Competencies of Human Resources Professional
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Published:
Apr 21, 2019
Keywords:
HR Roles, HR Competencies, HR Professional
Main Article Content
Abstract
The objective of this article is to give information about the importance, history, meanings, components, types, and benefits of HR professional competencies. These competencies can be analyzed in terms of eight aspects, including (1) Business Acumen, meaning the ability to select and apply information in a way that contributes to the organization's strategic planning, that helps to analyze the organization’s needs, and that proposes solutions to problems; (2) Global Mindset, which refers to the ability to understand, value, and consider a diversity of perspectives and cultural backgrounds; (3) HR Expertise, referring to the knowledge of principles, practices, and functions of effective human resource management; (4) Strategic Contributions, a term which refers to such key elements as culture management, change management, strategic decision-making, customer focus, and the development of market networks; (5) Personal credibility, which refers to the building and delivering of professionalism by drawing on the organization’s commercial and HR expertise in ways that bring value to the organization, its stakeholders, and its peers; (6) Communications, which refers to the ability to effectively exchange information with stakeholders; (7) Business technology, which refers to being aware of technologies, with an emphasis on their application as a key tool for implementing strategies, for providing linkage to planning, for effective data analysis, and for assistance in carrying out various projects; and (8) Ethical Practice, which refers to the ability to integrate core values, integrity, and accountability throughout all organizational and business practices.
Article Details
How to Cite
Uppathampracha, R. (2019). Competencies of Human Resources Professional. WMS Journal of Management, 8(2), 122–135. Retrieved from https://so06.tci-thaijo.org/index.php/wms/article/view/184381
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Research Articles-Academic Articles
References
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Brewster, C., Farndale, E., & Ommeren, J.V. (2000).
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Carl B. F., & Rebecca D. R. (2002).competence, emotion and self-regulatory architecture. Retrieved from http://www.psych.stanford.edu/~carl/papers/
Chartered Institute of Personnel and Development.(2015).CIPD Profession Map. Retrieved from http://www.cipd.co.uk/cipd-hr-profession/profession-map/.
Cooper, K. (2014). Australia’s HR ProfessionalCompetency System. Human Resources Institute of New Zealand. Retrieved from http:// www. iftdo.net/ High Performance Working.asp.
Gilley,J.W., & Eggland, S. A. (1989). Principles of human resource development. Cambridge, MA: Basic Books.
Hamel. G., & Prahalad. C.K. (1994). Competing for The Future. Boston, Massachusetts : Harvard Business School press.
Heldeborn, J. (2009). Creating value through HR Strategy. Retrieved December from http://
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Hong Kong Institute of Human Resource Management.(2014). Capability (HR Competencies). Retrieved from http://www.hkihrm.org/ index.php/ps/professional-standards-model/capability-hr-competencies.
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Lippitt, G. L., & Nadler, L. (1979). Emerging roles of the training director. Training & Development
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Lucy, D , Poorkavoos, M., & Wellbelove, J. (2014). Research the management agenda 2014. Roffey Park Institute. Retrieved from http://www.roffeypark.com/wp- content/uploads2/Management-Agenda-2014-with- Covers.pdf.
Maharatsagun, P. (2007). kānčhatkān sapphayākō̜n manut mung sū ʻanākhot [Human Resource Management:
Towards the Future]. Bangkok : Pimtawan publishing.
McClelland, D.C. (1973). Test for competence,rather than intelligence. American Psychologist. Retrieved from http://www. The rapiebreve.be/ documents/mcclelland-1973.pdf
McConachie, B., & Hart, F.E. (2007). Performance and CognitionTheatre studies and the cognitive turn. New York. : Routledge.
McLagan, P.A., & Suhadolnik, D. (1989). The models for HRD practice: The research report. Alexandria, VA:The American Society for Training and Development.
Mcshane, S., &Von Glinow, M.A. (2000). Organization Behavior, Boston : McGraw-Hill.
Office of the Civil Service Commission. (2005). kān prap chai samatthana nai kānbō̜rihān sapphayākō̜n manut
[Deployment of competencies in human resource management]. Nonthaburi : Civil Service Development Institute.
