To request a copy of Dr. Greene’s competency models, email rewardsystems@yahoo.com
BUSINESS COMPETENCIES
| BUSINESS COMPETENCIES | EMERGING PRACTITIONER | ACCOMPLISHED PRACTITIONER | SENIOR/LEAD PRACTITIONER |
| STRATEGIC PERSPECTIVE: analyzes trends and synthesizes information from all relevant sources; develops vision and works with others to realize; has long-term perspective | Knows mission and strategy of organization; looks for ways to meet objectives; understands the need to frame decisions and actions in broad context | Understands how HR strategy and programs fit into organization strategy; designs HR programs to support strategy; evaluates effectiveness of programs in facilitating success | Assists in formulating HR strategy and plans; projects future objectives for programs and plans to replace or revise them so they will fit the objectives as they change |
| ORGANIZATIONAL KNOWLEDGE: knows the organization; (context, products, customers and financials); has understanding of functional roles; selects strategies/ plans based on clear objectives and their expected impact on organizational results | Knows about organizational context, its culture and how it is organized; works to understand roles of functions and business units and their needs; learns about internal and external customers and suppliers and how HR strategies and programs impact them | Understands how economic realities impact performance of the businesses and the overall organization; designs and administers HR programs in a manner that contributes to business success | Assists in assessing the culture and the organization structure and in reshaping them to fit organizational needs and realities; evaluates the extent to which HR programs support the HR strategy and assists in modifying the strategy to be effective given external and internal realities |
| BUSINESS KNOWLEDGE: knows about industry and related industries; understands economic/ competitive forces; knows what is required for success; knows what knowledge/skills are critical and labor market realities for them | Knows about the economics of the organization and its businesses; works to understand the human capital needs of the organization and the realities of the external environment/ labor markets | Understands how economic realities impact performance of the businesses and the overall organization; designs and administers HR programs in a manner that contributes to business success | Assists in evaluating HR strategies and programs to determine their business impact; ensures programs are cost-effective and based on sound business principles; evaluates strategy and programs continually to anticipate the need for change |
| CUSTOMER/SUPPLIER KNOWLEDGE: knows key customers (internal & external) and suppliers and understands their needs/ priorities; adopts strategies to meet their needs and uses programs and processes to meet them | Knows about the needs of internal and external customers and how HR programs impact them; develops relationships with customers and works to understand how HR can make them more effective | Understands what HR strategies/programs can do to satisfy customers and make them effective; designs and administers HR programs that satisfy customer needs while ensure they are cost-effective | Assists in developing an HR service model that identifies needs of customers, suppliers and venture partners and that utilizes cost-effective processes; monitors HR’s performance; adjusts programs as required; recommends modifications to improve service |
| TECHNOLOGICAL KNOWLEDGE/SKILL: knows about what is available and adopts appropriate tools; searches for new applications of technology based on their probable fit to context and their cost-benefit balance | Understands the commonly used tools and is proficient in using them; works to develop knowledge of emerging technologies and how they can be applied in HR | Understands how technology impacts HR service levels and cost effectiveness; assists in recommending technology to improve service and/or lower costs | Assists in planning the acquisition/ application of technology to increase HR effectiveness; directs implementation and evaluates the impact on service levels and costs |
TECHNICAL COMPETENCIES
| TECHNICAL COMPETENCIES | EMERGING PRACTITIONER | ACCOMPLISHED PRACTITIONER | SENIOR/LEAD PRACTITIONER |
| STAFFING: Recruiting; selection; placement; workplace/role design; workforce planning | Understands staffing concepts, techniques and processes and develops competence in applying them in program design/ administration | Administers staffing programs; makes recommendations on program revisions to improve effectiveness | Evaluates effectiveness of staffing strategies/ programs; refines existing programs and develops new ones; directs implementation, communication and training |
