Why You're Special
September 06, 2007
By Margery Weinstein
Human Resource professionals need certain competencies, according to the 2007 round of the Human Resource Competency Study of more than 10,000 HR professionals and line management employees by The RBL Group and the Ross School of Business at the University of Michigan in cooperation with the Society for Human Resource Management, IAE School of Business, IMI, Tsinghua University, AHRI, and National HRD Network. These include:
• Culture and change steward: "[Culture] starts with being clear about the expectations of external customers," says Dave Ulrich, partner and co-founder of The RBL Group, and a professor of business at the Ross School of Business, "and then translates these expectations into internal employee and organizational behaviors."
• Talent manager/organization designer: "Talent management focuses on how individuals enter, move up, across, or out of the organization," says Ulrich. "Organization design focuses on the organizational capabilities embedded in the structure, processes, and policies that shape how the organization works."
• Strategy architect: "This skill incorporates recognizing business trends and their impact on the business, being able to forecast potential obstacles to success, and facilitating the process of gaining strategic clarity," Ulrich explains.
• Operational executor: HR professionals ensure employees' basic needs—including being paid, relocated, hired, and trained—are efficiently delivered through technology, shared services, and/or outsourcing.
• Business ally: "They have a basic understanding of the functions of various corporate departments," says Ulrich, "so they can help the business make money."
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