Human Resource Planning in Business

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There is no use denying the fact that modern age can be characterized by a great level of rivalry which exists on all levels of our society. People and organizations should devote much time and efforts to survive and become successful. Additionally, some traditional approaches to the issue of work and money are changing nowadays and people have to understand them and be able to alter to. Resting on these facts, it is possible to say that the demands to people, who work in some companies or organizations, are constantly changing.

People should be able to become more efficient and obtain new skills which will be able to help them in their work. New practices and methods are used in the work of organizations and there are special departments which main aim is to create clear and efficient way of the usage of new approaches. With this in mind, the importance of departments which are responsible for creation of new efficient methods increases as their work is one of the main aspects of beneficial functioning of the company (Riggio para. 7). With this in mind, it is possible to analyze some possible methods of increasing of the efficiency of a company under modern conditions.

First of all, it should be said that there is no use denying the fact that new approaches should be widely used in the work of any organization as blistering development of technologies demands new skills from workers. Under these conditions, the necessity of the change of some traditional methods is obvious. Moreover, nowadays, great attention is given to leadership qualities of a person and his/her ability to work in a team and manage the work of the whole department (“Developing a Competency Framework” para. 7).

That is why, the majority of existing techniques connected with the stuff training center around a person and his/her qualities. Taking these facts into account, it is possible to say that the following work is devoted to the description of some techniques which will be able to improve the quality of the work of stuff and promote increase of the efficiency of a company in general..

The first step to do is to assure the officials of the company that there is a great need in the application of new methods and practices. It is the basis for successful development of leadership competencies as support from the executive leadership team can lead to the improvement of the mood of collective (“Developing Leadership Competencies” para. 3). The second stage of the process means creation of clear plan of personal and professional development of people who work in the company in accordance with the conditions under which they work.

This plan is absolutely vital as all further actions should be organized according to it. There is a great number of different leadership competencies which should be given attention and developed. However there are several qualities which are the most important and need special attention. First of all, the sphere of interpersonal communications should be developed. There is no use denying the fact that every leader should be able to align contact with the member of his/her team and understand weak and strong sides of every person.

That is why, special trainings should be organized for people to be able to develop these kind of intelligence. With this in mind, some special seminars should be organized where people will be given ability to become active listeners and master their communications skills (“Leadership Competencies” para. 6). Moreover, these groups will also lead to the improvement of relations within the collective.

The next step will be connected with the development of skills in decision making. There is no use denying the fact that modern life can be characterized by a great tempo and that is why, sometimes, decisions should be made immediately as it is the key for the efficient functioning of a company. That is why, some attention should be given to the development of this sort of competence. Modern conditions dictate new demands to a person and new ways of the development of skills of decision making appear.

That is why, the practice of reflection becomes absolutely important. There are several models which could be used to improve the work and efficiency of a leader. First of all, reflection-in-action and reflection-on-action should be used by workers to understand their actions better (“Models of reflection” para. 4). The thing is that they should try to analyze their actions while being involved in them, using reflection-in-action and, additionally, the analysis of the aftermath of their actions should also be made which means the usage of reflection-on-action (“Models (or Frameworks) of Reflection” para. 3).

Usage of these two models will obviously lead to better understanding of mistakes made during the work and, moreover, can help to admit some efficient actions which could be used in the further work in order to made some decision. Additionally, some other models of reflection could be used. Gibbs model also means analysis of the actions performed by a person in order to increase their efficiency. There are several stages which include analysis of the feelings connected with the activity, their evaluation, analysis of the experience and creation of the action plan which could be used in the further work (“Models (or Frameworks) of Reflection” para. 8).

That is why, special classes where people should be explained the necessity of the usage of practice of reflection and taught how to do it, should be organized. The last important step is connected with the development of general competence of a leader. There is no use denying the fact that a good leader should be also a professional and obtain good knowledge in a certain sphere.

With this in mind, it is possible to say that great attention should be given to the development of skills of a person and his/her knowledge connected with the new remedies and technologies used nowadays in the sphere of his/her activity (Orr, Sneltjes and Guangrong 7). Additionally, he/she should also be explained how to use new technologies in his/her work and promote development of the efficiency of his/her activity. With this in mind, there is the necessity of special refresher courses which will keep the competence of a person on the high level.

There is no use denying the fact that positive reinforcement is a very efficient remedy which can help to achieve better results. With this in mind, it is possible to say that the special reward strategy should be created. People should know that their efforts are appreciated (“Leadership Competency Development Guide” para. 4). First of all, people should be informed that their activity will be rewarded with a bonus. Moreover, the most active participants of the course and people who show the best results, understanding of the issues and use the new experience in practice should also be given a bonus for them to see benefits of these new methods.

Having taken all these points into account, a company will be able to increase the level of its efficiency due to the development of leadership competence among its workers. To evaluate efficiency of these measures it is possible to compare the showings of the company before and after the course. Additionally, some checklists for stuff should be created for people be able to admit and show changes which happened with them.

Works Cited

Developing a Competency Framework. n.d.. Web.

Developing Leadership Competencies. 2015. Web.

Leadership Competencies. 2008. Web.

Leadership Competency Development Guide. 2011. Web.

Models (or Frameworks) of Reflection. n.d. Web.

Models of reflection. n.d. Web.

Orr, Evelyn, Craig Sneltjes and Dai Guangrong. Best practices in developing and implementing competency models. 2010.

Riggio, Ronald. The Top 10 Leadership Competencies. 2014. Web.

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Human Resource Planning in Business

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