Competencies for Hr Professionals PDF

8/3/2019 Competencies for Hr Professionals PDF

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Competencies for HR Professionals

Welcome to

Certified HR Professional - NED University

With

Shiraz Ahmed


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Schedule

Introduction

Research (Michigan + SHRM) Group work

Research - CIPD

Conclusion


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What is a competency

A measurable characteristic - related toeffective performance.

An observable SKA - required for effectiveperformance.

Dimensions of behavior that needs for a

competent performance How people behave when they carry out theirrole - how to do a job


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Difference between skills and competencies

Do you have competencies in your

organization?

What are your competencies?

Write any three..


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HR Competency Model - 2002

Strategic Partner- understands culture

- knows mission

Employee

Champion- develop relationships

- promotes diversity

Technical Expert- Knowledge HR law

& policies, work-life,

info. technology

Leaderanalytical, strategic,

creative thinking, andknows business

systemsChange

ConsultantO.D., marketing

& teaming


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Background - 2007

Michigan University - Dave Ulrich + Wayne

Brockbank

400 companies

Participants -1700 people +8300 associates

North & Latin America, Canada, Europe, China,

Australia, Asia Pacific and India

6 - core competencies


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Introduction

1. Credible activist

2. Cultural & change steward3. Talent manager / Organizatinal designer

4. Strategy architect

5. Operational executor6. Business ally


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CREDIBLE ACTIVIST

Delivering results with integrity.

Sharing information.

Building relationships of trust.

Doing HR with an attitude (taking appropriate

risks, providing candid observations,

influencing others)


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CULTURAL & CHANGE STEWARD

Respect past shapes new culture.

Translates - External customer expectationsinto employee behavior.

Personalizing culture (helping employees findmeaning in their work, managing work/lifebalance).

Facilitate change make culture happen +develop disciplines (project, strategy, initiative)


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TALENT MANAGER / ORGANIZATIONAL DESIGNER

Masters theory, research and practice in both

TM and OD

TM enter, move-up, across & leave org.

OD structure, policies, processes, PMS,

Reward management i.e. how org. works

Effective performance TM /OD + Customerrequirements


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STRATEGY ARCHITECT

Active part crafting strategy to achieve vision

Recognizing business trends win in future Strategy linking internal organization to

external customer expectations

Linkage customer driven business strategy


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BUSINESS ALLY

Success of the business

How business makes money value chain Financial / societal issues

Knowledge customers, products, services

Understanding of business and its parts(finance, mkt, r&d, engineering.)


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OPERATIONAL EXECUTOR

Legal implications

Operational aspects administrative needs(paid, hired, relocated & etc.)

Implementing workplace policies.

Advancing - technology or outsourcing


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Task

Make 6 groups

Each group will consist of 3 or 4 people. What do you understand by this role? As an HR professional how do you perform this

role?

Discuss and write 5 points!

Preparation & discussion time 15 minutes Presentation time 2 minutes


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CIPD(HR map) important features

Named - HR profession map

HR profession breadth + depth

Map extensive review + in-depth investigationof HR practitioners + academicians


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HR map main sections

Professional areas What (knowing, activities)

Behaviors how

Bands and Transitions levels of competence,contribution


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Professional


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PROFESSIONAL AREAS1. Strategy, insights and solutions

2. Leading and managing function

3. Organization design4. Resourcing and talent planning

5. Organization development

6. Learning and talent development

7. Performance and reward8. Employee relations

9. Employee engagement

10. Information and service delivery


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Behaviors


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BEHAVIORS

1. Curious

2. Decisive thinker

3. Skilled influencer

4. Driven to deliver

5. Collaborative

6. Personally credible7. Courage to challenge

8. Role model


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DETAIL Bands & transition

Focus on activities support, leading, consult,advisor

Spend time understanding business,organizational issues

How contribution and success is measured

Band 4 highest (HR Directors)

Band 1 lowest (Entry level)


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Reflections & Actions

What did you learn?What are your reflections

Actions you are going to take?

How you can apply this learning

Competencies for Hr Professionals PDF

Documents

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