difference between competency, trait & Skill in Human Resource Management?
112385
A trait is an attribute.  Skill is what you can do. Competence is how well you do it.
390986
I think the main difference is the level of education/qualification. I think the best workers are the most high-quaalified
1027538
The Human Resources Management (HRM) function includes a variety of activities, and key among them is deciding what staffing needs you have and whether to use independent contractors or hire employees to fill these needs, recruiting and training the best employees, ensuring they are high performers, dealing with performance issues, and ensuring your personnel and management practices conform to various regulations. Activities also include managing your approach to employee benefits and compensation, employee records and personnel policies. Usually small businesses (for-profit or nonprofit) have to carry out these activities themselves because they can't yet afford part- or full-time help. However, they should always ensure that employees have -- and are aware of -- personnel policies which conform to current regulations. These policies are often in the form of employee manuals, which all employees have.\n\nNote that some people distinguish a difference between between HRM (a major management activity) and HRD (Human Resource Development, a profession). Those people might include HRM in HRD, explaining that HRD includes the broader range of activities to develop personnel inside of organizations, including, eg, career development, training, organization development, etc.\n\nThere is a long-standing argument about where HR-related functions should be organized into large organizations, eg, "should HR be in the Organization Development department or the other way around?"\n\nThe HRM function and HRD profession have undergone tremendous change over the past 20-30 years. Many years ago, large organizations looked to the "Personnel Department," mostly to manage the paperwork around hiring and paying people. More recently, organizations consider the "HR Department" as playing a major role in staffing, training and helping to manage people so that people and the organization are performing at maximum capability in a highly fulfilling manner.\n\n(The publications, Field Guide to Leadership and Supervision for Business and Field Guide to Leadership and Supervision for Nonprofit Staff, include comprehensive guidelines about effectively managing human resources in organizations.)
279360
Every person has their expectations. These are custom designed by each individual and are a description of the manner in which wants to do something or have something done. Just the same, skill levels are developed in much the same fashion. What is important to one person, though may be important to another, just not as important can hardly be achieved at the level of passion or expertise as expected by the one individual. We have the capacity to master that which we have passion for as we tend to practice that thing, task... whatever more than average.... you get the picture.
1045871
A knowledge base is a loose collection of lessons learned in an organization.  I think it was Jack Welch that said if GE only knew what GE knows.  So, if I were GE, there would be knowledge bases around every tactical competency in the organization: from logistics to IT management to R&D projects.  This shares information between employees, trains new employees, assists people as they move around in the company, etc.  So, for a manager to use a knowledge base as a tool is a critical advantage.\n\nKey management skills are often soft skills: personal responsibility, etiquette, communication skills, and hard skills: financial report analysis, negotiations, six sigma training, etc.  Key management skills are best measured by a manager's overall effectiveness.\n\nThe best book I've found on management is the Practice of Management by Peter Drucker.  Anything Peter Drucker's written will have something to do with these two topics.
1174753
Skills- Business development.  That's something no company has enough of.\n\nResponsibilities- Emphasize completing tasks, and customer satisfaction.
477669
Personality is a persons characteristic (who they are as a person), smartness is a persons IQ and/or ability to think. You didn't think much before asking this huh?
561932
There is a PFD on WDWR that has some information on this topic. (see first link below)\n\nThe second link is from the WDWR Human Resource Management Course.
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1.  Good "people skills" - ability to communicate clearly, ability to gauge people correctly and adapt to their personality, ability to interact with people even when you don't like them.\n\n2.  Perspective is important if you consider success as being where you want to be in life (rather than external indicators of success).
309444
I have been a manager in both large and small organizations and can tell you they are very different.  Both require you to interact with people, and therefore people skills are required and important.  However, often in smaller organizations the manager needs a broader skillset.  In larger organizations, the managers can often "specialize" and be responible for a small part of the process, still having a large span of control.  For example, at the warehouse where I was a manager, I was responsible for a small part of the process - order picking.  That was it.  Just send people out to pick the orders.  They did not pack them, did not put the stuff on the shelves, just took a CD or book off the shelf and put it in a tote to send to the next department.  But I had 45 employees and more than 100 at christmas time.  That was a large organization.  When I managed a warehouse in a smaller organization, I had only 12 employees, but I was responsible for receiving, stocking, shipping as well as payroll and safety and facilities, along with managing my 12 employeees.  So it can be very different being a manager in a small organization compared to a large one.
