HUMAN RESOURCES STRATEGY TO IMPROVE HR COMPETENCIES

Abstract

Employees are the most valuable asset of an organization, so to enhance their performance it is necessary to pay attention to their learning. Training and development programs help organizations to build a skilled and competent workforce in order to maintain a high level of competency and to survive in a dynamic business environment. This study was conducted with the aim to investigate the effectiveness of training and development on employee performance at JK Paper Ltd, Songadh. The research employed descriptive analysis. Primary data was collected through distributing questionnaires to 100 employees, who were selected through the random sampling technique. Findings reveal that overall training and development has a significant impact on employee’s performance. It helps the organization in reducing employee turnover, increasing the productivity of employees, and contributing to higher financial returns for the organization. The study suggests that there is a need for improvisation in identifying the area where training needs have actually generated and salary structure should be revised at a regular interval of time. In the last few years, many human resource functions have strived to reinvent themselves through new visions, strategies, structures, processes, and systems. However, to sustain the transformation of human resource functions, HR professionals must develop and demonstrate a new set of competencies to fulfil their changing roles and responsibilities. Based on in-depth interviews with ten senior HR executives, this article proposes a HR competency model which is both generic (i.e., able to encompass the key competencies that are frequently used by companies in different industries) and specific (i.e., able to highlight the competency differences in various HR roles). As our research indicates only 10-35% of HR professionals possess the required new competencies, this article also reviews and discusses ten strategies that ten prominent companies use to bridge the competency gap of their HR professionals. Important levers for competency development include planning and assessment, communications, performance management, training, and development. Keywords: Training, Development, Employee performance, Organization.