This unique 100 question based competency test helps you to review your competency in all things People software across 5 key areas.
The purpose is to positively increase your skill level through tailored feedback, training and other available resources to improve productivity and individual effectiveness in your role.
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.
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.
Take the test todayThe 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
Take the test todayArea | Don't Know | Know | Do | Feel Good | Total |
---|---|---|---|---|---|
Organisation | 0 | 0 | 0 | 0 | 0 |
Systems | 0 | 0 | 0 | 0 | 0 |
People | 0 | 0 | 0 | 0 | 0 |
Method | 0 | 0 | 0 | 0 | 0 |
Self | 0 | 0 | 0 | 0 | 0 |
Total Score | 0 |
Use the competency model here to develop talent and capability with HR technology for:
Conduct an initial self-assessment, looking for areas of particular development need and where you need more knowledge, opportunity or confidence Seek feedback from your peers; share your self-assessments and ask for opportunities to develop your capabilities where you have identified a need Regularly revisit to track your progress Take a proactive approach to planning your role and career development, discussing with your managers and/or mentors how you can achieve a better balance or increase your level of awareness in one or more areas
At your own desk, analyse the people in your team and their strengths and areas for better progression Share the competency framework as part of a team-building discussion and explore the balance of attributes that you profess as a team group Create a development plan(s) either at individual or team level accordingly Source some tailored training, either addressing highlighted areas of need or to upskill your team in a holistic way that is focused on this model for HR Tech professionalism from independent experts
Review your team structures to make sure that HR technology capability is adequately and appropriately covered for the future Craft individual roles and write job descriptions, using the framework as a model and set of example behaviours Structure selection tests and interviews around the 5 areas of expertise and adopt either scenario-based or evidence-based questioning Allow a new team to have fun exploring collective styles and attributes as part of induction activity
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.
Strategic awareness Employee and managerial advocacy Understanding of context and sector Political astuteness Customer focus Horizon-scanning
Understanding how systems ‘think’ Specific product knowledge Experience of different technology Good habits with data and systems Mapping networks Impact focus
Communication skills Listening to stakeholder differences Influencing, coaching and training Sense of team Adaption of the technology Conviction that people come first
Logical, systematic reasoning Project mindset Understanding purpose of method Change control technique Analytical questioning Consulting approach
Self-awareness Time management Resourceful independence Assertive skills Creativity and imagination Worklife integration
We’d love to hear from you! Get in touch to discuss how Phase 3 can help you with your people technology goals.
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