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Suzanne Simpson Articles

Guest post by: Suzanne Simpson

Systems Thinking in Human Resource Management - Click To Read Article
The failure to understand the complex interrelationships between the different elements of human resource management inadvertently creates organizational and interpersonal tensions that detract from an organization achieving its goals. A Systems Approach considers the whole project, the interrelationships among the various components and allows for the effective management of the various disciplines involved to achieve this integration.

Using Employment Tests - Click To Read Article
On today’s market, there are hundreds of extremely well-developed employment tests. However, many widely distributed and highly marketed tests do not meet generally accepted standards for test development and validation. Organizations considering the use of employment tests should carefully consider how the test was developed, the extent to which a test yields stable and consistent results, the relationship between test scores and sales success, and the non-discriminatory nature of the test.

Re-Tooling Your Employees for Change - Click To Read Article
Change is a fact of life. Successful organizations must have employees who can adapt to changing market trends, new technologies, new ways of doing business, an increasingly global market and heavier demands for higher levels of skills and education. They must constantly strive to meet and exceed customer expectations, while doing more with less. Managing change and assisting employees to adapt to change is a must for the long term survival of any organization.

Human Resource Planning and Training Model for Organizations Experiencing Change - Click To Read Article
Organizations wishing to become more efficient, productive and profitable must organize their work and their information management in a manner that will promote these goals. This often means that organizations must undergo change: in the design and organization of the work to be performed; in the technology used to perform this work; and, finally in the organization, selection, management and training of the employees to perform the work.

Framework for Competency-based Management - Click To Read Article
This framework provides a set of specifications for the development and implementation of competency profiles, tools and mechanisms in support of career management, learning and development, succession planning, recruitment, performance management and staffing.

The framework covers:
• Why competency-based human resource management is implemented;
• The structure for the development of competency profiles, including how jobs are clustered into career streams for competency profiling purposes.


Are Your Competencies Defensible? - Click To Read Article
The use of competencies can sometimes be subject to judicial scrutiny when an employment decision is challenged. Organizations must ensure that their competency profiles and the methods of their development meet accepted standards. Key concerns include: the link between competencies and the skills, knowledge and abilities required for job success; how reflective competencies are of required key attributes; the use of expert knowledge in developing competencies; accounting for possible disadvantages to a particular group; and, the actual level of competence required.

Competencies: The Core of Human Resource Management - Click To Read Article
Competency-based human resource management is currently all the rage. Unfortunately, it also has all the dangers of being relegated to the place of Management by Objective (MBO), Total Quality Management (TQM), and other similar programs that also really worked, but were so little understood and so poorly implemented by most that they are now considered unacceptable programs.

Competency-based Management That Works! - Click To Read Article
Competencies are enjoying a resurgence of popularity with the development of affordable enterprise-wide systems software and are identified as a wave of the future for organizations that want to gain the full value out of their human capital investments. Research shows that implementing a Competency-based system can make a considerable difference in the efficiency and profitability of the company, the productivity of the workforce and the amount of time managers and HR staff spend on HR issues.

Competency-based Human Resource Management: Planning for Success - Click To Read Article
Planning the framework for a HR system in which employees are selected, evaluated, developed, promoted and rewarded based on competencies that support organizational goals requires the right leadership and an approach sensitive to employee needs. Success requires careful selection of the method best suited to support the identified needs and sound communication at all stages of the planning, development and implementation process.

Estimating the Cost of a Bad Hire - Click To Read Article
Though most organizations experience a “bad hire” and are aware of the high price they pay for employee turnover, they often lack the ability to combat the loss. Using competencies for selection reduces the risk of a bad hire by increasing the validity of the recruitment process through well-researched, job-related behaviours, consistent standards, standardized selection criteria and selection tools for incremental validity.





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