Pace, R. W., Smith, P.C., & Mills. G. E. (1991). Human resource development: The field. Englewood Cliffs, NJ: Prentice Hall, Inc.
Parry, S. B. (1997). Evaluating the impact of training. Alexandria, VA :American Society for Training and Development.
Parry, S. B. (1998). Just what is a competency? Training, 35(6), 58-64.
Personnel Management Association of Thailand. (2014). māttrathān wichāchīp nakbō̜rihān sapphayākō̜n bukkhon [HR certifications]. Retrieved from http://www.pmat.or.th/ main/index.php/institute/hr- accreditation/ itemlist/category /44-professional- standard-hr.
Pinto, P.R., & Walker, J.W. (1978). What do training and Development professionals really do? Training and Development Journal, 32(7), 58-64.
Piskurich, G.M., & Sanders, E.S. (1998). ASTD models for Learning technologies. Alexandria, VA: The American Society for Training and Development.
Punnitamai, W. (2010). Roles, competencies, and professionalism of Thai HR practitioners: Silent crises amid stubborn traditionalism. NIDA Development Journal, 50(3), 43-74.
Puvitayaphan, A. (2004). Career Development in Practice.Bangkok : HR center.
Rassametummachot, S. (2005). nǣothāng kānphatthanā sakkayaphāp manut dūai Competency based learning [Guidelines for developing human potential with competency based learning]. Bangkok : Thailand Productivity Institute.
Rothwell, W.J., Sanders, E.S., & Soper, J.G.(1999). ASTD models for workplace learning and performance. Alexandria, VA: The American Society for Training and Development.
Saentong, N. (2003). kānbō̜rihān ngān sapphayākō̜n manut samai mai phākpatibat [Modern human resources
management, practical section]. (3rd ed.). Bangkok : HR center.
Samithikrai, C.(2009). kān sanhā kān khatlư̄ak læ kānpramœ̄nphon kān patibat ngān khō̜ng bukkhalākō̜n [Selection, recruiting and evaluation of personnel performance]. Bangkok : Chaulalongkorn University Printing House.
Sattabut, T. (2012). A Study of Competency Needs of Human Resource Staff for Industry Sector.
Veridian E –Journal Silpakorn University,5(2),426- 448.
Shermon, G. (2004). Competency based HRM : strategic resources for competency mapping assessment and development centers. New Delhi : Tata McGraw-Hill Publishing Company Limited.
Society for Human Resource Management (SHRM). (2015). Competencies Overview. Retrieved from http://www.shrm.org/certification /about/ bodyofcompetencyknowledge/ pages/ competenciesoverview.aspx
Spencer, L.M., & Spencer, S.M. (1993). Competence at work: Models for Superior Performance. NY: John Wiley and Sons.
Srisermpohk, G. (2004). Competency assessment of personnel. Dharmniti Business Law & Human Resources journal,21, 79-82.
Ulrich, D.(1996). Human Resource Champions : the Next Agenda for Adding Value and Delivering Results. Boston : Harvard Business School Press.
Ulrich, D.,Allen, J., Brockbank, W., Younger, J. & Nyman, M. (2009). HR Transformation: Building Human Resources From the Outside In. United States of America : McGraw-Hill.
Ulrich, D. & Brockbank, W. (2005). The HR value proposition. United States of America : Harvard Business School Press.
Ulrich, D., Brockbank, W., Johnson, D., Sandholtz, K. and Younger, J. (2008). HR Competencies:
Mastery at the Intersection of People and Business. United States of America: The Society for Human Resource Management.
Ulrich, D.,Younger, J., Brockbank, W. & Ulrich, M. (2011).The New HR Competencies: Business Partnering from the Outside-In. The RBL Group. Retrieved from http://rbl-net.s3. amazonaws.com/hrcs/2012/
Ulrich, D.,Younger, J., Brockbank, W., & Ulrich, M. (2012).HR from the Outside In: Six Competencies for the Future of Human Resources. United States of America : McGraw-Hill.
Wedchayanon, N. (2006). Competency-Based Approach. Bangkok : The Graphico systems.
