Tips for Improving Your Human Resource Functions

by Hank Darlington
Created:

You shouldn’t simply be filling jobs; rather, you should constantly be seeking to bring your company the skills, experience and attributes it needs to meet whatever challenges it may face.


Competency and skills

Competency modeling is very important to the process, as it determines what particular mix of skills, attributes and attitudes will produce superior performance at your business. This not only applies to hiring decisions, but also to training and development strategies.

For example, the core of your business is designing and selling kitchens and baths. Many owners put design skills ahead of selling skills. Certainly producing winning designs is important, but selling the products and services is even more important. You have to sell something to keep the doors open.

Therefore, the competency model for a design/sales position should take into account the skills, attributes and attitudes of both the design and selling sides.

You may not always be able to fill every position with people who meet the total competency model, but at least you can identify any “skill deficits.” From this, you’ll be able to help close the gaps through training and coaching.

Next, you need to develop an employee skill inventory. This is a list of the individual skills, attributes, credentials and areas of knowledge that currently exist.

The key to developing a practical, user-friendly employee skills inventory lies in how you organize various categories of information. A typical list of employee skills should include:

  • Skills/Knowledge Areas. Business-related functions or activities in which the employee has a special knowledge or a proven record of proficiency.
  • Special Preferences. Employee requests about their career aspirations or other jobs in the company they’d like to pursue.
  • Educational Background. Schools, degrees, credentials and subjects the employee has been exposed to.
  • Job History at Your Company. Details about work history.
  • Prior Job History. Experience and skills at previous jobs.
  • Training Courses and Seminars. Educational experiences that identify employees’ enhanced knowledge/skill sets.
  • Test Results. If applicable.
  • Licenses, Credentials and Affiliations. Work-related credentials, i.e. NKBA certifications, etc.

The bottom line is that being a well-rounded HR manager will help make your company more successful.

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