Question

4. As an HR professional explain the evolution of the human resource competency model, from 1992 to 2012. What are the primary competency domains and factors for the HR profession during these times?

Answer 1

The primary competency domains of human resources (HR) is to ensure that the organization can succeed through the people. HR professionals manage an organization's human resources and focus on the implementation of policies and processes. They can specialize in recruiting, recruiting, training and developing staff as well as maintaining employee relationships or benefits. Training and development professionals ensure that staff are continuously trained and developed. This is done through training programs, performance appraisals, and payroll programs. Employee relations address employee concerns when policies are violated, such as harassment or discrimination. Managing employee benefits includes developing the parental leave benefit structure, rebates and other employee benefits. On the other side of the expertise is human resources or business partners. These HR professionals can work in all departments or as job representatives working with non-professional employees.

Factors for the HR professions have been a product of the human relations movement since the early 20th century, when researchers began documenting ways to create business value through strategic workforce management. Initially dominated by operations such as payroll management and benefit management, but due to globalization, corporate consolidation, technological advances, and additional human resource research in 1992―2012 focused on strategic initiatives such as mergers and acquisitions. Talent management, inheritance, industry and employment relations, and diversity and inclusion. In today's global work environment, most companies focus on reducing employee income and retaining the talents and knowledge available to their workforce. Hiring new employees not only leads to higher costs, but also increases the risk that new employees will not be able to adequately replace existing employees. The HR department seeks to benefit employees' preferences, thus reducing the risk of loss of involvement and mental wealth.