University Human Resource Development. Research Paper

Change in University’s Human Resource Development Through Competency-Based Training Method
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Change in University’s Human Resource Development Through Competency-Based Training Method
Introduction
The success of any organization in achieving its mission and vision is defined by the performance and outcomes of its human resources. This implies that human resources play a critical role in the existence and survival of organizations. Human resource competencies include a range of attributes that are connected to an individual employee and is a combination of behaviors, knowledge, and skills which can be applied as a channel to enhance performance. For HR to have a blend of these attributes, it is critical that private and public organizations such as universities develop their human resources. One way through which these organizations can develop human resources is through competency-based training (CBT) (Prabawati, Meirinawati & Oktariyanda, 2018). CBT largely emphasizes on three main issues: skills, competencies, and the standards used to measure the competencies. In implementing CBT, organizations need to scan, conduct a strategic planning, profile competencies, analyze competency gaps, and develop competency. As a result, CBT will make it easier for employees within an organization to reduce or eliminate any differences that exist in their performance and improve their knowledge, skills, and expertise to support the vision and mission of their organizations. This paper explores how a university can improve productivity, employee satisfaction, ability to revitalize, and measure the success of employee’s improvement efforts using competency-based training method.
Improving Productivity
The ability of an organization such as a university to learn and gain novel competencies and capabilities is today widely accepted as a more rewarding factor as a determinant of its competitive edge compared to the possession of unique resources (Elizabeth, 2004). A change to adopt this model will enable the university to build skills, knowledge, and attitudes of both teaching and non-teaching staff to improve their productivity at work and thus help meet its vision and mission. To improve employees’ productivity, experts in industry and academia have recognized the importance of a paradigm shift from the intermittent, more formalized, and discontinuous learning to an increasingly experiential, informal, real-time, and asynchronous mode of learning (Garavan, 2002). This friendly approach improves employees’ competency and motivation to work within an organization. In a knowledge-based economy, this continuous training not only adds competence, organizational learning, and employability, but also enhances employees with new knowledge and skills to perform their assigned duties in a more productive manner.
Employee Satisfaction with The Quality of Their Work Life
Studies on the issue of employees’ competencies have shown that competent workers tend to be more satisfied with their work life than the incompetent ones. This observation indicates that CBT will largely increase job satisfaction at the university if...