The effectiveness of HR is now more important than ever before as companies become increasingly aware of the importance of individual talent, development of corporate culture and leadership to achieve business results. HR professionals should therefore be capable consultants and architects of these concepts. What knowledge and skills does it require? That is the question which Dave Ulrich, the author of the concept of HR Business Partnership, University of Michigan professor and partner of the consulting company The RBL Group, has been trying to answer in his reasearch since 1987.
Dave Ulrich and his colleagues recently published the latest results of their study titled HR Competency Study (2012) which has took place in five-year cycles for 25 years and involved more than 20,000 HR professionals from around the world. It is the largest global study on the possibilities of effective development of HR in organizations. Recent study results showed that HR professionals need to handle six areas of competence:
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outside/in: HR should create internal activities on the basis of external business trends and expectations of shareholders.
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business/people: HR should focus on both business results and improving human capital.
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individual/organizational: HR should focus on both the individual and organizational skills.
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event/sustainability: HR does not bring isolated activities but sustainable and integrated solutions.
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past/future: HR should respect its roots but also shape the future.
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administrative/strategic: HR should design both everyday the business processes and long-term strategic approaches.
That corresponds to the six following competencies:
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Strategic positioner
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Credible activist
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Capability builder
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Change champion
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Human resource innovator and integrator
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Technology proponent
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