Question

Looking at Ulrich's HR competency model there are five categories (capability builder, technology proponent, HR innovator and integrator, change champion and credible activist) that he identifies as strategic positioner:

Ulrich outlines 3 factors in the capability builder:

1. Capitalizing on Organization Capability (a) select the organization element in which the organization audit should occur (b)create the content of the audit (c) collect data from multiple groups on the current and desired status of the capabilities being assessed 9, 360, 720 degree (d) synthsize the data to identify the most critical capabilities requiring managerial attention (e) assign teams to deliver critical capabilities by putting together an action plan with steps to take and measures to monitor

2. Aligning strategy, culture, practices and behavior which are (a) business (b) environment (c) strategy (d) organization (e) HR investment (f) action plans (g) measures or metrics

3. Creating Meaningful Work Environment - Pervasiveness of Meaning, Illustrative Drivers of Meaning at Work, Assessment of the Abundant of the Organization.

What FIVE OPEN-ENDED in class discussion questions could you suggest from the "capability builder" model?

Thanks.

Answer 1

Does the capability builder model has the potentiality to reveal whether workers try to get their job done notwithstanding the strategy or in a manner that purposely contributes to the strategic goals?

In an organization for a worker to successfully accomplish their tasks it’s important for them to effectively and efficiently identify and acknowledge the corporate goals. The successful execution and accomplishment of an excellently formulated strategy totally depends upon workers successful alignment with business objectives which indeed can facilitate the business administrators to effectually bridge the gap between their ideas and day-to-day implementation.

Does the HR competency model helps to identify and acknowledge whether workers are part of a multidisciplinary or collaborative group which can facilitate them to accomplish their best work?

One of the most significant and crucial element that can facilitate to attribute for an outstanding and considerable performance by workers is helping them to endure the skill to learn and teach each other. In a complex and ever-changing global work environment it is important that workers are comfortable performing with other individuals based in an international environment which indeed can facilitate to successfully accomplish the business goals and objectives.

Does the capability builder model helps to verify and confirm whether workers are responsive and positive towards utilizing the tools, information and people that can facilitate them navigate change?

It’s very crucial and significant to understand and acknowledge the matter of fact that capability which comprises of workers knowledge, alertness, work arrangement, direction and expectations are indeed considered to be the most impactful contributor to high performance during periods of significant change.

Does the HR competency model contain the probable elements required to develop the worker competencies as its been recommended in their capability builder model project?

Competency models have much prospective utilization that can be applicable for varied areas such as selection, assessment, growth, performance management, training design and planning career paths. Thus the planning of a competency model necessitates understanding and acknowledging the requirements of stakeholders, consumers and society and then accordingly frame effective and efficient policies and goals to effectually utilize the model.

Does the capability builder model help to maintain a research balance with intuitive approaches?

A research approach can facilitate to precisely recognize and understand the behaviors enumerated by exceptional performers, self-beliefs of task performers and view-points of subject experts elucidating the significant requirements essential for exceptional quality performance. Furthermore because of its legitimacy a competency model developed using a research approach can withstand with the possible officially permitted confrontations.