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HR Core Competencies
Human Resources » Certifications

Chrm Message From: madure Total Posts: 278 Join Date: 06/06/2006
Rank: Coach Post Date: 10/06/2006 19:33:47 Points: 1440 Location: Sri Lanka

Chartered Ins of Per & Dev (London) promotes the following major Competencies for HR Practitioners. Those who wish to pursue International Certification may want to develop these competencies in the coming years.

1. Personal drive and effectiveness: the existence of a positive, 'can-do' mentality, anxious to find ways round obstacles and willing to exploit all of the available resources in order to accomplish objectives.

2. People management and leadership: the motivation of others (whether subordinates, colleagues, seniors or project team members) towards the achievement of shared goals not only through the application of formal authority but also by personal role-modelling a collaborative approach, the establishment of professional credibility, and the creation of reciprocal trust.

3. Business understanding: adoption of a corporate (not merely functional) perspective, including awareness of financial issues and accountabilities of business processes and operations, of 'customer' priorities, and of the necessity for cost/benefit calculations when contemplating continuous improvement or transformational change.

4. Professional and ethical behaviour: possession of the professional skills and technical capabilities, specialist subject (especially legal) knowledge, and the integrity in decision-making and operational activity that are required for effective achievement in the personnel and development arena.

5. Added-value result achievement: a desire not to concentrate solely on tasks, but rather to select meaningful accountabilities - to achieve goals that deliver added-value outcomes for the organisation, but simultaneously to comply with relevant legal and ethical obligations.

6. Continuing learning: commitment to continuing improvement and change by the application of self-managed learning techniques, supplemented where appropriate by deliberate, planned exposure to external learning sources (mentoring, coaching, etc).

7. Analytical and intuitive/creative thinking: application of a systematic approach to situational analysis, development of convincing, businessfocused action plans, and (where appropriate) the deployment of intuitive/creative thinking in order to generate innovative solutions and proactively seize opportunities.

8. 'Customer' focus: concern for the perceptions of personnel and development's customers, including (principally) the central directorate of the organisation; a willingness to solicit and act upon 'customer' feedback as one of the foundations for performance improvement.

9. Strategic thinking: the capacity to create an achievable vision for the future, to foresee longer-term developments, to envisage options (and their probable consequences), to select sound courses of action, to rise above the day-today detail, to challenge the status quo.

10. Communication, persuasion and interpersonal skills: the ability to transmit information to others, especially in written (report) form, both persuasively and cogently, display listening, comprehension and understanding skills, plus sensitivity to the emotional, attitudinal and political aspects of corporate life.

Prof.Lakshman Madurasinghe PhD, ConsultantPsychologist/Attorney ; Website:

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