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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.
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