Despite the success of Human Capital Management (HCM) in research, it is not reflected in many human resource function of organisations. Human capital management, for the purpose of this study, is a bundle of human resource (HR) practices that provide HR professionals with the resources they need to shift from a reactive, task-oriented role to being a proactive strategic partner. The Human capital measurements and metrics are designed to help drive business results with data by providing a detailed road map for effectively leveraging metrics and analytics in an organisation. This study seek to explores how HR metrics can be used to measure and track the performance of banking organisations in the Kingdom of Eswatini, largest and most valuable investment -their human capital. The researcher applied the phenomenological paradigm approach and thus followed qualitative research methods. After using purposive sampling in selecting twenty three participants from the two commercial banks standard bank Eswatini and Eswatini bank, information was gathered through individual and focus group interviews. An analysis of empirical data generated during the study led to themes. Ethical aspects such as objectivity, integrity, anonymity, confidential, credibility and trustworthy were applied during the time frame were participants shared information and during the analysing process. The results indicate that banking institutions in the Kingdom of Eswatini has a good basis into the knowledge or awareness of the fact that human capital is increasingly being recognised as the lifeblood of an organisation in this knowledge-driven era, it is important that effective metrics and measurements are developed which allow HC indicators to be reported to increase investment, attract talent and safeguard the organisation’s reputation as an equal opportunities employer. The author recommends that HC measurements and metrics used is that these measures should reflect the strategy of particular organisations. Banking institutions should choose human capital measurements based on specific goals, and the institutions are focused on and there is also a need to clarify the strategy focus in human capital measurements and metrics, as human capital analytics should be driven from banking institutions people strategy. Keywords: HR metrics, HR measurements, human capital metrics, human capital analytics and people measures Show شنبه 22 مهر 1396 . 6381 مشاهده One of the primary benefits of the SHRM Competency Model is that HR professionals can use it to guide their career development. SHRM developed the model to apply across the entire HR career lifecycle and is continually producing new activities, tools, and other content to help individuals in their current career level as well as to prepare for the next career level.
In addition, SHRM offers a suite of Competency Diagnostic Tools that can be used by individuals and organizations to assess their proficiency level at various career stages for each competency. These assessments include:
Through each of these tools, you can get a robust sense of your proficiency in the competencies necessary for success as an HR professional. SHRM’s Competency Model for HR professionals consists of nine competencies:
Developing a robust, tiered competency model for the HR profession has allowed SHRM to identify how best to serve members at each stage of their careers. Where possible, SHRM aligns its products, conference sessions, publications and other resources to the SHRM Competency Model. In this report, we describe the SHRM Competency Model and its competencies in detail. Model Key HR Professional Career Levels Early Level Senior Level •A “Senior Level” HR professional is characterized in the following way: Executive Level HR Professional Competency Clusters
you can continue studying this content via below link: https://www.shrm.org/LearningAndCareer/competency-model/PublishingImages/pages/default/SHRM%20Competency%20Model_Detailed%20Report_Final_SECURED.pdf Which of the following competencies are part of the interpersonal cluster?The Interpersonal Domain includes two clusters of competencies: teamwork and collaboration and leadership. These clusters include competencies, such as communication, collaboration, responsibility, and conflict resolution (Education for Life and Work, p. 4).
What are the SHRM competencies?In other words, today's successful HR business leaders are highly proficient in nine critical competencies found in the SHRM Competency Model: Leadership and Navigation, Ethical Practice, Business Acumen, Relationship Management, Consultation, Critical Evaluation, Global and Cultural Effectiveness, Communication, and ...
What are the four competency clusters in HR?In order to fulfill this role, HR managers must have four primary competencies: communication, analysis capabilities, relationship-building skills and leadership qualities.
What is the purpose of the SHRM competency model?The SHRM Competency Model identifies specific behaviors that define proficiency at each stage of an HR professional's career. It serves as a resource to understand how you should be performing in your current career level as well as what you will need to know and do to succeed at the next level.
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