Competencies for HR Professionals Strategic Partners Discussion
Discussion 2: HR Competencies
For those currently in or considering the field of HR, the topic of required competencies for success is often a personal one. All professionals, from time to time, go through a process in which they evaluate the competencies that are required for success in the field. Beginning in the 1990s, the HR profession started to identify competencies as well.
As HR becomes more of a strategic partner that utilizes metrics more, it is likely their expected competencies will continue to evolve. Based on your research and experience, think about the competencies you anticipate HR professionals will need in the future so that they can become valuable strategic partners that can then utilize metrics to demonstrate their value.
In this assignment, you will begin by reflecting on the competencies that you believe are most important for HR professionals, based on your research in the field and your experiences. This assignment will give you an opportunity to consider, from a strategic perspective, whether these competencies are indeed the most important to have.
With these thoughts in mind:
By Day 4
Post a cohesive and scholarly response based on your readings and research this week that addresses the following:
Discuss what you believe are the two most important competencies for HR professionals that utilize HR metrics and why, using this week’s readings to support your assertions.
Based on the competencies you identified, discuss whether these add to an HR professional’s ability to be a strategic partner. Why or why not?
What value do these competencies bring to an organization?
What new competencies do you anticipate HR professionals will need in the future in order to be valuable strategic partners that utilize metrics and why?
Be specific, and provide examples with references to the literature that help you build your position or platform.
APA Format
References:
The Bureau of National Affairs. (2010). Survey looks at reasons for using metrics, functions most measured. HR Focus, 87(7), S1S4.
Handler, T., & Jasinski, T. (2010). MetLife learning and development: Redesigning an organization to enable business performance. People and Strategy, 33(3), 4650.
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