capability audit, customer service, HR Competency Model, HR practitioners, Human Resource Competency Study, innovative practices, Mehreen Ahmed, operational efficiency, organisational productivity, performance accountability, purpose-driven organisational culture, strategic and operational initiatives, streamline operations, talent sourcing, The Society for Human Resource Management
The Human Resource Competency Study conducted by The Society for Human Resource Management in 2012 led to the formulation of the HR Competency Model. The Model’s application is gaining traction both worldwide and in Pakistan, because it identifies four key areas which HR practitioners should focus on in order to accelerate professional growth among employees, which eventually translates into organisational productivity and profitability in the long-run.
If you are an HR professional, here are the four elements of the Model that you should implement in your organisation:
1. Build trust by developing strong relationships. Handle all communication with employees with integrity and avoid factual misrepresentation. Once your credibility is established, you will be in a position to influence policy changes across the board.
2. Create an effective and purpose-driven organisational culture. Conduct a company wide capability audit; this includes the evaluation of customer service, operational efficiency and the impact of innovative practices on the organisation’s bottom line. The audit results will identify individual, departmental and organisational strengths and weaknesses, which will allow you to formulate and recommend strategic and operational initiatives.
3. Stay aware of the latest industry trends. Acquire the latest insights with regard to HR functions such as talent sourcing and development, performance accountability and organisational design. This will enable you to change management strategies in order to boost employee productivity. Additionally, by developing an understanding of your company’s business model, you will be able to anticipate and resolve future business roadblocks, thereby expanding your sphere of influence beyond the HR domain.
4. Integrate the latest technological tools. By advocating, aligning and integrating technology for processing information and streamlining operations, you can move beyond using automated systems for payroll processing only. You should use social media forums such as Twitter and LinkedIn to communicate with stakeholders in real-time, spot and recruit talent to pre-empt skill gaps, and foster a connected and collaborative work environment.
– Mehreen Ahmed
The writer is a project coordinator at a multinational company. email@example.com.