HR and People functions now serve a digital organisation and a digital era. The HR profession now needs to identify the right professionalism to support that environment of work.
To date, specialists working within the HR, Finance and IT teams have typically offered a focus that requires managers to choose between roles that tend towards a people-focus or a technology-focus.
The model described in this Competency Indicator instead shows how a person, role or team can adopt a holistic set of skills and competencies that achieves the best of both worlds.
The model describes 5 areas of expertise, which are explained on the following pages. All are essential requirements to work most effectively with HR Tech.
It is an independent framework that can be adopted in any organisation, any sector and to work with any particular HR or People system(s). It is not affected by your organisation’s choice of technology.
The competencies, skills and behaviours apply to any job level too.
Decide how much to invest in the level of your capabilities according to your job role but aim to achieve a balance between the 5 areas of expertise
This shows the areas of expertise and capability in outline.
On following screens you will find the headline skills and competencies associated with each and carry out an initial self-assessment against some example behaviours that relate to each type of ability.
Each area of expertise and capability requires a certain set of attributes. The table below gives you descriptor phrases in each area. These are skills and competencies – and sometimes specific knowledge sets too.
At work, the important thing is to be able to translate these concepts which in HR we are used to framing as skills and competencies into practical behaviours and actions. That is how a professionalism comes to life and creates a valuable source of talent.
First conduct with the material here an initial self-assessment (or, if you choose to, a first assessment of your team). Use the framework in action and you will then be able to think of more ways in which each type of talent should be put into practice in your own career.
This is an area to be aware of. It is likely to be letting your side down.
A more typical scoring range, which shows that you can afford some attention to a development plan including a 'significant push' in this area, but that you are unlikely to face long-term barriers in your potential.
Scores over 30 are strong scores. Regard this skill-set as a strength and focus instead of how well-balanced your 5 scores are, as well as the difference between your scores about what you know, do and how you feel.
This is an area to be aware of. It is likely to be letting your side down.
A more typical scoring range, which shows that you can afford some attention to a development plan including a 'significant push' in this area, but that you are unlikely to face long-term barriers in your potential.
Scores over 30 are strong scores. Regard this skill-set as a strength and focus instead of how well-balanced your 5 scores are, as well as the difference between your scores about what you know, do and how you feel.
This is an area to be aware of. It is likely to be letting your side down.
A more typical scoring range, which shows that you can afford some attention to a development plan including a 'significant push' in this area, but that you are unlikely to face long-term barriers in your potential.
Scores over 30 are strong scores. Regard this skill-set as a strength and focus instead of how well-balanced your 5 scores are, as well as the difference between your scores about what you know, do and how you feel.
This is an area to be aware of. It is likely to be letting your side down.
A more typical scoring range, which shows that you can afford some attention to a development plan including a 'significant push' in this area, but that you are unlikely to face long-term barriers in your potential.
Scores over 30 are strong scores. Regard this skill-set as a strength and focus instead of how well-balanced your 5 scores are, as well as the difference between your scores about what you know, do and how you feel.
This is an area to be aware of. It is likely to be letting your side down.
A more typical scoring range, which shows that you can afford some attention to a development plan including a 'significant push' in this area, but that you are unlikely to face long-term barriers in your potential.
Scores over 30 are strong scores. Regard this skill-set as a strength and focus instead of how well-balanced your 5 scores are, as well as the difference between your scores about what you know, do and how you feel.
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