HR Competency Model

BUSINESS PARTNER (BP) - competencies include:

• Knows Mission
• Understands Business Process and How to Change to Improve Efficiency and Effectiveness
• Understands Clients and Organizational Culture
• Understands Public Service Environment
• Understands Team Behavior
• Communicates Well
• Possesses the Ability to be Innovative and Create a Risk Taking Environment
• Applies Organizational Development Principles
• Knows Business System Thinking
• Possesses Good Analytical Skills Including the Ability to Think Strategically and Creatively
• Possesses the Ability to Build Trust Relationships
• Links HR to the Organization's Mission and Service Outcome

CHANGE AGENT (CA) - competencies include:

• Understands Business Process and How to Change to Improve Efficiency and Effectiveness
• Understands Clients and Organizational Culture
• Understands Public Service Environment
• Understands Team Behavior
• Communicates Well
• Assesses and Balances Competing Values
• Knows Business System Thinking
• Applies Information Technology to Human Resource Management
• Possesses Good Analytical Skills Including the Ability to Think Strategically and Creatively
• Designs and Implements Change Process
• Uses Consultation and Negotiation Skills Including Dispute Resolution
• Possesses the Ability to Build Trust Relationships
• Possesses Marketing and Representational Skills
• Uses Consensus and Coalition Building Skills
• Demonstrates Customer Service Orientation

LEADER (L) - competencies include:

• Understands Team Behavior
• Communicates Well
• Assesses and Balances Competing Values
• Possesses Good Analytical Skills Including the Ability to Think Strategically and Creatively
• Uses Consultation and Negotiation Skills Including Dispute Resolution
• Uses Consensus and Coalition Building Skills
• Understands, Values and Promotes Diversity
• Practices and Promotes Integrity and Ethical Behavior

TWENTY-TWO COMPETENCIES:

The Twenty-two COMPETENCIES in the IPMA HR Competency Model are described below. Note that after each competency, the letters BP, CA or L will appear in brackets as a cross reference to the three roles identified previously.

Knows Mission (BP) - Understands the purpose of the organization including its statutory mandate, its customers, its products and/or services, and its measures of mission effectiveness. Is able to articulate the relationship between human resources activities and successful mission accomplishment. Keeps current with factors which may have a future impact on mission.

Understands Business Process and How to Change to Improve Efficiency and Effectiveness (BP; CA) - Approaches assigned HR program responsibilities with a broad perspective of the way business is done within the organization. Able to recognize and implement change to enhance efficiency and effectiveness.

Understands Clients and Organizational Culture (BP; CA) - Researches unique characteristics of client organizations to ensure that assistance and consultations are appropriate to the situations. Maintains awareness of differing cultures and provides service that is tailored to the requirements of the culture.

Understands Public Service Environment (BP; CA) - Keeps current on political and legislative activities which may affect the organization and/or the HR community. Seeks to understand the intent as well as the letter of laws, orders, and regulations which result from the political process so that implementation is consistent with the intended outcomes of legal and policy changes.

Understands Team Behavior (BP; CA; L) - Applies knowledge of team behavior to help achieve organizational goals and objectives. Maintains currency with new approaches to human motivation and teamwork that may apply to the organization.

Communicates Well (BP; CA; L) - Expresses ideas and exchanges information clearly and persuasively. Speaks in terms of business results and goals rather than HR technical terms. Communicates effectively with all levels of the organization.

Possesses the Ability to be Innovative and Create a Risk Taking Environment (BP) - Thinks outside of the box. Creates and presents new approaches which are outside the context of current policies when warranted by mission needs. Understands and applies techniques which are designed to encourage creativity and innovations. Creates an environment where risk taking is valued.

Assesses and Balances Competing Values (CA; L) - Manages competing priorities and work assignments by continuously evaluating the needs of the organization's mission against pending work. Maintains contact with senior management to ensure a clear understanding of mission priorities. Explains priorities to key customers to ensure that they understand the rationale for decisions regarding work priorities.

Applies Organizational Development Principles (BP) - Maintains knowledge of social science and human behavior strategies which can be used to improve organizational performance. Establishes strategies to promote greater learning within the organization. Provides advice that supports creating opportunities for employees to grow.

Knows Business System Thinking (BP; CA) - Applies whole systems thinking to HR work processes by ensuring consideration of all external and internal environmental factors in providing advice and solutions to customers.

Applies Information Technology to Human Resource Management (CA) - Maintains awareness of current and emerging technologies which have potential to improve the efficiency and/or effectiveness of HRM within the organization. Develops proposals to implement new HR-based technology within the organization when justified.

Possesses Good Analytical Skills Including the Ability to Think Strategically and Creatively (BP; CA; L) - Analyzes a multiplicity of data and information from several sources and arrives at logical conclusions. Recognizes the gaps in available data and suggests other ways to obtain the needed information.

Designs and Implements Change Process (CA) - Ability to recognize the potential benefits of change, and create an infrastructure which supports change. Is flexible and open to new ideas and encourages others to value change.

Uses Consultation and Negotiation Skills Including Dispute Resolution (CA; L) - Takes the initiative in solving or helping to resolve problems. Knows a variety of problem-solving techniques and uses them or recommends them to involved parties.

Possesses the Ability to Build Trust Relationships (BP; CA) - Has integrity and demonstrates professional behavior to gain the trust and confidence of customer. Follows up on commitments made on a timely, accurate and complete basis. Can keep confidences and does not abuse the privilege of accessibility to confidential information.

Possesses Marketing and Representational Skills (CA) - Persuades internal and external customers of the needs and beneficial outcomes of particular programs or actions. Develops the pros and cons of an issue and persuades interested parties of the best course of action. Ensures that customers are aware of the importance of the HR role.

Uses Consensus and Coalition Building Skills (CA; L) - Enhances collaboration among individuals and groups by using consensus building skills. Objectively summarizes opposing points of view. Incorporates all points of view and assists in arriving at a consensual position or agreement. Reconciles disagreements with officials through reasoning and presentation of the facts. Uses differences of opinion to build alternative solutions to problems or concerns. Understands when and how to elevate issues to higher level line officials when actions being taken are inconsistent with legal or higher level policy requirements. Has courage to take a stand when an issue is considered important to the well-being of the organization's mission or reputation.

Knows Human Resource Laws and Policies (reflects the HR Expert role) - Keeps current and understands statutory and regulatory requirements affecting HR programs. Sees and uses intent of requirements as an HR tool to assist in managing resources.

Links Human Resources to the Organization's Mission and Service Outcome (BP) - Understands mission needs and context in terms of people needs. Understands the HR role(s) within the organization and adapts behaviors and approaches that are consistent with the role(s).

Demonstrates Customer Service Orientation (CA) - Keeps abreast of organizational climate and mission changes and is keenly sensitive to customer needs and concerns. Responds to client needs, questions and concerns in an accurate timely manner.

Understands, Values and Promotes Diversity (L) - Understands the potential contributions that a diverse workforce can make to the success of the organization. Is aware of the potential impact of HR processes and assures that diversity needs are considered.

Practices and Promotes Integrity and Ethical Behavior (L) - Behaves in ways that demonstrate trust and gain confidence. Treats customers fairly and courteously and effectively responds to their needs regardless of organizational location or grade level. Promotes and maintains a high level of integrity.