Critical competencies and developmental experiences for top HR executives

Article Abstract:

The Society of Human Resource Management (SHRM) conducted a study on how to develop and implement a senior-level human resource competency model for professional development. This undertaking aimed to determine and recommend the elements needed for the success of senior professionals by identifying benchmarks for professional competence improvement and development. Results of the study highlighted the challenges in the environment that can affect the HR competency upgrading needs and opportunities. These include the increasing global markets and industry structure, shifting workplace structure and workforce, a shareowner value-based management orientation and rapid and discontinuous organizational and technological change. The SHRM also identified the nine sequential, interrelated project steps for competency model development and validation methodology.

Research, Models, Human resource management, Society of Human Resource Management

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Empowered self-development and continuous learning

Article Abstract:

Continuous learning and self-development have become an important priority in the contemporary corporate environment. New demands are being required of employees because of the constantly evolving nature of work. The highly competitive business environment, the financial constraints within which organizations operate, their orientation toward quality and their rapidly changing nature have also made lifelong learning an urgent imperative for workers. Thus, employees must proactively seek feedback, compare this feedback to existing and future performance expectations, create development objectives and track their progress. The organization must in turn furnish support mechanisms which are designed to encourage self-determination.

Methods, Evaluation, Education, Continuing education, Workers, Human resource management )

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How groups learn, continuously

Article Abstract:

Group learning, the cond itions that affect it, and methods on how to improve the learning process are studied. It is classified into three types: adaptive group learining, generative group learning, and transformative group learning. Methods on how to diagnose group conditions and support continuous learning are described.

United States, Management dynamics, Identification and classification, Organizational learning, Report

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