CHAPTER -1 : GAINING A COMPETITIVE ADVANTAGE
refers to a company's ability to maintain and gain market share in its industry.
Competiveness is related to company effectiveness, which is determined by wheter the company
satisfies the needs of stakeholders.
Human Resources Management (HRM):
refers to the polices, practices, and systems that influence
employees' behavior, attitudes, and performance. The Human Resources department is solely
responsible for outplacement, labor law complience, record keeping, testing, unemployment
compensation, and some aspects of benefits administration. The Human Resource Management
Analysis design of work.
Human Resources is a Business with three product lines:
Administrative Services and Transactions
Compensation, hiring, and staffing.
Resource efficiency and service quality.
Business partner services
→ Developing effective HR systems and helping implement
business plans, talent management.
Knowing the business and exercicing influence -problem solving, designing effective
systems to ensure needed competencies.
Strategic partner services
→ Contributing to business strategy based on considerations of
human capital, business capabilities, readiness, and developing HR practices as strategic
Knowledge of HR and of the business, competition, the market, and business strategies.
WHAT COMPETENCIES DO HR PROFESSIONALS NEED?
HR professionals need to have 6 competencies. Credible Activist Competency is the most important for
high performance as an HR professional and effective HR leader. Demonstrating these competencies
can help HR professionals show managers that they are capable of helping the HR function create
value, contribute to the business strategy, and shape the company culture. In the second row of the
pyramid there are the cultural steward, talent manager/organizational designer, and strategic architect.
The cultural steward is referred to help the employees navigate the culture, facilitate changes, and
develop and value the culture. In talent managers or organizational designers shows how to develop a
talent, design reward system, and shape the organizations. The strategic architec regognizes business
trends and their impact on the business, evidence-based HR, and develops people stratedies that
contribute the business strategy. In the bottom of the pyramig we find the Business Ally and the
Operational Executor where we need to understand how the business makes money, understand
language of business, implementing workplace policies, advacing HR technology, and administer day-