Get access to the exclusive HR Resources you need to succeed in 2018.
Sign up for free email newsletters and get more SHRM content delivered to your inbox.
Is your employee handbook keeping up with the changing world of work? With SHRM's Employee Handbook Builder get peace of mind that your handbook is up-to-date.
Build competencies, establish credibility and advance your career—while earning PDCs—at SHRM Seminars in 14 cities across the U.S. this fall.
Gain the skills you need to rise to the next level in your career. Jon us at SHRM's Leadership Development Forum, October 2-3 in Boston.
Members may download one copy of our sample forms and templates for your personal use within your organization. Please note that all such forms and policies should be reviewed by your legal counsel for compliance with applicable law, and should be modified to suit your organization’s culture, industry, and practices. Neither members nor non-members may reproduce such samples in any other way (e.g., to republish in a book or use for a commercial purpose) without SHRM’s permission. To request permission for specific items, click on the “reuse permissions” button on the page where you find the item.
No longer should HR professionals aspire to be mere “talent managers.”
Instead, they need to be “change champions,” “strategic positioners” and “technology proponents,” according to researchers at the University of Michigan Ross School of Business and the RBL Group, a consulting firm.
The results of their 2012 Human Resource Competency Study reflect the evolution of the HR profession as well as the global business environment since the university’s previous study five years ago.
“There’s a real expectation that HR has got to be in the business of managing and leading change,” said Jon Younger, a partner with RBL Group who co-directed the study. “It’s an expectation that HR will play a critical strategic role in identifying needs for change, leading change process and monitoring the change process to ensure that it’s achieving the objectives it’s intended to achieve.”
Savvy HR professionals also should be “strategic positioners,” he said.
“We really see more and more of the expectation that HR professionals play a role in identifying key external trends that are likely to impact their organization,” Younger said. “There’s an expectation that they will translate and interpret what’s happening outside into meaningful facts, trends and actions inside.”
In addition, HR professionals are expected to use technology to communicate more efficiently with employees and potential employees as well as to connect employees with each other, Younger said.
Stand-out HR professionals must be:
To find out what it takes to be a top-notch HR professional, the researchers surveyed 2,638 HR professionals from eight regions around the world from March to September 2011 and then queried 9,897 of the respondents’ HR associates and 7,488 of their non-HR associates to assess their personal effectiveness and impact on business performance.
“We can empirically show that when HR professionals demonstrate these six competencies, they are seen as personally effective and they impact business performance,” said study co-director Wayne Brockbank, a professor at Michigan Ross and director of its Center for Strategic HR Leadership.
The RBL-Michigan Ross study serves as a seminal longitudinal study on HR roles fulfilled by successful practitioners. This year the Society for Human Resource Management will publish findings from its global study of individual competencies needed to be a successful HR professional. It will be based on in-depth focus groups, face-to-face interviews and a survey of the entire SHRM professional membership.
Dori Meinertis a senior writer for HR Magazine.
You have successfully saved this page as a bookmark.
Please confirm that you want to proceed with deleting bookmark.
You have successfully removed bookmark.
Please log in as a SHRM member before saving bookmarks.
Please sign in as a SHRM member before saving bookmarks.
Please purchase a SHRM membership before saving bookmarks.
An error has occurred
Recommended for you
Join SHRM's exclusive peer-to-peer social network
SHRM’s HR Vendor Directory contains over 10,000 companies