Wright, P. M., Moore, O.and Stewart, M. (2012). HR in the C-Suite : CAHRS 2012 Chief Human Resource Officer. School of Industrial and Labor Relations - Cornell University. Retrieved from http://www.shrm.org/ about/foundation/ products/ Documents/HR...
Association for Talent Development. (2014). The ATD Competency Model. Retrieved from https://www.td.org/Certification/ Competency- Model.aspx.
Boam, R., & Sparrow, P. (1992). Designing and Achieving Competency : Competency-Based Approach
to Development People and Organization. England : McGraw-Hill.
Boston Consulting Group & European Association for Personal Management.(2010).The future
of HR in Europe Key Challenges Through 2015. Retrieved from https://www. bcg.com/ documents/file15033.pdf.
Boyatzis, R.E. (1982). The competent manager: A model of effective performance. New York: John Wiley and Sons, Inc.
Brewster, C., Farndale, E., & Ommeren, J.V. (2000).
HR Competencies and Professional Standards. World Federation of Personnel Management Associations. Retrieved from http://www.wfpma.com/sites/wfpma.com/files/projects/ PDFs/comp.pdf
Carl B. F., & Rebecca D. R. (2002).competence, emotion and self-regulatory architecture. Retrieved from http://www.psych.stanford.edu/~carl/papers/
Chartered Institute of Personnel and Development.(2015).CIPD Profession Map. Retrieved from http://www.cipd.co.uk/cipd-hr-profession/profession-map/.
Cooper, K. (2014). Australia’s HR ProfessionalCompetency System. Human Resources Institute of New Zealand. Retrieved from http:// www. iftdo.net/ High Performance Working.asp.
Gilley,J.W., & Eggland, S. A. (1989). Principles of human resource development. Cambridge, MA: Basic Books.
Hamel. G., & Prahalad. C.K. (1994). Competing for The Future. Boston, Massachusetts : Harvard Business School press.
Heldeborn, J. (2009). Creating value through HR Strategy. Retrieved December from http://
www2.deloitte.com/ content/ dam/Deloitte/de/ Documents/ human-capital/creating-value-through-hr.pdf.
Hong Kong Institute of Human Resource Management.(2014). Capability (HR Competencies). Retrieved from http://www.hkihrm.org/ index.php/ps/professional-standards-model/capability-hr-competencies.
Khongkhasawat, T. (2005). rœ̄mton yāngrai mư̄a čha nam Competency mā chai nai ʻongkō̜n [How to start to used competency in the organization].Bangkok : Technology Promotion Association (Thailand- Japan).
Lippitt, G. L., & Nadler, L. (1979). Emerging roles of the training director. Training & Development
Journal,6(33), 26.
Lucy, D , Poorkavoos, M., & Wellbelove, J. (2014). Research the management agenda 2014. Roffey Park Institute. Retrieved from http://www.roffeypark.com/wp- content/uploads2/Management-Agenda-2014-with- Covers.pdf.
Maharatsagun, P. (2007). kānčhatkān sapphayākō̜n manut mung sū ʻanākhot [Human Resource Management:
Towards the Future]. Bangkok : Pimtawan publishing.
McClelland, D.C. (1973). Test for competence,rather than intelligence. American Psychologist. Retrieved from http://www. The rapiebreve.be/ documents/mcclelland-1973.pdf
McConachie, B., & Hart, F.E. (2007). Performance and CognitionTheatre studies and the cognitive turn. New York. : Routledge.
McLagan, P.A., & Suhadolnik, D. (1989). The models for HRD practice: The research report. Alexandria, VA:The American Society for Training and Development.
Mcshane, S., &Von Glinow, M.A. (2000). Organization Behavior, Boston : McGraw-Hill.
Office of the Civil Service Commission. (2005). kān prap chai samatthana nai kānbō̜rihān sapphayākō̜n manut
[Deployment of competencies in human resource management]. Nonthaburi : Civil Service Development Institute.
Pace, R. W., Smith, P.C., & Mills. G. E. (1991). Human resource development: The field. Englewood Cliffs, NJ: Prentice Hall, Inc.
Parry, S. B. (1997). Evaluating the impact of training. Alexandria, VA :American Society for Training and Development.