1106069
Well, nobody but you should be answering these questions, but here's a shot at 3 and 4:\n\n3 characteristics that set you apart from your co-workers:\nTeam-oriented: I collaborate well with others to ensure things run smoothly\nA leader: I can take charge of a team to work efficiently toward a common goal\nResults-driven: I strive to exceed my goals and constantly seek ways to improve my results above expectations\n\n4. 3 characteristics I'd like co-workers to have:\nTeam spirit- like myself, I expect my co-workers to work as a team to ensure a smoothly-running operation\nInitative- My co-workers should be able to spot what needs to be done or what could be done differently in order to make sure things run well, and take the initiative to do them\nHard working- a team should be focused on work while they're at work; although a team environment can be fun, the ultimate goal is to always keep pushing ahead and striving for better result
1166489
HRM means human resources management, and it is simply the management of humans or persons in an organization.\n it is the procurement, utilization and training of employees to aid in productivity.\n  its functions are divided into two management functions and operational functions;\nits management functions are according to henri fayol;\nplanning\norganising\nstaffing\ncontrolling\ncoordinating.\n while its operational functions are;\nprocurement\ntraining and development\nwages administration\nhealth safety\nto name but a few.\nHRM is done mainly by the personnel manager, though other managers have something to do about it.\n                         THANK YOU
583501
not sure i understand your question...but hard skills are things like programming, accounting, etc.  soft skills are things like customer service, motivating others, dependability.
586538
Developmental approach -- Skills and knowledge are categorized by level of difficulty, and matched to physical and mental developmental readiness of the student. The teacher identifies which skills are missing, and teaches them based on student developmental readiness. The teacher controls the student's activities, environment, time, etc. to enable the student to learn the targeted skills. A very successful approach, especially when dealing with students with special needs.\n\nProgressive approach -- The teacher defines the environment and available activities, but the student determines if and what will be explored. A variety of skills and knowledge are made available for exploration. The teacher acts as a facilitator, suggesting, explaining, etc., but the student is entirely in control of his/her learning. A good approach for gifted education, but difficult to apply when dealing with students of any ability level who have low motivation.
51309
Thats what every corporate units in the world are trying to do.\nHuman resources has nothing to do with the technical knowledge a person knows. Its something to do with testing a persons skill at how well he/she can stand out in the society.\none can improvise on his/her HR skills by keeping himself/herself updated with the everyday news.
270006
Good companies have realized that its major assets are the competent human assets that it holds.\n\nA focussed and well defined HR Policy, covering from recruiting the right people, to training, development and reciprocating HR will ensure success for any company.\n\nWhat you have asked is a complete semester study program and is too vague to comment in such a short space but nevertheless, in a nut shell:\n\n1. Focussed, clear and objective job descriptions is a start.\n\n2. The advancement levels and pre-requisites for each job.\n\n3. Basic ingredients required by the successful candidate.\n\n4. Recruiting the right candidate.\n\n5. Providing adequate training and support.\n\n6. Provide opportunties for HR growth and polishing skills.\n\n7. A clear and healthy compensation plan.\n\n8. A clear and conducive serevence policy.\n\n9. A well-defined reward and accountability policy.\n\n10. Clearly understand, IT IS PEOPLE WHO MAKE COMPANIES BIG OR SMALL & IT IS PEOPLE WHO HELP COMPANIES ACHIEVE OBJECTIVES.\n\nThink of it this way: Your best friend is your body, if you look after it well, you can do what you want, if your body gives way then it is all a dream that remains. But for the body to function well, you should sharpen your mental skills, improve your health conditions, employ discipline etc.
142909
Human Resources - HR\nThe company department charged with finding, screening, recruiting and training job applicants, as well as administering employee-benefit programs.\n\nInvestopedia Says: \n\nAs companies reorganize to gain competitive edge, human resources plays a key role in helping companies deal with a fast-changing competitive environment and the greater demand for quality employees. Research conducted by The Conference Board has found six key people-related activities that human resources completes to add value to a company:\n\n1. Effectively managing and utilizing people.\n2. Trying performance appraisal and compensation to competencies.\n3. Developing competencies that enhance individual and organizational performance.\n4. Increasing the innovation, creativity and flexibility necessary to enhance competitiveness.\n5. Applying new approaches to work process design, succession planning, career development and inter-organizational mobility.\n6. Managing the implementation and integration of technology through improved staffing, training and communication with employees.