Effectiveness of HR can be gauged by the impact it is able to make on the operations or other business issues. Competency mapping, employee engagement etc will become vacuous if HR is unable to prove the impact of their interventions on the business.
Secondly, effectiveness of HR also depends on the empowerment. Sans empowerment, it will be HR's just wishful thinking or fantasy. Therefore, the pertinent question is to assess first one's decision-making powers and then think of the jargon.
I will share my thoughts on this which are not intended to give complete answer but address some aspects.
The effectiveness of HR lies in making every employee feel that he is important, wanted and contributing to the bottom lines.
This is possible if he finds his job interesting, for which he is paid well as per market rate and he is recognized and appreciated for his work.
At the same time there are sources of dissatisfaction like boss -sobordinate relations, working conditions , lack of career progression, tight regimentation to mention a few.
Removing genuine factors causing dissatisfaction and increasing ones which enhance job satisfaction can create workplace throbbing with enthusiasm.
HR interventions when founded on the basic human needs satisfaction goal in well-channelised manner, may result into win -win situation for both the management and the employee.