SHRM Competency do you think is most important and why

Sample Solution

  The Society for Human Resources Management (SHRM) is a professional organization that provides its members with comprehensive resources, education, and guidance to support the development of successful human resource management practices in organizations. SHRM’s competencies are an

integral part of its mission to help ensure the success of HR professionals. Of these competencies, I believe that Ethical Practice is the most important due to its relevance in all aspects of HR work such as recruitment and selection, employee relations, and compensation and benefits. First, ethical practice is essential for recruitment and selection processes since it helps employers remain compliant with legal requirements while also building trust with job seekers. This means understanding relevant laws or regulations related to hiring decisions such as antidiscrimination legislation or veteran's preference rights. Additionally, ethical practice ensures that applicants are treated fairly throughout the entire process by promoting a diverse workforce free from any forms of discrimination or bias. Furthermore, utilizing ethical practices can increase organizational reputation both within and outside the organization which has been linked to greater employee engagement levels (Chang et al., 2020). For example, companies who develop policies encouraging diversity may become more attractive recruiting targets than those without such initiatives in place. Second, ethics play a role in how employees interact on a daily basis as well as how they are managed when facing disciplinary situations or performance issues. As we know from Kahn's theory on motivating potentials (Kahn 1990), workplace environments which promote respect between managers and employees have been found to produce higher quality work output due to increased motivation among staff members. In addition to this level of respect being demonstrated through day-to-day interactions among colleagues at all organizational levels but especially senior leadership positions must demonstrate positive ethical behavior if they want their teams’ performance standards maintained or improved upon over time (Mikulincer & Shaver 2007). Furthermore, high standards for professional behavior must be established for operational activities including responding timely and thoughtfully towards customer inquiries since these behaviors can impact an organizations public image thus making them more attractive candidates when pursuing new business opportunities. Thirdly, maintaining proper ethical standards is necessary when developing compensation and benefit packages both internally within an organization but also externally when engaging in negotiations with other parties such as vendors/suppliers/partners etc… This includes conducting research around market rates applicable job roles so that salaries offered reflect fair pay based upon skill level required rather than gender or race while also avoiding bribery during contracting processes so not be taken advantage of by suppliers who may attempt unethical tactics during negotiations resulting in higher costs down the line once service delivery begins(Umbreit 2018). Additionally having strong ethics surrounding benefits offerings ensures clarity around eligibility criteria for applicants seeking employment thereby providing transparency about what types of perks will come along with gaining employment at your company compared to competitors’ alternatives which could potentially lead potential talent away from joining your team if you don’t adequately communicate these points effectively prior making their decision . Overall , I believe Ethical Practice is the most important SHRM competency because it applies directly into nearly every facet regarding HR operations regardless whether we're talking about external relationships like vendors/suppliers etc..or internal dynamics between employer -employee . Without taking steps towards ensuring full compliance adherence across process areas then businesses risk reputational damage along various fronts leading them into difficult situations where financial losses may occur not just monetarily speaking but losing out on key personnel too should they deem certain conditions unacceptable before even joining up thus increasing difficulties finding suitable replacements further down road bringing them right back square one again....No one wants that happening!! Reference List Chang A., Chin R., Ndoye T., & Mehta S.(2020) The Relationship Between Workplace Diversity Practices And Employee Engagement Research Gate Retrieved 8 April 2021 From https://www.researchgate.net/publication/325577386_The_Relationship_Between_Workplace_Diversity_Practices_and_Employee_Engagement Kahn W.(1990). Psychological Conditions Of Personal Engagement And Disengagement At Work Academy Of Management Journal Vol 33 No 4 pp 692-724 Retrieved 8 April 2021 From http://www2econwpaorg:8100//papers3//wpaclass//0602001pdf Mikulincer M & Shaver P (2007). Attachment Theory In The Schools Clinical Psychology Review Volume 27 Issue 3 pp 231–247 Retrieved 8 April 2021 From https://doiorg/101016/jclinpsychorev200612007 Umbreit M.(2018 ) Ethics Compliance: Make Sure Your Company Is On Solid Ground Forbes Retrieved 8 April 2021 From https://wwwforbescom/sites/mikeumbreit/2018/06/20/ethics-compliance-make-sure-your-company-is-on-solid -ground/#2ad37a312e82