The Human Resource Competencies

The Human Resource Competencies

            The society of human resource management (SHRM) competency idealizes what it entails to become a successful human resource professional across various work levels, roles, and functions at work. It helps organizations ensure professionals are skillful in the critical areas and have the necessary knowledge to solve current problems and come up with new strategies (Aggarwal, 2013). The SHRM supports human resource professionals in their professional and career development in service delivery. It also helps the building of approaches in identifying and cultivating human resource leaders of high quality. This has been made possible through competencies such as communication and ethical practice.

Communication which is the ability to exchange information between stakeholders effectively is one of the core competencies set in place for cultural excellence. Diplomacy, a powerful tool in communication gives the human resource professionals a chance to debate competing decisions and views. According to Franco, (2015), persuasions gives the organization an upper hand in convincing the consumers of its products of a better product or service offered. Similarly, it offers new points of perspectives. Louw, (2016), argues that health sectors are challenged by cultural diversities and interaction with patients. Studies prove that cultural dissimilarities result to patients’ paranoia in the understanding of the healthcare. However, communication competence aids in bridging the cultural distance between the caregivers and the patients, ensuring enhanced quality care.

Ethical practice, the ability to integrate values, accountability, and integrity through business and organizational practices takes into consideration personal biasedness and taking measures to avoid the influence of biasedness in business decisions.it similarly empowers employers to report cases of unethical behavior without fear (Poikkeus, 2018). Increase in work complexity, as well as financial strains in the health sector, has resulted in high demands on staff. Such conditions give way to stressful reactions, moral distress, and unethical behavior. Ethical practice ensures a perfect blend between the demand and supply of the services, creating a harmonious environment that is easy to work with for attainment of cultural excellence (Poikkeus, 2018).

According to Louw, (2016), in the healthcare sector, consultation, which is the skill of providing guidance to organizational stakeholders is the strongest competency tool in cultural excellence through the creation of problem-solving procedures for emerging and trending issues. Coaching skills ensures an endless transfer of expertise among professionals aided by consultations. Organizational interventions in crucial areas such as changes in culture or reconstruction ensure a smooth transition of the organization (Franco, 2015).

However, despite all these strengths incompetency, leadership and navigation which is the skill of directing as well as the contribution to initiatives within the project is an area that requires improvement. Service delivery in this sector can only be improved with the better influence which sets visions for human resource initiatives and changes in the management sector to avoid redundancy (Poikkeus, 2018). The management should conform to the organizational culture of health care delivery in order to achieve its goals.

In conclusion proficiency in these competencies is beneficial in that the organization gains diversity in the healthcare with its leaders embracing cultural competence by overcoming barriers to cultural competence (Franco, 2015). They similarly reduce disparities among the patients, increases the market shares and efficiency in care delivery services.

References

• Relationships between organizational and individual support, nurses’ ethical competence, ethical safety, and work satisfaction. Poikkeus, R. Suhonen, J. Katajisto, H. Leino-Kilpi, 2018 Pg. 1
• Cultural Competence and Ethical Decision Making for Health Care Professionals B Louw, 2016 Pg. 7
• Inter-organizational cooperation in community health organizations M. Franco, H. Haase, 2015 Pg. 1
• Developing cultural competence in health care professionals: a fresh approach N Aggarwal, R DeSilva, 2013 Pg. 3