HRM540 Week 1 Journal Entry

 

Week 1 Learning Log

What surprised you?

This week, the fact that I found most surprising are the large varieties of different HRM softwares that exist to help HR with their processes. I found that Week 1 Discussion 2 was very helpful because it broke down the different HR software tool types based on the HR application. As I researched various HR software tools and added them to the group excel document, I found that ADP workforce and Monday.com fulfilled many of the requirements in HR (employee data, time and attendance, scheduling, benefits, PTO, recruitment, performance management and more). I think saving this excel document will come in handy when I work in HR, especially if the company is weighing out different HR software options, and want to make the best decision with regard to the budget as well as company needs.

Additionally, completing a competency model was a new experience for me. Though the concept behind competency models seems simple, I can see how understanding the behaviors of successful employees currently in a position can help HR in determining the skills to add to the job description, the questions for candidate interviews in the hiring processes, as well as enhancing employee development plans. 

 

This image shows the core competencies of an HR manager. I discovered it as I completed my research to complete the competency model for my current job as a part of week 1’s individual assignments. The competencies mentioned in this model show the diversity of the HR role and how there are many different behaviors and competencies for HR to hone. I like this diagram and the source where I found it while doing my research, and consequently have added it to my PLN Project. The source was from an SHRM Competency Model document.

 

What applications do you see in your job?

Though my organization does utilize some HR software tools and is going through a lot of organizational changes, I feel that the topics covered in week 1 will be very significant to my firm in the near future, especially with the organizational restructuring. Perhaps as we grow our business as an organization, we will adapt by using new or updated HR software tools. Right now, my organization has tools for PTO, time-off, benefits, employee resources, employee training modules and retirement. However, I would love to see the implementation of employee development tools, specifically with a career development focus. Additionally, I feel that an updated LCMS tool would be a great addition to my organization especially since we are a scientific company where many of our employees may or may not come from scientific backgrounds. LCMS tools can help ensure that employees are up to date with the scientific background knowledge of our company’s products, services as well as any organizational updates.

 

What questions do you have about what you've studied?

Regarding week 1 discussion 1, I was curious to learn more about what different organizations might use as different forms of talent management. I am curious to know different methods of how HR managers can expand upon the opportunity for employees to develop their careers in an organization, how to determine which employees would be a good fit for higher-tiered positions in the organization, and how to plan and implement these developments. I ask this because not all employees stay with an organization or end up growing their careers with a company, though many employees claim that they are interested in a company that allows for career development. How would HR go about this process and determine if and when to invest in the time and resources into developing an employee?

 

What would you like to know more about?

Regarding the different HR tools, I was wondering how different organizations determine which tools are the best fit for them, and what that process is like. I understand that budget comes into play, but I am curious about what other factors contribute to these HR decisions.

Regarding this week's lecture material, learning about Career mapping using Competencies was a new concept to me. After learning about it and trying it out for myself, I believe that it is a great way to help HR and management best predict employee performance in both their current positions and potential promotions to new positions in the organization (Olander, 2020). I can also understand how defining core competencies in a model and pairing it with career mapping can help an employee realize potential opportunities for growth within an organization. I would imagine this to be very motivating for the employee and would likely inspire them to perform to the best of their abilities in order to develop their career.

 

Resource:

Olander ,S. (2020). Better Innovation Starts With Core Competencies in Talent Management. Human Resources Today. Retrieved from: https://blog.clearcompany.com/better-innovation-starts-with-core-competencies-in-talent-management

SHRM. (2016). The SHRM Competency Model. SHRM. Retrieved from: https://www.shrm.org/LearningAndCareer/competency-model/PublishingImages/pages/default/SHRM%20Competency%20Model_Detailed%20Report_Final_SECURED.pdf