Competency Models For Human Resource Management Professionals. Business, Technical and Personal Competencies

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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
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