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Introduction
Competencies have become integral part of HR field. In the last 25+ years, the competency
approach has emerged from being a specialized and narrow application to being a leading
method for diagnosing, framing and improving most aspects of Human Resource Management.
Changes to business practice have forced HR professionals to adjust their role and the
contributions they make as well as to obtain new skills and competencies to meet these
demands.
In a survey conducted in USA the following were the observations: (Source Internet)
Understanding Competencies
Competencies are those behaviors or sets of behaviors that describe excellence in performance
within a particular work context. They can be useful in clarifying work standards and expectations,
help focus appraisal and reward systems, and align individuals with the institutional or department
mission. We have identified a number of topical areas and competencies we believe to be the
building blocks and requisite skills needed to be successful as a human resource professional.
While specialists may be highly skilled in a relatively narrow field, generalists, by their very nature
must have a broader base from which to operate. They must have a wider perspective on the
issues and the workplace environment.
A typical professional career pattern would see the development of the novice into a fully skilled
staff practitioner within a career specialty or family of specialties. Through maturity, experience
and professional development, individuals would broaden their professional perspective and
understanding of the human resources profession. Due to the nature of the range of demands
placed upon HR departments, smaller organizational units tend to develop "generalists", while
larger departments have the need and resources to develop "specialists".
Job Knowledge/Competency: Demonstrates the knowledge and skills necessary to perform the
job effectively. Understands the expectations of the job and remains current regarding new
developments in areas of responsibility. Performs responsibilities in accordance with job
procedures and policies. Acts as a resource person upon whom others rely for assistance.
Planning/Organization: Establishes clear objectives and organizes duties for self, based on the
goals of the department, division, or management center. Identifies resources required to meet
goals and objectives. Seeks guidance when goals or priorities are unclear.
Teamwork and Cooperation: Maintains harmonious and effective work relationships with
coworkers and constituents. Adapts to changing priorities and demands. Shares information and
resources with others to promote positive and collaborative work relationships.
Interpersonal Skills: Deals positively and effectively with coworkers and constituents.
Demonstrates respect for all individuals.
Communication (Oral and Written): Effectively conveys information and ideas both orally and in
writing. Listens carefully and seeks clarification to ensure understanding.
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.
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.
Active Listening: ability to absorb and translate others' statements into objective responses and
actions; ability to give and receive feedback in an appropriate manner.
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.
As per a survey done in US of A, the following competencies are required for a HR Professional
in excel in "Knowledge Based Industry"…
2. Personal Credibility. HR professionals must be credible to both their colleagues and the
employees they serve and hence they must-
A. Possess a track record of success and have earned trust.
B. Instill confidence in others.
C. Demonstrate integrity.
D. Ask important questions.
E. Frame complex ideas in useful ways.
F. Take appropriate risks
G. Provide candid observations and
H. Offer alternative perspectives on business issues.
7. 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.
HR Professionals in India
To start with, let me illustrate one case, it is from one Multi-National, IT company (Sorry, I am not
suppose to mention the name of the company). In India they are having offices in two cities…
Pune and Hyderabad. They are having manpower of 2,750 (Approx); to manage this manpower
they have a HR-Team of 28 people (12 in Recruitment; 9 in HR-Operations and 7 in employee
relations). Now, look at these statistics:
HR people in most of the ITES-BPO companies are busy only in recruitment, settling full-and-
finals and to some extent database management.
Now look at this, as per a survey done by, Virgin Management Consultants;
This is alarming.
Now, also analyze this, traditionally HR meant to be…Recruitment, Training and development,
Compensation and Benefits, Performance Management, Payroll, Behavioral Scientists, Human
Psychologist, Employee relations (in manufacturing sector we have Industrial Relations Expert,
and Welfare officer), Employee related strategies and planning.
In present scenario,
Now, you list out what are the activities that a HR Professional can do?
My take:
It is a well-known fact that most of the HR professionals are not good with numbers, they are not
experts in statistics or taxation or economics; they are also not so good in "Human behavior" or
"Human Psychology"…but most of them are too good in "internal politics"…making an issue out
of nothing.
Conclusion
These are some of the activities that I feel can change a face of this profession…called "Human
Resource Management". The path ahead is difficult to walk-on but it is not challenging. I know
there are many HR-Heads and VP-HR, working in ITES-BPO industry or Service industry,
drawing a salary as high as 60-75 lakh INR PA, but I doubt, if they can justify their salary with
their work. As I have mentioned in the beginning, for HR-Professionals to be a Strategic
Partner…Delhi Abhi Door Hai.