Competency refers to the ability to perform a specific task effectively. Personal attributes, skills, knowledge, and abilities are the key attributes that define an individual’s competency. Notably, organizational success is often attained through the employee’s efforts to use their competency in undertaking their organizational roles. According to Kobir (2020), the specific competency characteristics that enable employees to undertake a specific job or profession are denoted as a competency model. Competency models are either categorized as behavioral or technical.
SHRM Competency Model
The SHRM Competency Model was established by the SHRM to aid during the selection process in identifying the characteristics that define successful employees’ performance. The model not only focus on identifying the foundational competencies needed by HR professionals but also defining them. Notably, SHRM’s Competency Model for HR professionals identify and define nine competencies ( Alonso et al., 2015). The nine competencies include the HR knowledge, critical evaluation, ethical practice, business acumen, relationship management, leadership and navigation, global and cultural effectiveness, consultation and effective communication ( Alonso et al., 2015). The competencies play a big role in improving HR employees’ skills and performance in the healthcare profession and other professions.
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As a healthcare worker, my competencies range from both the technical and behavioral to the nine competencies defined by both the competency model and the SHRM competency model. The competencies have always been the backup for my career growth and professional performance. Communication and business acumen are some of the main areas of competency that I claim expertise in my profession. Thus, in this paper, communication and business acumen competency in the healthcare profession will be discussed.
Communication and Business Acumen Competencies
SHRM’s Competency Model defines communication competence as employees' ability to possess effective communication skills that help them communicate with other employees and staff effectively ( Alonso et al., 2015). In this case, proficiency in communication competency is defined with employees’ ability to receive and disseminate any information with other organization members effectively. Effective communication is one of the main factors that streamline organizational operational, leading to organizational success ( Kobir, 2020) . Thus, proficiency in communication competency in the healthcare field helps healthcare workers develop good communication relations and organizational culture that translate to better healthcare services. For instance, high proficiency in communication competence among healthcare workers enables them to listen attentively to patients and attend accordingly. However, with poor communication, competencies are linked to poor services.
Therefore, high proficiency in communication competency among healthcare workers can be demonstrated by their ability to possess verbal and written communication skills. Still, effective listening skills, diplomacy, persuasion skills, facilitation skills, public relations skills, presentation skills, among other skills, are linked to communication competencies that help human resources professionals in the healthcare profession to perform their roles effectively ( Ulrich et al., 2012). Thus, it is prudent for the HR professions to train and encourage healthcare workers to develop a culture of communication competency to undertake their roles effectively as defined by the SHRM’s Competency Model.
Similarly, the business acumen competency model is linked to the communication competency ( Alonso et al., 2015). In this case, the model denotes that high proficiency is attained when human resource professionals can understand and implement all information they receive to improve the organization's strategic goal. However, in many cases, business acumen is faced with many challenges since the process involves a series of steps where decisions are made before implementing the strategic plan. Thus, healthcare HR professions need to analyze different options at the initial stage of implementing different policies to be effective.
Conclusion
Proficiency in communication competency and business acumen competencies are very important for organizational growth and performance. The two competencies models help in developing a culture of excellence in the organization. In all the roles that healthcare workers and HR professionals undertake they all depend on communication. Thus, when an effective communication channel and culture are established, the organizational goals will ultimately be achieved.
References
Alonso, A., Kurtessis, J. N., Schmidt, A. A., Strobel, K., & Dickson, B. (2015). A competency-based approach to advancing HR. People and Strategy , 38 (4), 38.
Kobir, M. J. (2020). Human Resource Management Practices of First Security Islami Bank Limited (Doctoral dissertation) International Islamic University Chittagong, Kumira, Bangladesh.
Ulrich, D., Younger, J., Brockbank, W., & Ulrich, M. (2012). HR talent and the new HR competencies. Strategic HR Review . https://rbl-net.s3.amazonaws.com/hrcs/2012/HRtalent-HRcompetencies.pdf
