Competency Assessment
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Competency Assessment
Comparison between Human Resource Management principles and Operations Management principles
The HRM principles are essential in decision-making in complex and uncertain situations. These principles are plenty enough, and they include communication, commitment, creativity, comprehensiveness, and the principle of coherence. In communication, the main focus usually is to make employees have a clear and comprehensive understanding of the organizational objectives and work towards achieving them. Through effective communication, HR can pass information to the employees concerning corporate culture and what is expected of them (Collings et al., 2018). The other principle, which is the commitment, is aimed at ensuring the employees remain on target when working towards achieving organizational goals. HR can renew employee commitment to the course through daily briefs of the organization’s goals and also through circulars and memos. The principle of creativity ensures that the human resource department comes up with new and innovative methods of improving employee performance and competence (Collings et al., 2018). Finally, the principle of comprehensiveness generates trust between staff by creating a feeling of belongingness.
Alternatively, the principles of operations management include the principle of success, the principle of reality, the principle of change, and the principle of causality. In the principle of success, the central area of focus is getting a clear understanding of the internal and external factors that influence the success of the organization. The operations manager focuses on customer satisfaction as the determinant of organization success and not the extent of sales (Ding, 2016). The other principle, the principle of reality, is based on the fact that no universal solution to organizational problems exists. The operational manager needs to come up with solutions that fit each issue individually. The principle of change is based on the fact that the organization is bound to face changes in the future, expected or otherwise. Therefore, operations managers should expect such changes and be dynamic enough to adapt to these changes. Finally, under the principle of causality, to deal with continuous problems, managers should focus on dealing with the underlying factors that cause these recurrent problems (Ding, 2016).
Comparison between Project Management principles and Operations Management principles
There exist relationships, both positive and negative, between the principles of project management and the operations management principles. In project management, the most fundamental principle is the principle of tetrad-tradeoff. This focuses on attaining equilibrium between the three essential variables of cost, scope, and quality. On the other hand, the tradeoff in operations management focuses on making sacrifices for the benefit of the company. For instance, projects that are cost-efficient and take less time are more attractive to operations managers (Ding, 2016). In the principle of sustainability, project management ensures that the process of project management creates a conducive environment for team members to thrive. Similarly, in operations management, the focus is generally on developing a supportive cultural environment that not only helps employees to perform better but also allows for employee growth and development in the workplace and as individuals. In project management, the principle of commitment states that the success of a project is subject to the shared commitment among the project team (Ding, 2016). This means that a more committed project management team is bound to have more positive results. This principle relates to the principle of passion in operations management, where building on passion among the employees towards their daily activities is bound to lead to more positive results.
Importance of Professional Service Organizations in Profession Standardization
The introduction of professional service organizations has had numerous benefits, especially when it comes to the standardization of professions. With the standardization of professions came consistency, meaning that there is only one way of doing things. Therefore, all organizations are aware of what they are expected to do to create a conducive working environment for their employees. On the other hand, the employees are aware of their job description and what is expected of them. This goes a long way in avoiding conflicts that arise between the employers and the employees based on job descriptions (Durocher, Gendron, & Picard, 2016). Professional service organizations have also come up with the code of ethics that every professional is expected to follow. The code of ethics is effective in dictating how employees should behave or carry out their professional duties (Durocher, Gendron, & Picard, 2016). This code of ethics lays the ground for avoiding conflicts among employees and between employees and the organization. Avoiding these means saving time otherwise spent in conflict management. Finally, professional service organizations offer consultative services to the organization in matters relating to employee code of conduct and professional requirements.
References
Collings, D. G., Wood, G. T., & Szamosi, L. T. (2018). Human resource management: A critical approach. Human resource management (pp. 1-23). Routledge.
Ding, R. (2016). Fundamental Principles of Project Management. In Key Project Management Based on Effective Project Thinking (pp. 37-55). Springer, Berlin, Heidelberg.
Durocher, S., Gendron, Y., & Picard, C. F. (2016). Waves of global standardization: Small practitioners’ resilience and intra-professional fragmentation within the accounting profession. Auditing: A Journal of Practice & Theory, 35(1), 65-88.