HR Competencies

HR Competencies

HR Competencies

As much as looking at core competencies of the business teams, competencies of HR teams are critical. For HR, we derive the expected competencies from the role expectations. This is done through a participative process with HR team members and their internal customers. An illustrative list of competencies are:

  • Business acumen

    The keenness and quickness in understanding and dealing with a “business situation” (risks and opportunities) in a manner that is likely to lead to a positive outcome in terms of immediate, short and long term business goals. A strong understanding of the business world and an organization’s market and environment, backed by a ready grasp of what the company needs to do to succeed.

  • Change management

    Openness to see change as inevitable. Recognize and respond to the need for change and use it to improve organizational performance.

  • Communication skills

    Ability to clearly communicate thoughts in a simple and short manner in such a way that the listener/receiver understands from the same perspective. This includes oral and written communication including coherence, listening, questioning, understanding and responding.

  • Consulting skills

    Ability to create or grasp a complex concept, as a generalization of a specific set of instances, observations, experience, data, and their patterns of evolution.

  • Critical thinking

    Saying what needs to be said at the right time, to the right person, in the right manner irrespective of consequence.

  • Customer service ethic

    Ability to understand internal/external customers’ needs and concerns in the short to long-term and to provide sound recommendations and/or solutions, and aligning all deliverables towards their needs and expectations.

  • Decision-making skills

    Ability to analyze a finite set of alternatives, consider them simultaneously,evaluative basis context and choose the best fitting option.

  • Facilitation skills

    Ability to get ahead, influence others, drive results, establish an air of collaboration around through two key aspects – Style and Process.

  • Plan design, interpretation, and administration Project management

    Effective utilization of resources and people, structured, effort aligned in the same direction to keep track and make more efficient use of time towards completion with an ability to look ahead / think through for timely and effective execution.

  • Product understanding/knowledge of the competitive market

    Knowledge of products and transformations as expected and specified by customers with knowledge of end-user applications in terms of their interactions, market product pulse, danger signs, production techniques, and disposal methods. Knowledge of inputs and availability and awareness of alternates.

  • Team Leadership

    Develops a capable, diverse, and cohesive team to maximize their collective skills and talents; motivates others to achieve the organization’s goals; recognizes and rewards contributions.

We have supported organizations’ design and implement action learning initiatives. These learning initiatives are on the identified competencies. These learning work well in tandem with coaching initiatives around the development requirements.

Many times, HR team members may have a gap in education qualification. The required optimum HR competency then tends to behave a lag. In such cases, we have identified education programs for individuals to take up.

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