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    HR Competencies: Challenges and Opportunities The Future Is NOW

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    imaddakr
    The document discusses challenges and opportunities for the HR profession in developing new competencies to meet changing needs. It outlines five key roles for an HR competency model including strategic partner, leader, change consultant, technical expert, and employee champion. Addressing these new competencies will require training, job rotations, and developing competency-based HR systems to select, train, and manage performance. HR must also embrace new technologies, be customer-focused, and continually develop their people to deliver on the new competencies and roles.

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    HR Competencies: Challenges and Opportunities The Future Is NOW

    Uploaded by

    imaddakr
    164 views18 pages
    The document discusses challenges and opportunities for the HR profession in developing new competencies to meet changing needs. It outlines five key roles for an HR competency model including strategic partner, leader, change consultant, technical expert, and employee champion. Addressing these new competencies will require training, job rotations, and developing competency-based HR systems to select, train, and manage performance. HR must also embrace new technologies, be customer-focused, and continually develop their people to deliver on the new competencies and roles.

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    4) HR Competencies

    Original Title

    4) HR Competencies

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    The document discusses challenges and opportunities for the HR profession in developing new competencies to meet changing needs. It outlines five key roles for an HR competency model including strategic partner, leader, change consultant, technical expert, and employee champion. Addressing these new competencies will require training, job rotations, and developing competency-based HR systems to select, train, and manage performance. HR must also embrace new technologies, be customer-focused, and continually develop their people to deliver on the new competencies and roles.

    Copyright:

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

    HR Competencies: Challenges and Opportunities The Future Is NOW

    Uploaded by

    imaddakr
    The document discusses challenges and opportunities for the HR profession in developing new competencies to meet changing needs. It outlines five key roles for an HR competency model including strategic partner, leader, change consultant, technical expert, and employee champion. Addressing these new competencies will require training, job rotations, and developing competency-based HR systems to select, train, and manage performance. HR must also embrace new technologies, be customer-focused, and continually develop their people to deliver on the new competencies and roles.

    Copyright:

    Attribution Non-Commercial (BY-NC)
    Download as PPT, PDF, TXT or read online from Scribd
    Download as ppt, pdf, or txt
    of 18
    At a glance
    Powered by AI
    The key takeaways are that the HR profession needs to become more professional, customer-focused, and aligned with organizational goals and missions.

    Some drivers of change for the HR profession mentioned are impacts of downsizing, demographic makeup changes, new and emerging roles, alternative service delivery methods, increasing customer demands, technology impacts, and new skills and competencies.

    A competency is defined as an underlying characteristic of an employee, such as a motive, trait, skill, aspect of self-image, social role, or body of knowledge, which results in effective or superior performance.

    HR Competencies: Challenges and Opportunities The Future is NOW

    Dave Ulrich, Author HR Champions

    To be more significant, HR must become more professional.


    2

    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 Aligning HR with mission

    Competencies: What are they?


    Defined 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)
    4

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

    (3) Facilitate change


    5

    HR COMPETENCY MODEL
    Addresses 5 roles Use as a tool for change

    Redefines role of HR organization and professionals


    6

    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 diversity7

    Impacts on Current Technical Expertise


    Brain Drain Future departures Lack of training and development opportunities Lack of attention to or focus on the basics
    8

    Addressing Technical Competency Challenge


    Training / re-training Job Rotations Customer focus Develop competency-based systems for selection, training, and performance management
    9

    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.

    10

    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.
    11

    Gandhi

    We must become the change we want to see.

    12

    One Size Fits All?


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

    13

    Whats Next?
    Analysis and assessment needs to be done to determine which competencies are appropriate for your companys culture, strategic mission and environment.
    14

    Whats next?

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

    15

    Whats next?
    Align to company 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

    16

    Whats next?
    Competency Training and Certification/ Credential programs
    enhance image sense of pride and stature new skills provide a foundation consistent service delivery expectations
    17

    Albert Einstein

    In the middle of difficulty lies opportunity.

    18

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