HR Competencies Flashcards
Benchmarking
Process that compares performance levels and/or processes of one entity with those of another to identify performance gaps and set goals aimed at improving performance.
Value Drivers
Actions, processes, or results that are needed to deliver a desired value.
Business Acumen (Behavioral C#3)
The ability to understand and apply information with which to contribute to the organization’s strategic plan. (i.e. understanding business operations/core functions, how HRM pratices contribute to them, and orgs external environment.
Communication (Behavioral C#8)
The ability to effectively exchange information with stakeholders.
Consultation (Behavioral C#5)
The ability to provide guidance to organizations stakeholders.
Critical Evaluation (Behavioral C#6)
The ability to interpret information with which to make business decisions and recommendations. (One ex: is human capital metrics, which quantify such items as the time to fill a position and cost per hire.)
Ethical Practice (Behavioral C#2)
Ability to integrate core values, integrity, and accountability throughout organizational and business practices.
Global & Cultural Effectiveness (Behavioral C#7)
Ability to value and to consider the perspective and backgrounds of all parties in global businesses.
HR Expertise (HR Knowledge)
The knowledge of principles, practices, and functions of effective human resource mgmt.
Leadership & Navigation (Behavioral C#1)
Ability to direct and contribute to initiatives and processes within the organization.
Relationship Management (Behavioral C#4)
Ability to manage interactions to provide service and to support the organization.
What are the 8 Behavioral Competencies?
Leadership/Navigation, Ethical Practice, Business Acumen, Relationship Mgmt, Consultation, Critical Evaluation, Global/Cultural Effectiveness; Communication.
What are the 15 Functional Areas?
1 - Talent Acquisition/Retention 2 - Employee Engagement 3 - Learning/Development 4 - Total Rewards 5 - Structure of HR Function 6 - Organizational Effectiveness/ Devlpt 7 - Workforce Mgmt 8 - Employee Relations 9 - Technology and Data 10 - HR in Global Context 11 - Diversity and Inclusion 12 - Risk Mgmt 13 - Corp Social Responsibility 14 - Employment Law/Regulations 15 - Business and HR Strategy
Talent Acquisition & Retention (F#1)
Encompasses the activities involved in building and maintaining a workforce. (i.e. developing, implementing, and measuring the individual and organizational success of activities/programs for sourcing, recruiting, hiring, onboarding, orientation, and retention.
Employee Engagement (F#2)
Solidifies the connection among employee, manager, and the organizations mission, vision, values and goals. (i.e. developing effective strategies to address appropriate expectations and performance and behavior from employees at all levels.)
Learning and Development (F#3)
Aligns organizational business needs with employees’ competencies, knowledge, and skills, effectively closing the gap between them.
Total Rewards (F#4)
Encompasses direct and indirect remuneration approaches that employers use to attract, recognize, and retain workers. (i.e. base pay, benefits, incentive pay, leave, etc.)
Structure of the HR Function (F#5)
Encompasses the people-related processes, theories, and activities used to deliver HR services that create and drive orgs effectiveness.
Organizational Effectiveness and Development (F#6)
Deals with the overall structure and functionality of the organization - measuring effectiveness/growth of people and processes from long-and short-term perspectives.
Workforce Management (F#7)
Enables the org to meet its talent needs and close critical skill gaps using data-driven processes (i.e. workforce/succession planning).
Employee Relations (F#8)
Refers to any dealings between the org and its employees regarding the terms and conditions of employment.
Technology and Data (F#9)
Deals with the use of tools, technologies, and systems that support the gathering, analysis, and reporting of workforce information, as well as, effective and efficient collaboration and communication throughout org.
HR in Global Context (F#10)
Focuses on org growth and workforce-related issues and impacts, viewed from domestic, multinational, transnational and global perspectives.
Diversity and Inclusion (F#11)
Encompasses the qualities, life, experiences, personalities, education, skills, competencies and collaboration of the many diff types of people who are necessary to propel an org to success.
Risk Management (F#12)
The identification, assessment, and prioritization of risks, followed by the coordinated and economical application of resources to minimize, monitor and control the probability/import of unfortunate events.
Corp Social Responsibility (F#13)
Represents the orgs commitment to operate its business in an ethical/sustainable manner.
Employment Law and Regulations (F#14)
Deals with the knowledge and application of all relevant laws and regulations in the US relating to employment.
Business and HR Strategy (F#15)
Involves organizational planning to achieve success and create value for stakeholders.
What is a “Mission Statement”?
Explains the company’s reason for existence (overall intention).
What is a “Vision Statement”?
Describes the organization as it would appear in a future successful state.
What is a “Value Statement”?
Describes what the org believes in and how it will behave. Values create a moral compass for the company and its employees.
