ORGCB 535 - Competency 1 Reflection
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ORGCB/535
Competency 1 Reflection
HR Competencies
The organization I work for is Target RWE, which is a small company with less than 130 employees. Target RWE’s mission statement is to advance real-world evidence to shift the paradigm in healthcare, changing how decisions are made to improve lives. Target RWE collects patient data, medical history, and biospecimen, such as blood, all related to specific diseases such as
NASH (Nonalcoholic steatohepatitis), Liver, Crohn's, Inflammatory Bowel, and Dermatological diseases and provides data solutions to support research grants, drug safety requirements, and medical publications (Target RWE Company Overview, 2024). The three HRM competencies I am examining are business acumen, communication, leadership, and navigation. Clinical research is a very specialized industry and requires individuals that are educated and possess medical, clinical experience, research, or business knowledge. The Human Resource Team has business acumen; while they have not performed clinical research, they have studied and observed, and they understand the business operations and what is required to do the job. This is apparent when they hire because they find talented individuals with experience needed to do the job. This flows into leadership and navigation; our human resource team collaborates with the department leaders to create metrics and goals that can be achieved yet they challenge the teams and assist managers with tracking of metrics and goals. The human resource team leads initiatives such benefits packages. They do primary research and make recommendation
regarding competitive benefits including personal time. They survey employees to stay abreast of benefit packages that are enticing to employees. Both these competencies also require the integration of the third competency of communication. The Target RWE HR team screens candidates
for interviews and makes recommendations based on the information they received. They work with leadership to communicate business changes to employees whether it is merits or when the company downsized. Our HR team also acts as therapists; they are very discreet, and employees and managers are comfortable going to HR for advice with co-workers or personal matters. Recently,
HR reached out to me because they heard through the grapevine that I was being challenged by a peer and personally attacked. I am new to the company and my peer questioned my experience in a
public forum. After a conversation with are and receiving valuable feedback, they provided counsel to the individual in question, and we are working much better together.
Compensation Approach
The job is a clinical research analyst (CRA) who is responsible for looking at the patient datasets and detecting anomalies and as well as trending data quality. The CRA will be required to extract the data and provide recommend metrics to assess the accuracy of the data. The research analyst will then track the metrics and will report every four weeks and provide statistics regarding data accuracy and quality. The CRA ‘s compensation package will be
correlated to their performance
rating at the end of the year thus using the reinforcement theory. The advantage is that positive work efforts are rewarded, and positive feedback from management reinforces the work effort. The downside is that if an employee is not rewarded, they lose sight of what needs to be done. The expectancy theory is advantageous because takes into consideration that everyone’s motivation is different and when employees are aware that arduous work yields rewards, they work harder. For
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Recommended textbooks for you
- Management, Loose-Leaf VersionManagementISBN:9781305969308Author:Richard L. DaftPublisher:South-Western College Pub
Management, Loose-Leaf Version
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