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9 Competencies HR Pros Need in Order to Deliver Business Value

65493961_thumbnailAs an HR professional, what knowledge, skills and abilities make you successful? What strengths help you contribute to your organization’s or institution’s mission, vision, values and goals? What traits enable you to add value and remain relevant? What collective skills must an HR organization possess in order to be effective in driving people strategy and influencing organizational performance?

For nearly 30 years, HR consulting firm The RBL Group with its global Human Resource Competency Study has helped define what it means to be an effective HR practitioner. The seventh iteration of the study was recently completed and the results are currently being shared in feedback sessions around the world. The study attempts to define the impact HR has on financial performance and intangible measures of business performance, as well as the knowledge and abilities that are necessary for successful HR professionals and organizations and how these requirements and expectations are evolving over time and across industries and geographic location.

The 2015 study (the first one in which higher ed HR professionals were specifically invited to participate), identifies three core competencies and six enabler competencies that help HR practitioners deliver business value. The following competencies and definitions are laid out in more detail in the study report.

Core Competencies
1) Strategic Positioner –
having knowledge of business context and strategy.

2) Credible Activist – being able to form and maintain relationships of trust and influence with key people within the organization.

3) Paradox Navigator –being able to navigate the vast and varied embedded tensions in business operations.

Enabler Competencies
1) Culture and Change Champion – being able to drive change and weave change initiatives into culture change.

2) Human Capital Curator – having the ability to manage the flow of talent by developing people and leaders, driving individual performance and building technical talent.

3) Total Reward Steward – being able to manage employee wellbeing through financial and non-financial rewards.

4) Technology and Media Integrator – having the ability to use technology and social media to create and drive high-performing organizations.

5) Analytics Designer and Interpreter – being able to use analytics to improve decision making.

6) Compliance Manager – being able to manage the processes related to compliance by following regulatory guidelines.

Says study lead David Kryscynski, “More than 4,000 HR professionals globally participated in this year’s HR Competency Study, and we’re using that data to explore the relationship between HR competencies and individual job performance as well as business performance. This study helps us identify which competencies have the greatest impact on performance and, therefore, which competencies are worth investing in for improvement.”

CUPA-HR members can read more about the findings from the 2015 Human Resource Competency Study. And be sure to check out CUPA-HR’s Learning Framework, which helps define the competencies and skills needed to be successful in higher ed HR particularly. If you’re looking to learn how to develop your competencies and map out your career in higher ed HR, take CUPA-HR’s free e-learning course “Creating Your Individual Development Plan.”

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