PowerPoint Presentation of Dr. Lubis during the People Management Parallel Session, 9th PCDEB Annual Convention, 12 March 2010, Lyceum of the Philippines University, Intramuros, Manila
PowerPoint Presentation of Dr. Lubis during the People Management Parallel Session, 9th PCDEB Annual Convention, 12 March 2010, Lyceum of the Philippines University, Intramuros, Manila
PowerPoint Presentation of Dr. Lubis during the People Management Parallel Session, 9th PCDEB Annual Convention, 12 March 2010, Lyceum of the Philippines University, Intramuros, Manila
Human resource management (HRM) is the strategic and coherent approach to the management of an organization's most valued assets - the people working there who individually and collectively contribute to the achievement of the objectives of the business. The terms "human resource management" and "human resources" (HR) have largely replaced the term "personnel management" as a description of the processes involved in managing people in organizations. In simple sense, HRM means employing people, developing their capacities, utilizing, maintaining and compensating their services in tune with the job and organizational requirement.
Dante O. Lubis, Ph. D.
Synonyms such as personnel management are often used in a more restricted sense to describe activities that are necessary in the recruiting of a workforce, providing its members with payroll and benefits, and administrating their work-life needs. So if we move to actual definitions, Torrington and Hall (1987) define personnel management as being: “a series of activities which: first enable working people and their employing organisations to agree about the objectives and nature of their working relationship and, secondly, ensures that the agreement is fulfilled"
While Miller (1987) suggests that HRM relates to:
".......those decisions and actions which concern the management of employees at all levels in the business and which are related to the implementation of strategies directed towards creating and sustaining competitive advantage"
Dante O. Lubis, Ph. D.
According to wikipedia, competence is a standardized requirement for an individual to properly perform a specific job. It encompasses a combination of knowledge, skills and behavior utilized to improve performance. More generally, competence is the state or quality of being adequately or well qualified, having the ability to perform a specific role. For instance, management competency includes the traits of systems thinking and emotional intelligence, and skills in influence and negotiation. A person possesses a competence as long as the skills, abilities, and knowledge that constitute that competence are a part of them, enabling the person to perform effective action within a certain workplace environment. Therefore, one might not lose knowledge, a skill, or an ability, but still lose a competence if what is needed to do a job well changes.
Dante O. Lubis, Ph. D.
Dreyfus and Dreyfus has introduced a language of the levels of competence in competence development. The causative reasoning of such a language of levels of competence may be seen in their paper on Calculative Rationality titled, "From Socrates to Expert Systems: The Limits and Dangers of Calculative Rationality." The five levels proposed by Dreyfus and Dreyfus were: a. Novice: Rule-based behaviour, strongly limited and inflexible b. Experienced Beginner: Incorporates aspects of the situation c. Practitioner: Acting consciously from long-term goals and plans d. Knowledgeable practitioner: Sees the situation as a whole and acts from personal conviction e. Expert: Has an intuitive understanding of the situation and zooms in on the central aspects
Dante O. Lubis, Ph. D.
Within a specific organization or professional community, professional competence, is frequently valued. They are usually the same competencies you have to show in an interview for a job. But today there is another way of looking at it: that there are certain general areas of occupational competence required if you want to keep a job or get a promotion. For all organizations and communities there is a set of primary tasks that competent people have to contribute to all the time. For a university student, for example, the primary tasks could be: 1. Handling theory 2. Handling methods 3. Handling the information of the assignment
Dante O. Lubis, Ph. D.
The four general areas of competence are: 1. Meaning Competence: You must be able to identify with the purpose of the organization or community and act from the preferred future in accordance with the values of the organization or community. 2. Relation Competence: You must be able to create and nurture connections to the stakeholders of the primary tasks. 3. Learning Competence: You must be able to create and look for situations that make it possible to experiment with the set of solutions that make it possible to complete the primary tasks and reflect on the experience. 4. Change Competence: You must be able to act in new ways when it will promote the purpose of the organization or community and make the preferred future come to life.
Dante O. Lubis, Ph. D.
Competencies are characteristics which drive outstanding performance in a given job, role or function. A competency model refers to a group of competencies required in a particular job and usually number 7 to 9 in total. The number and type of competencies in a model will depend upon the nature and complexity of work along with the culture and values of the organisation in which the work takes place. Since the early 70’s, leading organizations have been using competencies to help recruit, select and manage their outstanding performers after Dr David McClelland, Harvard Business School Professor of Psychology, found that traditional tests such as academic aptitude and knowledge tests, did not predict success in the job. More recent research by individuals such as Daniel Goleman in Emotional Intelligence and Richard Boyatzis, in The Competent Manager, have reinforced and emphasised the importance of competencies as essential predictors of outstanding performance.