Recent Study Shows Impactof HR Competencies on Business Performance

People and organizations are created and sustained to optimally deliver value to external and internal stakeholders by implementing the business strategy. To fulfill these purposes, HR professionals must have the knowledge, insights, skills, and experience that are most relevant for the companies and competitive markets within which they add value.

Technological advancements not only facilitate communications but also accelerate product and service development on a global scale

PRIMARY COMPETENCY CATEGORIES FOR HR PROFESSIONALS

·         Strategic Positioner. High-performing HR professionals understand the structure and logic of their respective industries and the underlying competitive dynamics of the markets that they serve, including customer, competitor, and supplier trends. They then apply this knowledge in developing a personal vision for the future of the company

·         Credible Activist. They do what they say they will do. They have effective interpersonal skills; they are flexible in developing “positive chemistry” with key stakeholders. They also have confidence in their opinions about the business. They take strong positions about business issues

·         Capability Builder. Capability represents what the organization is good at and known for. Capabilities have frequently been referred to as a company’s culture. Such capabilities might include innovation, speed, customer focus, efficiency, and the creation of meaning and purpose at work.

·         Change Champion. They ensure that the capacity for change on the inside is equal to or greater than the rate of change on the outside. They sustain change by ensuring the availability of necessary resources, including time, people, capital, and information, and by capturing the lessons of success and learning from failure.

·         Human Resource Innovator and Integrator. The challenge is to make the HR whole more effective than the sum of the HR parts.

·         Technology Proponent. HR professionals are applying social-networking technology to help people stay connected with each other and identifying

the information that should receive focus, bundling that information into usable knowledge, leveraging that knowledge into key decisions, and then ensuring that these decisions are clearly communicated and acted upon.

LEVEL OF PERFORMANCE IN EACH COMPETENCY

They are effective at building their credibility by establishing relationships of trust, by effectively communicating key business and HR issues, and by actively advocating insightful opinions that move the business forward.

They perform the core of the competency domains at a somewhat lower level of effectiveness. They contribute to the establishment of a customer-focused business strategy; they translate the business strategy into important organizational capabilities; they build and sustain organizational capabilities through the disciplined and integrated application of HR innovations; and they create organizations that are flexible and adaptable in achieving business results.

COMPETENCIES PERCEIVED TO HAVE GREATEST IMPACT ON INDIVIDUAL PERFORMANCE

To be perceived as competent, it is most important for HR professionals to exhibit the competencies of a credible activist. to be seen as competent, HR professionals must exhibit the core HR competency domains in an integrated manner.

COMPETENCIES THAT HAVE THE GREATEST IMPACT ON BUSINESS PERFORMANCE

They are effective at building their credibility by establishing relationships of trust, by effectively communicating key business and HR issues, and by actively advocating insightful  opinions that move the business forward.