Since 1987 our research has identified the skills that
determine effective HR professionais. Over these 25 years,
the fundamentai skiiis required for HR professionals have
remained much the same (know the business, deliver vaiue added
HR practices, manage change and have personai credibiiity),
but the specific competencies have evoived based on changing
business conditions and expectations for the HR profession.
Our 2012 competency data set for HR professionals is a unique
partnership with many ieading HR professional associations
around the worid. With their support and the active invoivement
of RBL institute members and the University of Michigan, we
have coiiected giobai data from over 20,000 respondents and
650 organisations. This data comes from line managers, HR
and non-HR associates who rated HR professionais on 139
behaviourai and knowledge-based competencies. They tie
HR competencies to both personai effectiveness and seven
dimensions of business performance.
in this latest round of research we have identified six domains
of competencies that HR professionals must demonstrate to be
personaiiy effective and to impact business performance.
These competencies are driven by three themes facing
businesses today;
1. Outside/in: This means HR must turn outside business trends
and stakehoider expectations into internal actions
2. Individual/collective: Which means that HR targets both
individual ability and organisational capabilities