This document discusses waves of HR evaluation and the 2012 HR competency model. It outlines 4 waves of HR evaluation that have shifted focus from administrative tasks to strategic alignment. The 2012 competency model identifies 5 core competencies for effective HR professionals: strategic positioning, credibility, capability building, change championing, and human resource innovation/integration. For each competency, it provides 2-3 factors that HR professionals need to master to demonstrate that competency.

1. HR form the outside
DAVE ULRICH. JONYOUNGER
WAYANE BROCKBANK. MIKE ULRICH

2. HR from outside
Waves of HR Evaluation

3. Waves of HR Evaluation
■ Wave 1
Emphasized the administration work of HR ,Where HR personal focused on terms and
condition of work , delivery of HR services and regularity compliance .
Wave 2
Emphasized the designs of invocative HR Practice in sourcing compensations of reward ,
learning , communications ,and so forth .

4. Waves of HR Evaluation
■ Wave 3
Has focused on connections of individual and integrated HR practice with business success
through HR strategic . In thisWave HR professional turned strategic into HR priorities to
deliver on strategic promises .
Wave 4
Uses HR practices to derive and respond to external business conditions .
Outside in HR goes beyond strategy to align its work with business context and
stakeholders .

5. 2012 HR competency model
■ Overview of the 2012 finding
As in past years , the 2012 survey sought to answer four questions:
1-Whats are primary competency dominos and factor for HR Professionals?
2-How well do HR professional perform each competency dominos and factor?
3-Which competencies have greatest impact on the individual effectiveness of HR professionals as perceives b
their HR and non-HR associates ?
4-Which competences have the greatest impact on business success?

6. 2012 HR competency model

7. 2012 HR competency model
■ Strategic positioner :
■ High performance understand the global business context- the social, political , economics ,
environmental, technological and demographic trends.
■ They understand the structure and logic of their own industrials and the underlying competitive
dynamic of the market .
■ Three thing HR provisional need to be a Master :
A-InternalGlobal:
1-Contxet for which I work 2- Stakholder for which I work
B-Decode the customer exceptation( its important to serve employees who will serve the customer ).
C-co-craft the strategic plan for the company

8. 2012 HR competency model
■ Credible activates :
HR professional in high performing firms function as creditable activates.They have effective
interpersonal skills .
They are fixable in developing positive chemistry with stakeholders
Four factor to be coming Credible activates :
A-EarnTrust
B-Influance Relation
C-self Aware Improvement
D-Shape professional

9. 2012 HR competency model
■ Capability builder :
■ At the organization level , an effective HR professional creates audits , and orchestras an effective and
strong organizations by helping define and build its organization capabilities.
■ Capabilities might include innovation, speed , customer focus , efficiency, and the creation of
meaning and purpose of the work .
■ Talent has to come together in teamwork .( When the team
■ There thing capability builder have to be able to do :
■ Capatlizeize organization capability –( Organization not Structure it capability )
■ Alignment with (SCA) Strategic – Capability – Action to be done
■ Meaning of Work environment ( Being positive & creating a Fun)

10. 2012 HR competency model
■ Change champion:
■ Effective HR professionals develop their organizations capacity for change and then
translate that capacity into effective change process and structure .
■ They sustain change by ensnaring the avability of necessary resources including time ,
people , capital , and information .
■ How HR Become champaion we have been indintived two things:
■ A-initiation for change .. Can I helpe orgniations to bulid a case for change - to get
people engaged – to get people feeling.
■ B-Sustaining change can we ensure the change have resource , capicity

11. 2012 HR competency model
■ Human resource innovator & Integrator :
■ At the organization level , major HR competency of effective HR Professional is the ability to innovate and integrate HR
practice around a few critical business issues.
■ They the appropriates HR Practices ,Process , structures , and producers are aligned to create and sustain the identified
organizational capabilities .
■ Five things HR professional need to be a master :
1-Building talent
2-Developing talent-
3-Compensation benefits .
4-Building stricture, roles& polices
5-Leadership

12. 2012 HR competency model
■ Technology proponent :
■ For Many years HR Professionals have applied technology to basic HR .
■ HR information's system have been applied to enhance the efficiency of HR Process
including benefits , Payroll processing , healthcare funding , record keeping and other
administrations services .
■ Three thing to master bussines technology :
1-HR Operation should be done through technology.
2-Connecting people to HR ( no need to be face to face)
3-Social Media( Some companies use Facebook for Hiring)

13. ■ The End