| DEVELOPMENT: Human capital assessment; career planning/management; training; education | Understands HRD concepts, techniques and processes and develops competence in applying them in program design/ administration | Administers HRD programs; makes recommendations on program revisions to improve effectiveness | Evaluates effectiveness of HRD strategies/programs; refines existing programs and develops new ones; directs implementation, communication and training |
| PERFORMANCE MANAGEMENT: Performance models at all levels; performance planning, measurement, feedback, development and contribution review (appraisal) | Understands concepts, techniques and processes and develops competence in applying them in performance management program design/ administration | Administers performance management programs; makes recommendations on program revisions to improve effectiveness | Evaluates effectiveness of performance management strategies/ programs; refines existing programs and develops new ones; directs implementation, communication and training |
| REWARDS MANAGEMENT: Direct compensation ; employee benefits; recognition/non-financial rewards; employee ownership | Understands rewards concepts, techniques and processes and develops competence in applying them in program design/ administration | Administers rewards programs; makes recommendations on program revisions to improve effectiveness | Evaluates effectiveness of rewards strategies/ programs; refines existing programs and develops new ones; directs implementation, communication and training |
| EMPLOYEE/LABOR RELATIONS: Employment policies; health, safety & security; ethics; communication; leadership; legal/ regulatory compliance | Understands E/LR concepts, techniques and processes and develops competence in applying them in HR program design/ administration | Administers E/LR programs; makes recommendations on program revisions to improve effectiveness | Evaluates effectiveness of E/LR strategies/ programs; refines existing programs and develops new ones; directs implementation, communication and training |
PERSONAL COMPETENCIES
| PERSONAL COMPETENCIES | EMERGING PRACTITIONER | ACCOMPLISHED PRACTITIONER | SENIOR/LEAD PRACTITIONER |
| LEARNING AGILITY/CREATIVITY: Open to new concepts; observes, listens and absorbs new ideas; creates new approaches; adapts to new conditions | Develops knowledge of ideas and concepts to create varied repertoire; is flexible in realizing, accepting and adapting to change | Actively seeks new ideas and techniques; tries new approaches; accepts contextual change and attempts to adapt to new requirements | Scans external sources for new ideas; leads others in search for better ways to design and administer programs. |
| CULTURAL UNDERSTANDING: Understands the similarities/differences between values and beliefs; open to different approaches; leverages benefits of diversity | Develops knowledge of the perspectives of others; actively works to accommodate and respect differences when performing job | Evaluates policies and programs to ensure they respect cultural differences; makes recommendations for changes | Takes initiative to find approaches to work that will fit the beliefs and styles of others; evaluates policies to ensure they appropriately consider the impact on different cultures |
| FLEXIBILITY/ADAPTABILITY: Willing to consider new/ conflicting ideas; adjusts to different contexts and requirements; does not resist needed change | Open to new ideas; adapts behavior to fit changes | Open to new models; searches for behaviors and approaches that will better fit changes in context | Open to new paradigms; anticipates need for change and proactively initiates actions to make necessary changes |
| INTEGRITY/HONEST: Represents beliefs, values and ideas candidly; shapes actions based on laws and principles rather than on expediency | Adheres to legal and regulatory requirements and to values/policies; reports violations of laws/ regulations and of organizational values and policies | Ensures programs are administered in a manner that is compatible with organizational values; identifies violations and takes appropriate action | Acts as role model; helps others develop behaviors that enable them to maintain integrity; takes appropriate action when violations of laws, values |
| COMMUNICATION EFFECTIVENESS/ABILITY TO INFLUENCE OTHERS: Able to convey information in manner fitting audience; able to influence others to consider alternatives and to accept recommendations | Effectively expresses self in manner understandable to target audience; receptive to views of others and exerts appropriate influence | Evaluates how well programs have been communicated and recommends how employee acceptance and understanding can be improved | Effectively dialogues with all internal and external parties; exerts influence on policies and strategies; develops communication strategies for new programs |
Robert J. Greene | Reward $ystems, Inc. 