HR Competencies by D. Ulrich etc…

HR Journey – is continuing quest among comitted HR professionals for greater value-added in their respective organizations.
Dimensions of HR: HR Profession, HR Department and Function, HR Practices, HR Professionals, Management of People and Organization.
During World War II a young psychologist named John Flanagan joined the Army Air Corps and helped developed aptitude tests to select succeful pilots. Competencies have since become important not only in recruiting but in a variety of HR applications.
The six HR Competency domains are:
1) Credible Activist
2) Culture&Change Steward
3) Talent Manager \ Organization Designer
4) Strategy Architect
5) Operational Executor
6) Business Ally
Credible Activist factors: delivering results with integrity, sharing information, building relationships of trust, doing HR with attitude.
Culture&Change Steward factors: crafting culture, facilitating change, personalizing culture, enacting culture.
Talent Manager \ Organization Designer factors: ensuting today’s and tomorrow’s talent, developing talent, shaping organization, fostering communication, designing reward’s system.
Strategy Architect factors: sustaining strategic agility, engaging customers.
Operational Executor factors: implementing workplace policies, advancing HR technology.
Business Ally factors: interpretting social context, serving the value chain, articulating the value proposition, levereging business technology.

(c) HR Competencies: Mastery at the Intersection of People and Business by David Ulrich, Wayne Brockbank, Dani Johnson, Kurt Sandholtz, Jon Younger, 2008, USA


The Seven Habits of Highly Effective People by Stephen R. Covey

Independence or Self-Mastery
Habit 1: Be Proactive
Habit 2: Begin with the End in Mind
Habit 3: Put First Things First
Habit 4: Think Win-Win
Habit 5: Seek First to Understand, Then to be Understood
Habit 6: Synergize
Self Renewal
Habit 7: Sharpen the Saw