With thousands of graduates with HR degrees entering the workforce over the next few months, more is expected of new workers than ever before. Generation Y is predicted to be the most high-performing workforce ever, with all the information and resources available at their fingertips today. According to a new study, greater demands and expectations in competency areas across the board are being placed on Gen Y professionals entering the workforce.
In order to be prepared for the greater demands being placed on them, new HR professionals must define, assess and improve their performance against a set of specific competencies, according to the 2007 round of the study. The following six key areas defined in the study, employers expected new professionals entering the field to have at least basic skills and understanding in each area. In past studies new professionals were expected to be proficient in only a few core areas.
Credible activist. The most essential core competency, being a credible activist in an organization, is what ties all the other areas together in becoming an overall effective HR leader. According to the study, "Credible Activists" are credible by being respected, admired and listened to and activists by offering a point of view, taking a position and challenging assumptions.
Culture and change steward. HR professionals who recognize, articulate, and help shape a company's culture.
Talent manager/organization designer. HR professionals mastering theory, research, and practice in both talent management and organization design.
Strategy architect. HR professionals who have a vision for how the organization can win in the future and play an active part in the establishment of the overall strategy to deliver this vision.
Operational executor. HR professionals executing the operational aspects of managing people and organizations, such as drafting, adapting and implementing policies. HR professionals also ensure that employees' basic needs including being paid, relocated, hired, and trained are efficiently delivered through technology, shared services, and/or outsourcing.
Business ally. HR professionals contribute to the success of the business by knowing the social context or setting in which their companies operate. They know how the business makes money who their customers are, and why they buy the company s products or services. And they have a basic understanding of the functions of various corporate departments.
The top four human resource competencies credible activist, culture and change steward, talent manager/organizational designer and strategy architect account for more than 75% of the success of a HR professional, according to this comprehensive study.
Source(s): The RBL Group, Ross School of Business/University of Michigan