Northstar Core Competencies

To reap business benefits, HR should focus on: 1) designing training and development, keeping end results in mind, such as performance and capacity goals; 2) leveraging learning/knowledge assets; and 3) including key organizational characteristics in the overall integrated approach to training and development. Training and development programs also offer opportunities to employees to build internal and external networks and learn from other participants.

Core competency two requires that social workers apply ethical principles into practice. This core competency relates to the experiences that I had through my classes and internship. I will be illustrating how I applied specific practice behaviors to artifacts. The first practice behavior associated with this competency is demonstrating leadership in applying ethical reasoning for problem resolution. For me, this involved a release of health information form that I had to provide to another agency regarding a patient. The second practice behavior is systematically questioning statements of values and recognizing the underlying ethics of policies, theories and models. This practice behavior relates to the policy analysis paper on the No Child

7. Establish mentoring programs to assist fellow employees in their continuing corporate development [ (Gomez-Mejla, Balkin, & Cardy, 2010) ]. Finding, retaining, and maximizing the potential of our employees is just good business. Mentoring will help ensure each employee is able to maximize his/her personal and corporate potential. We should consider adding mentoring to our annual performance objectives.

• Ensuring that employees participate in formal career development activities and have individual development plans when needed and/or requested.

Training and development are important because without it the organization will not move forward due to the employees not moving forward. The training starts as soon as the individual is being interviewed. There are questions, answers maybe a personality test to confirm that the individual has the right vision and ethical background as the organization. If the individual does not match then the organization may not hire that person.

Training and development have an important role in influencing employee’s performance and the organization as well as it enhances the efficiency and the effectiveness of the employees and organization.

Management is challenging and requires competencies distinctly different from other positions. After a brief six month tenure with my current employer, my manager resigned and a door opened for me in management. I was promoted to Claims Manager and suddenly tasked with additional responsibility and supervision of another employee. There was no job description for this position at the time and competencies had not been formally established. However, our company transitioned to competency based performance model the year following my promotion and required competencies were established. Understanding the required competencies of a Claims Manager, the skills I possessed that aligned with competencies, and the development of other competencies was essential to my success in that role.

Every organization needs to have well-trained and experienced people for performing the activities that have to be done. As the jobs become more complex, the importance of employee development also increases in a rapidly changing society. Employees’ training is not only an activity that is desirable but also an activity that an organization must commit its resources to if it is maintaining a viable and knowledgeable workforce.

Human resources will mainly be tasked with the creation of the new training software for the consultants of the firm as well as compiling a draft of an incentive program to be presented for approval by the board. An example of an individual in the human resource department is the training coordinator. Training Coordinators are responsible for developing new curriculum and courses for employees as well as identifying new training needs. Training coordinators train and evaluate employees then report on the individual’s growth to supervisors along with any recommendations for improvement (Training Coordinator.,

Training is an important aspect of all organizations. Although an individual brings to the organization a specific set of skills and knowledge, it is important that these individuals be consistently developed to ensure growth of the employee and the organization. A method to ensure that training programs are successful and are meeting objectives is to conduct assessments. Assessments can help managers and the organization better understand their employees and who can be developed. In addition, it is a way to find out who cannot be developed and may no longer fit with the organization.

Ensuring the proper and effective training for jobs the employees do remains a function of management. A subject matter expert should provide the training to ensure smooth, safe, and effective standards of performance. An effective training and education program within a company allows the business to flourish. Proper training and ensuring the employees had the necessary resources prior to putting the new equipment in the production environment may have prevented the situation from becoming unproductive.

Training and development is defined as the heart of a continuous effort deigned to improve employee competency and organisational performance (Mondy, Robert and Shane 2002). Training provides trainees with information and skills needed for their current job, while development arms them with the knowledge needed for the future role.

The HR development has to ensure every organization has the skills of development, knowleage and experience in order to keep the long-term and short-term ambitions of learning and developing by themselves.

training & development of employees can make them productive or competent in their jobs, that

One of its obligations towards the employees is to develop their capabilities and facilitate their advancement through appropriate training and career planning. To also have a fair dealings with recognized representatives of employees in pursuance of healthy industrial relations practices and