Basic Competencies for a HR Professional
Relationship Focused: approachable; relates easily to diverse groups and individuals; builds and develops relationships.
Customer Focused: focused on all aspects of service and product delivery; always knows the customer comes first.
Organizational Skills: able to set priorities; time and meeting management skills; able to delegate.
Problem Solving: ability to weave through necessary channels to accomplish outcomes in complex settings; understanding of processes and quality improvement.
Assessment of Talent: ability to judge and assess talent, recruit and select staff appropriate to current and future organizational needs; appreciation for and emphasis on developing a diverse workforce.
Integrity: forthright; direct; widely trusted.
Intelligence: ability to grasp complex concepts and determine courses of action.
Energetic: action oriented; hard working; likes challenges.
Active Listening: ability to absorb and translate others' statements into objective responses and actions; ability to give and receive feedback in an appropriate manner.
Composure and Professionalism: ability to maintain professional demeanor in difficult or stressful situations; patience with customers; ability to diffuse anger and deal with difficult customers.
Presentation Skills: ability to present and convey information in a wide variety of settings.
Flexibility: ability to cope effectively with change and uncertainty; ability to reprioritize quickly; ability to maintain a balanced perspective and see all sides of an issue.
Vision: ability to see the 'big picture' within the industry, the organization and the function now, and in the future; ability to translate a future state for others and instill a sense of vision in them; ability to motivate others.
Political Awareness: sensitive to political situations; able to assess political climate and how it affects responsibilities.
Competencies required in IT industry
Ubderstanding Business Needs: Understanding the business of the Company. To become key players in the organization, HR Professionals must understand their organizations and the industry in which they work. However, knowing business is not enough. It has been proved in various studies conducted all over the world that HR professionals in high-performing organizations know as much about the business as their counterparts in the low-performing organizations. The difference lies in the usage of that knowledge. The HR professionals of high-performing organizations use their knowledge to make strategic contribution.
Personal Credibility. HR professionals must be credible to both their colleagues and the employees they serve and hence they must-
Possess a track record of success and have earned trust.
Instill confidence in others.
Ask important questions.
Frame complex ideas in useful ways.
Take appropriate risks
Provide candid observations and
Offer alternative perspectives on business issues.
Knowledge of best practices. The HR professional must
Be an effective verbal communicator
Work with management to send clear and consistent messages.
Be an effective communicator in writing.
Facilitate organizational restructuring
Design programs that drive change
Facilitate design of internal communication processes
Attract the appropriate talent to the organization
Design compensation System
Facilitate dissemination of Customer information.
Ability of Manage Change. With regards to Change, the HR professional must
Establish trust in relationships with others
Be a visionary.
Take a proactive role in bringing about change
Build supportive relationships with others
Encourage others to be creative and
Identify problems critical to business success.
Ability to manage Culture. The culture of any organization is an important aspect and hence HR professionals must
Share knowledge with units/departments/divisions throughout the organization
Champion culture transformation
Translate the desired culture into specific behaviors
Challenge the status quo
Identify the culture required to foster the organizations business strategies and
Frame the culture in a way that excites employees.
Implementation of technology. Technology is increasingly used as a delivery vehicle for HR services. HR professionals need to be able to use HR Technology and web-based channels to deliver services to employees.
HR & Delivery. This competency encompasses the HR activities that are traditionally associated with HR function. There are six major factors within this domain- Staffing, development, organizational structure, HR measurement, and legal compliance and performance management.