Human resources - Assignment Example

Introduction Google Company is an information and communication technology based company that operates in different countries across the globe. The employees at this company serve millions of clients across the globe and most of the work is performed online. This entails that the employees should possess strong information and communication technology (ICT) skills. According to its official website, the culture of the company is designed to enhance continual learning and development of various skills that help the employees to be competent in their operations.

Managing human resources planning Managing human resource planning is very important in as far as employee skills development is concerned. At my previous place of work, different strategies were used to manage the human resource planning particularly identifying the skills as well as implementing certain measures to improve these skills. Basically, skills are visible in behaviours of human beings (Werner, 2007). From my previous workplace, employees were observed for certain skills during work.

This constituted skills audits where the available skills were observed and the required skills to perform a certain task were also outlined. In some cases, competency testing measures were taken were the employees were given certain tasks to perform. Their performance was gauged against the required skills competencies. The skills of the employees were also identified during the job interview process. The prospective candidates were asked to narrate their experiences, competencies as well as skills.

Skills audits and competency tests are useful in identifying personal, hard and transferable skills in an organization. In most cases, skills are identified through observing the employees while performing different tasks at their workplace. On the other hand, a competency test can be used to establish if the employee is competent enough to perform a certain task. The current performance is measured against the required level of performance and this helps the responsible authorities to implement effective measures that can help improve the skills of the employees.

According to Robbins (1993), the employer can immensely benefit from a skills audit in that he is able to identify the skills of the employees as well as to use this knowledge to predict the changes that may be required in these skills in order to improve the performance of the employees. The skills audit is used to identify the gap between availability and requirements of the skills in the organization. This helps to design a program that can be used to bridge this gap that exists with regards to the requirements of the skills in the company.

The organization needs to implement skill-based learning in order to improve the level of skills amongst employees. Basically, skill-based learning generally involves practicing the desired behaviours (Jackson & Schuler, 2000). This strategy is very effective in that it helps the employees to gain competencies in behaviour based skills. For instance, a good example of skill based learning involves an initiative in the company where employees are compelled to learn and master the software that is used to record stock in the organization.

Instead of performing this exercise manually, they may do it using the computer and this helps to improve their skills in using computers within the organization.ConclusionSome technical jobs in particular need the employees to possess certain skills in order for them to operate effectively. However, in order to identify the skills required to perform certain tasks, it is imperative to carry out a skills audit. Skills audits are very important because they help the management to identify the skills required to perform certain tasks as well as to identify the measures that can be implemented in order to bridge the gap that has been identified.

Thus, skills audits are important in that they help to improve the competencies of the employees so that they can improve their performance as well as productivity. References Google Company. (2015). Retrieved from: www.google.com Jackson, S.E. & Schuler, R.S. (2000). Managing human resources: A partnership perspective. Boston: South Western College Publishing.Robbins, S.P. (1993). Organizational behaviour: Concepts, controversies and applications. New Jersey: Prentice Hall. Werner, R. et al. (2007). Organizational behaviour. CT: JUTA.