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HUMAN RESOURCES COMPETENCY MODELLING

HUMAN RESOURCES COMPETENCY MODELLING. ITU Regional Workshop on “Strategic HR Management ” Cairo Egypt 13-17 April 2008. Program Outline. LOOKING OURSELVES STRAIGHT IN THE MIRROR!!!!!!!.

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HUMAN RESOURCES COMPETENCY MODELLING

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  1. HUMAN RESOURCES COMPETENCY MODELLING ITU Regional Workshop on “Strategic HR Management”Cairo Egypt 13-17 April 2008 Program Outline

  2. LOOKING OURSELVES STRAIGHT IN THE MIRROR!!!!!!!

  3. The new Business environment is placing new challenges on the HR professional that were not part of the traditional HR environment. • The profession appears to have been re-invented, and is expected to assume a greater role in the success of organisations and enterprises than has been the case in the past. • The Challenge seems to be for the HR Professionals to rise to the expectations of the enterprises, rather than with the recognition itself.

  4. HR Professionals need to look themselves straight in the mirror, and face the challenges they have to overcome. They need to turn their weaknesses into strengths, and seize this opportunity to give their profession the recognition it has for so long been longing for.

  5. HR needs a Strategic Plan of How to meet the expectations of today’s enterprises. • Identifying the industry’s needs; • What HR is able to do to meet those needs; • Identifying the Gap; • Proposing solutions for bridging that gap.

  6. Competency Model for HR Professionals

  7. HR Competency Model

  8. Requisite Competencies • What Competencies do we have that we can use in the Role of HR Business Partner? • What competencies do we need to develop to be effective Business partners? • How can we plan to deliver these competencies? • On a Scale of 1 to 10, how would we rank ourselves? • Would you Hire yourself for SHR as a Business Partner?

  9. THE MERCER SURVEY REVISITED

  10. Skills that are weak/very weak

  11. Skills that are weak/very weak

  12. We need to develop Raining and Staff Development Plans for our staff in order to prepare them to become Business Partner HR practitioners. • We need to keep abreast of trends in our profession by constantly reading on the internet to promote the learning culture. • Be part of the change, proactive and aggressive.

  13. CONCLUSION: • For the First time since its establishment, the fate of the HR profession is in the hands on HR • It is also potentially at its strongest position. • Ceteris Paribus.

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