Title: Human Resources Competency Program
1Human Resources Competency Program
- Keys to a Successful Transition in Human Resources
Transition Matters
2Objectives
- Understand the need for professionalism and
certification issues in light of the changing
role of human resource management in the public
sector. - Understand the emerging competency approach to
professional development - Understand the IPMA-HR Human Resource Competency
Model, its four major roles and 22 competencies - Identify which competencies are addressed in each
of the three major modules of the IPMA-HR Human
Resource Competency Workshop - Assess your own relative strengths and
limitations against the competencies. - Initiate a plan for your individual development
as a human resource professional.
3IPMA-HR MODEL
Business Partner
Change Agent
HR Expert
Leadership
4Course Expectations
- Were all colleagues we respect each other.
- Its OK to disagree.
- Listen as an ally.
- Everyone participates no one dominates.
- Honor time limits.
- Ask any questions.
5What is A
- Profession
- Professional
- Professionalism
6Group Exercise
- Is Human Resources a profession?
- If it is, what are the characteristics of the
profession? If it is not, identify the factors
that led you to that conclusion. - How is HR perceived by others (top management,
line supervisors, employees) in your
organization?
7Characteristics of a Profession
- A profession is an occupation for which the
necessary preliminary training is intellectual in
character, involving knowledge, and to some
extent learning distinguished from mere skill. - It is pursued largely for others, and not merely
for ones self. - It is an occupation in which the amount of
financial return is not the accepted measure of
success. - Louis Brandeis, Justice, US Supreme Court
8Competency an underlying characteristic of an
employee(I.e., a motive, trait, skill, aspect of
ones self-image, social role, or a body of
knowledge) which results in effective and.or
superior job performance
Richard Boyatzis 1982
9Competency an attribute bundle which may
contain a combination of knowledge, skills, and
attitudes (KSAs), as well as tasks, activities,
outputs, or results
Patricia McLagan 1997
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11IPMA-HR MODEL
Business Partner
Change Agent
HR Expert
Leadership
12HR Expert
Only one of the 22 competencies deals with HR
expertise, Knows Human Resource Laws and
Policies. The IPMA model focuses on the three
emerging roles while acknowledging the ongoing
need for HR expertise. Those three roles are
depicted in the model at the three points
extending from the center of the model, ie. The
HR Expert.
13Business Partner
- More than a provider of services
- A management partner who shares accountability
for organizational results - Does more than explain what is prohibited
- Works with management to devise solutions
- Involved in business strategic planning and
working toward results aligned with mission
14Business Partner
- Knows mission
- Innovation/Creativity
- Organizational Development
- Client/Organizational Culture
- Human Resource Linkage
15Change Agent
- Help management and employees deal with change in
organizational culture, mission, skills
requirements, and job security.
16Change Agent
- Business Process
- Marketing
- Information Technology
- Customer Service
17Leadership
- Promote the merit systems principles
- Foster diversity
- Balance employee satisfaction and welfare with
organizational requirements and goals - Builds teamwork
- Models collaborative problem solving
18Leadership
- Team behavior
- Communication
- Competing Values
- Integrity/Ethics
- Analytical Skills
- Consensus-Building
- Diversity
19Overlapping Competencies
- Analytical Skills
- Public Service
- Team Behavior
- Communication
- Competing Values
- Knows Business System
- Business Process
- Consensus-Building
- Trust Relationships
- Diversity
- Integrity/Ethics
- Consultation and Negotiation
20Exercise Competencies
- Understand clients and organizational culture
- Communicates well
- Possesses good analytical skills
- Designs and implements change process
- Possesses ability to build trust relationships
- Uses consultation and negotiation skills
- Knows HR laws and policies
21To meet the increased expectations of their
organizations, HR professionalsmust focus more
on the deliverables of their work and less on
just getting their work done. They must
articulate their role in terms of the value they
create. David
Ulrich A New Mandate for HR