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    HR Competencies: Challenges and Opportunities The Future Is NOW

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    Ashams Joseph Appu
    This document discusses the changing role of HR professionals and the need for new competencies. It outlines drivers of change such as downsizing, technology impacts, and increasing customer demands. Competencies are defined as underlying characteristics that result in effective performance. The document presents an HR competency model that addresses strategic partnering, leadership, change management, technical expertise, and employee advocacy roles. It recommends training, job rotations, and competency-based systems to help HR professionals develop new competencies and address technical expertise challenges. HR must also embrace new technologies, focus on customers, and invest in continual learning. Competencies should be tailored to each organization's culture and strategic needs.

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    HR Competencies: Challenges and Opportunities The Future Is NOW

    Uploaded by

    Ashams Joseph Appu
    43 views18 pages
    This document discusses the changing role of HR professionals and the need for new competencies. It outlines drivers of change such as downsizing, technology impacts, and increasing customer demands. Competencies are defined as underlying characteristics that result in effective performance. The document presents an HR competency model that addresses strategic partnering, leadership, change management, technical expertise, and employee advocacy roles. It recommends training, job rotations, and competency-based systems to help HR professionals develop new competencies and address technical expertise challenges. HR must also embrace new technologies, focus on customers, and invest in continual learning. Competencies should be tailored to each organization's culture and strategic needs.

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    Dirks

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    This document discusses the changing role of HR professionals and the need for new competencies. It outlines drivers of change such as downsizing, technology impacts, and increasing customer demands. Competencies are defined as underlying characteristics that result in effective performance. The document presents an HR competency model that addresses strategic partnering, leadership, change management, technical expertise, and employee advocacy roles. It recommends training, job rotations, and competency-based systems to help HR professionals develop new competencies and address technical expertise challenges. HR must also embrace new technologies, focus on customers, and invest in continual learning. Competencies should be tailored to each organization's culture and strategic needs.

    Copyright:

    Attribution Non-Commercial (BY-NC)
    Download as PPT, PDF, TXT or read online from Scribd
    Download as ppt, pdf, or txt
    43 views18 pages

    HR Competencies: Challenges and Opportunities The Future Is NOW

    Uploaded by

    Ashams Joseph Appu
    This document discusses the changing role of HR professionals and the need for new competencies. It outlines drivers of change such as downsizing, technology impacts, and increasing customer demands. Competencies are defined as underlying characteristics that result in effective performance. The document presents an HR competency model that addresses strategic partnering, leadership, change management, technical expertise, and employee advocacy roles. It recommends training, job rotations, and competency-based systems to help HR professionals develop new competencies and address technical expertise challenges. HR must also embrace new technologies, focus on customers, and invest in continual learning. Competencies should be tailored to each organization's culture and strategic needs.

    Copyright:

    Attribution Non-Commercial (BY-NC)
    Download as PPT, PDF, TXT or read online from Scribd
    Download as ppt, pdf, or txt
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    HR Competencies: Challenges and Opportunities The Future is NOW

    Timothy M. Dirks Director of Human Resources Management U.S. Department of Energy

    Dave Ulrich, Author HR Champions

    To be more significant, HR must become more professional.

    Drivers of Change for HR Profession


    Impacts of downsizing Demographic makeup of HR profession New and emerging roles Alternative methods of service delivery Increasing customer demands Technology impacts New skills and competencies Presidents memo aligning HR with mission

    Competencies: What are they?


    OPM defines as . . . An underlying characteristic of an employee (i.e., motive, trait, skill, aspect of ones selfimage, social role or a body of knowledge) which results in effective and/or superior performance (Boyatzis, 1982)

    Why Competencies?
    (1) Maintain focus (2) Measure and align performance

    (3) Facilitate change

    HR COMPETENCY MODEL
    IPMA, OPM and NAPA

    Addresses 5 roles Use as a tool for change

    Redefines role of HR organization and professionals

    HR Competency Model
    Strategic Partner
    - understands culture

    Leader
    analytical, strategic, creative thinking, and knows business systems

    - knows mission

    Change Consultant
    O.D., marketing & teaming

    Technical Expert
    - Knowledge HR law & policies, work-life, info. technology

    Employee Champion
    - develop relationships - promotes diversity

    Impacts on Current Technical Expertise


    Brain Drain Future exodus Lack of training and development opportunities Lack of attention to or focus on the basics

    Addressing Technical Competency Challenge


    Training / re-training Job Rotations Customer focus Develop competency-based systems for selection, training, and performance management

    HR Imperatives - Delivering on the New Roles and Competencies


    HR must become more customer-focused and results-oriented. HR must be creative and drivers of positive change. HR needs to be mission driven and aligned with key organizational goals.

    HR Imperatives - Delivering on the New Roles and Competencies


    HR must embrace new automated technologies to aid in service delivery and workforce analysis. HR must be managed like a business regarding return on investment and costbenefits analysis. HR organizations must invest in the continual development of their people.

    Gandhi

    We must become the change we want to see.

    One Size Fits All?


    No - there is no one size fits all solution. Factors: - Agency size/scope - Customer needs - Budget status - Leadership commitment - Culture and the like

    Whats Next?
    Analysis and assessment needs to be done to determine which competencies are appropriate for your agencys culture, strategic mission and environment.

    Whats next?

    After identifying critical competencies align and integrate HR systems to support those competencies.

    Whats next?
    Align to agency mission and vision:
    HR programs and policies HR service commitments and delivery systems HR position descriptions and performance plans HR individual development plans HR training and development HR awards and recognition HR measures/metrics

    Whats next?
    Competency Training and Certification/ Credential programs
    enhance image sense of pride and stature new skills provide a foundation consistent service delivery expectations

    Albert Einstein

    In the middle of difficulty lies opportunity.

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