Human Resources Competency Program

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Human Resources Competency Program

• Keys to a Successful Transition in Human Resources

Transition Matters
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Objectives

• 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.

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IPMA-HR MODEL
Business Partner
Change Agent
HR Expert
Leadership
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Course 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.

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What is A

• Profession
• Professional
• Professionalism

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Group 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?

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Characteristics 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

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Competency 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
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Competency 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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IPMA-HR MODEL
Business Partner
Change Agent
HR Expert
Leadership
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HR 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.
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Business 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

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Business Partner

• Knows mission
• Innovation/Creativity
• Organizational Development
• Client/Organizational Culture
• Human Resource Linkage

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Change Agent

• Help management and employees deal with change in
  organizational culture, mission, skills
  requirements, and job security.

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Change Agent

• Business Process
• Marketing
• Information Technology
• Customer Service

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Leadership

• Promote the merit systems principles
• Foster diversity
• Balance employee satisfaction and welfare with
  organizational requirements and goals
• Builds teamwork
• Models collaborative problem solving

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Leadership

• Team behavior
• Communication
• Competing Values
• Integrity/Ethics
• Analytical Skills
• Consensus-Building
• Diversity

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Overlapping 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

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Exercise 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

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To 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