as well as lack of effective communication, which majorly
affects the relationships in between employers and employees.
Strategies
According to me, strategies in business acumen should give more focus over the
internal as well as external environment because on those bases the further decisions are built
on. Other than this, HR should have strong focus over the business operations and functions.
In addition, by keeping a keen eye over that highlights that how management is contributing
to the core business functions. In consultation aspect, according to me strategies are those,
which helps business unit to address challenges related to the human capital such as staffing
needs , training and development needs , employee performance issues and lastly, employee
performances issues (Fisher, 2018).
In critical evaluation, certain strategies that I have focused on highlighting that are to
collect and properly use the HR metrics to get more, reliable sources, which helps in
continuing and increasing organisational success. Likewise, I formed a strategy to promote
the workers’ abilities by given them more of training sessions, which helps them in their
personal growth as well as fulfilment of organisational goals.
References
Jones, M. (2017). What are behavioural competencies? Retrieved from:
https://www.breathehr.com/blog/what-are-behavioural-competencies
Martin. (2016). How to develop strong business acumen? Retrieved from:
https://www.cleverism.com/develop-strong-business-acumen/
Mathur, M. and Hameed, S., (2016). A Study on Behavioural Competencies of the Z
Generation. In International Conference on Management and Information Systems,
pp. 63-71.
Fisher, D. (2018). Why business acumen is key to sales success? Retrieved from:
https://blog.hubspot.com/sales/business-acumen-key-to-sales-success