2-1: self analysis: behavioral competency: the business domain
First, review the module resources, including the text readings and SHRM resources. Next, carefully examine the behavioral competencies within the Business domain. The three clusters within the business domain are business acumen, consultation, and critical evaluation. Once you are familiar with the business domain clusters, conduct a self-reflection and analysis by responding to the following three questions as your journal:
- Strengths: What are your areas of strength within the business domain, and how did you determine a cluster as a strength? Provide supportive examples.
- Weaknesses: What are your areas of weakness within the business domain and how did you determine a cluster as a weakness? Provide supportive examples.
- Strategies: What are your strategies for the development of behavioral competencies within the business domain? Provide supportive examples and information from your research.
Cybersecurity Has a Serious Talent Shortage opens in new window
This article from the Harvard Business Review explores a report from Frost & Sullivan that found that the global cybersecurity workforce will have more than 1.5 million unfilled positions by 2020. But the security industry is a fast-growing market, and the International Data Corporation (IDC) predicts it will become a $101 billion opportunity by 2020. So what is causing the talent shortage?
Introduction to Human Resource Discipline of Staffing Management opens in new window
This SHRM resource provides an overview of the discipline of staffing management. It includes links to articles pertaining to workforce readiness, workforce planning, job analysis, job description, sourcing and recruiting, hiring practices, and legal and regulatory requirements. As you read, consider strategies and best practices of job analysis and design of work, HR planning and recruitment, and selection and placement.
The SHRM Body of Competency & Knowledge opens in new window
Reference this resource throughout this course to develop an applied understanding of the strategic role of HR functions in an organization. As you review this resource, consider HR initiatives that impact the various functional areas within the HR knowledge domains of the technical competencies of people, organization, and workplace.