HR Competency Model
According to Dave Ulrich in his book Human Resource Champions: The Next Agenda for Adding Value and Delivering Results, there are 4 major roles played by the HR Department in respective HR management functions:
1. Technical Expert
2. Employee Champion
3. Change Consultant
4. Strategic Partner
HR as a Technical Expert
HR applies expertise in full range of HR arena to support organisation’s mission and needs. It uses surveys and other tools to provide information to help create an efficient and effective work environment. It adapts information technology to HR management.
HR as an Employee Champion
HR focus on develop other’s talent to maximise human potential. It mentors individuals to develop talent. It assesses and balances competing values e.g. policies and mission needs. It builds trust relationship.
HR as a Change Consultant
HR applies organisational development strategies. It innovative strategies including identifying and recommending solutions to various personnel and HR issues. It works in a team and communicates well.
HR as a Strategic Partner
HR contributes to problem solving and decision making of the organisation. It develop relevant policies and programmes according to the organisation’s vision. It designs and/or carries out HR service incorporate business system applications.
