Human resources competences

You have now defined your business needs and gained an idea of the group of employees that requires attention, in order to address these. Equipped with this, you can move on to determining whether business needs can be translated into specific human resource requirements. This means attempting to translate them into competencies, their underlying components (knowledge, skills and attitudes), and experience. The following questions will help you to translate business needs into HR needs ... 

Human resources management systems for inspection differ among countries. In Australia, the same group of personnel is responsible both for licensing of manufacturers and for GMP inspection. In Cypms, Tunisia, Venezuela and Zimbabwe, GMP inspectors also carry out other dmg regulatory functions. One of the results of such an arrangement is that the different functions must compete for the employees time. Cuba, Estonia and Tunisia employ both full-lime and part-time inspectors for both functions. Other countries have full-time employees only. 

The function view is used to describe the functions and their relationships in a company. These functions fulfill the objectives of the company, such as sales, order planning, product design, part manufacturing, and human resource management. The efficient and effective operation of these functions contributes to the company s success in competing in the market. 

Clause 6 of the standard requires the provision of resources needed to maintain the queility management system. These include human resources, requiring the identification of competency needs for personnel, the provision of training to satisfy these needs, eveiluation of the effectiveness of this training, and the maintenance of appropriate records of education, training, and qualifications of all personnel. There is also a requirement for the maintenance of a proper work environment and all facilities needed to provide high-quality products and services. 

The Director of Human Resources began the interview, "Jasmine, we have had a chance to review your digital portfolio of mastery knowledge and competencies and subsequendy have asked you here for two previous interviews. The first interview was an observation by the Team Development Director and Plant Director of you leading a team through a problem solving exercise. The second interview was a group interview of five possible employees you would supervise if you were hired. ... 

Abdulwahed, M., Pokharel, S., Balid, W., Hasna, M. O. (2013). Systemic framework of competencies of 21st century technical and engineering human resource A development case for a knowledge based economy in Qatar. In GCC Conference and Exhibition (GCC), November 7th IEEE (pp. 413 18). IEEE. 

Framework. According to the above description, it is necessary for universities and colleges to define a procedure that evaluates the students acquired competences. It must allow the centres to have knowledge of the level and effectiveness of the educational program applied through different processes, from the objectives that have been defined in the curriculum and all of the auxiliary strategic or fundamental processes (mobility, tutorials, reception, human resources, material resources, etc.) to the evaluation of the student s acquired competences. This will measure the level of satisfaction of the graduates and society. 

Lado, A.A. and Wilson, M.C. Human resource systems and sustained competitive advantage A competency-based perspective. Acaiiemy o/Managemenr Review 19(4) 699-727, 1994. 

A hierarchic overview of departments and functionaries (organisational chart, see Sect. 25.2.4) is the basis for the description of human resources of an organisation. Tasks, respruisibilities, competences and required qualifications are specified in a function description. An employee description entails the true competences and qualifications of an employee, including the development of the employee by training and other activities, (see Sect. 25.5.1). 

The regulatory body is to be provided with adequate authority, competence and financial and human resources. It shall be empowered to enforce legal requirements to issue, amend, renew, suspend or cancel licences or authorizations or to recommend such actions to the government. 

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