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HRM competencies, Managing, Authority is the right to make decisions, to…
HRM competencies
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SHRM COMPETENCY MODEL
Leadership and Navigation: The ability to direct and contribute to initiatives and processes within the organization.
Ethical Practice: The ability to integrate core values, integrity, and accountability throughout all organizational and business practices.
Business Acumen: The ability to understand and apply information with which to contribute to the organization’s strategic plan.
Relationship Management: The ability to manage interactions to provide service and to support the organization.
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Critical Evaluation: The ability to interpret information with which to make business decisions and recommendations.
Global & Cultural Effectiveness: The ability to value and consider the perspectives and backgrounds of all parties.
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Managing
Staffing. Determining what type of people should be hired; recruiting prospective employees; selecting employees; setting performance standards; compensating employees; evaluating performance; counseling employees; training and developing employees
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Organizing. Giving each subordinate a specific task; establishing departments; delegating authority to subordinates; establishing channels of authority and communication; coordinating the work of subordinates
Controlling. Setting standards such as sales quotas, quality standards, or production levels; checking to see how actual performance compares with these standards; taking corrective action as needed
Planning. Establishing goals and standards; developing rules and procedures; developing plans and forecasts
Authority is the right to make decisions, to direct the work of others, and to give orders
Staff authority gives a manager the right (authority) to advise other managers or employees. It creates an advisory relationship.
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Line authority gives managers the right (or authority) to issue orders to other managers or employees. It creates a superior–subordinate relationship
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