Parry, S. B. (1998). Just what is a competency? Training, 35(6), 58-64.
Personnel Management Association of Thailand. (2014). māttrathān wichāchīp nakbō̜rihān sapphayākō̜n bukkhon [HR certifications]. Retrieved from http://www.pmat.or.th/ main/index.php/institute/hr- accreditation/ itemlist/category /44-professional- standard-hr.
Pinto, P.R., & Walker, J.W. (1978). What do training and Development professionals really do? Training and Development Journal, 32(7), 58-64.
Piskurich, G.M., & Sanders, E.S. (1998). ASTD models for Learning technologies. Alexandria, VA: The American Society for Training and Development.
Punnitamai, W. (2010). Roles, competencies, and professionalism of Thai HR practitioners: Silent crises amid stubborn traditionalism. NIDA Development Journal, 50(3), 43-74.
Puvitayaphan, A. (2004). Career Development in Practice.Bangkok : HR center.
Rassametummachot, S. (2005). nǣothāng kānphatthanā sakkayaphāp manut dūai Competency based learning [Guidelines for developing human potential with competency based learning]. Bangkok : Thailand Productivity Institute.
Rothwell, W.J., Sanders, E.S., & Soper, J.G.(1999). ASTD models for workplace learning and performance. Alexandria, VA: The American Society for Training and Development.
Saentong, N. (2003). kānbō̜rihān ngān sapphayākō̜n manut samai mai phākpatibat [Modern human resources
management, practical section]. (3rd ed.). Bangkok : HR center.
Samithikrai, C.(2009). kān sanhā kān khatlư̄ak læ kānpramœ̄nphon kān patibat ngān khō̜ng bukkhalākō̜n [Selection, recruiting and evaluation of personnel performance]. Bangkok : Chaulalongkorn University Printing House.
Sattabut, T. (2012). A Study of Competency Needs of Human Resource Staff for Industry Sector.
Veridian E –Journal Silpakorn University,5(2),426- 448.
Shermon, G. (2004). Competency based HRM : strategic resources for competency mapping assessment and development centers. New Delhi : Tata McGraw-Hill Publishing Company Limited.
Society for Human Resource Management (SHRM). (2015). Competencies Overview. Retrieved from http://www.shrm.org/certification /about/ bodyofcompetencyknowledge/ pages/ competenciesoverview.aspx
Spencer, L.M., & Spencer, S.M. (1993). Competence at work: Models for Superior Performance. NY: John Wiley and Sons.
Srisermpohk, G. (2004). Competency assessment of personnel. Dharmniti Business Law & Human Resources journal,21, 79-82.
Ulrich, D.(1996). Human Resource Champions : the Next Agenda for Adding Value and Delivering Results. Boston : Harvard Business School Press.
Ulrich, D.,Allen, J., Brockbank, W., Younger, J. & Nyman, M. (2009). HR Transformation: Building Human Resources From the Outside In. United States of America : McGraw-Hill.
Ulrich, D. & Brockbank, W. (2005). The HR value proposition. United States of America : Harvard Business School Press.
Ulrich, D., Brockbank, W., Johnson, D., Sandholtz, K. and Younger, J. (2008). HR Competencies:
Mastery at the Intersection of People and Business. United States of America: The Society for Human Resource Management.
Ulrich, D.,Younger, J., Brockbank, W. & Ulrich, M. (2011).The New HR Competencies: Business Partnering from the Outside-In. The RBL Group. Retrieved from http://rbl-net.s3. amazonaws.com/hrcs/2012/
Ulrich, D.,Younger, J., Brockbank, W., & Ulrich, M. (2012).HR from the Outside In: Six Competencies for the Future of Human Resources. United States of America : McGraw-Hill.
Wedchayanon, N. (2006). Competency-Based Approach. Bangkok : The Graphico systems.
Wright, P. M., Moore, O.and Stewart, M. (2012). HR in the C-Suite : CAHRS 2012 Chief Human Resource Officer. School of Industrial and Labor Relations - Cornell University. Retrieved from http://www.shrm.org/ about/foundation/ products/ Documents/HR...