Human resource competencies: Responding to increased expectations

Ulrich, Dave; Brockbank, Wayne; Johnson, D.R.; Younger, Jon

doi:10.1002/ert.20159

Cited by 63 publications

(55 citation statements)

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“…The proposed study studied human resource competencies in six categories based on a method developed by Ulrich (2007). These categories of human resource competencies were Credible Activist, Culture &Change Steward, Talent Manager/Organizational Designer, Strategy architect, Operational executor, Business ally.…”

Section: Discussionmentioning

confidence: 99%

An empirical study on human resource competencies and its relationship with productivity

Darvish¹,

Moogali²,

Moosavi³

et al. 2012

MSL

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This study evaluates the impact of human resource competencies on productivity. The proposed study considers different issues such as different competencies associated with human resources, how we can persuade and strengthen such competencies in organizations and whether human resource competencies impact organizational productivity or not. There are one main hypothesis six minor hypotheses in this study. The proposed study uses descriptive and regression technique to perform the study. The population of this study includes all managers who work for an Iranian petroleum company. This result of this survey shows that that human resource competencies impact organizational productivity. In addition, all dimensions of human resource competencies had significant relationship on organizational productivity.

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Section: Discussionmentioning

confidence: 99%

An empirical study on human resource competencies and its relationship with productivity

Darvish¹,

Moogali²,

Moosavi³

et al. 2012

MSL

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show abstract

“…Identifying HR competencies needed to adapt and effect competitive change within 21st-century organizations may rest in the fundamental role of change management, in addition to organizational leaders being acutely aware of possessing the ability to predict change and adjust to that change. Ulrich et al, (2007) noted that organizational design concentrates on how an organization embeds capability into the structure, processes, and policies that shape how that organization works. HR professionals ensure that the organization's means of talent management and organizational capabilities are aligned with customer requirements and strategy, integrated with each other, and are working effectively and efficiently.…”

Section: Credible Activistmentioning

confidence: 99%

“…HR professionals ensure that the organization's means of talent management and organizational capabilities are aligned with customer requirements and strategy, integrated with each other, and are working effectively and efficiently. They added that HR is not just about the two of them together, stating that good talent without a supporting organization will not be sustained, and a good organization will not deliver efficient results without talented individuals that possess the right competencies in critical roles (Ulrich et al, 2007).…”

Section: Credible Activistmentioning

confidence: 99%

The Relationship between HR Competencies and Organizational Performance in the Banking Sector in Nigeria

Long

Fei

Amechi

et al. 2018

IJHRS

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This study investigated the relationship between HR competencies and organizational performance by adapting the Ulrich HR Role Model. The study also examined HR competencies such as strategic positioner, credible activist, capability builder, change champion, HR innovator/integrator, technology proponent and project facilitator. The research is based on 215 HR professionals from 20 consolidated banks located in South-West Nigeria. A quantitative approach was used for the analysis. The findings revealed that all HR competencies also have significant correlation with organizational performance. Furthermore, competency such as strategic positioner and technology proponent provide most impact to

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“…Consequently, Ulrich, Brockbank, Johnson, and Younger (2007) opines that a more comprehensive description of HR professionals competency factors may include (a) strategic (b) creating credibility (c) obtaining business knowledge and (d) leveraging technology with HR practices using e-HR and web-based channels.…”

Section: Hr Professional Competenciesmentioning

confidence: 99%

“…Recurring pecuniary crunches and progressively growing competition, necessitated by the globalization of markets, are compelling an unparalleled restructuring of resources (Ulrich, Brockbank, Johnson, & Younger, 2007). However, the need to enhance productivity has become trepidation for organizations.…”

Section: The Influence Of Technology Proponent On Organizational Perfmentioning

confidence: 99%

HR Professionals Technology Proponent Competency: A Review

Amechi¹,

Long²

2014

ASS

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Technological advancements of the 21st century have transformed the approach of how HR professionals reason and execute their responsibilities, which has made the HR technology proponent competency a critical factor for organizational performance. This paper therefore tries to examine and bring to the fore, the relevance and input of the technology proponent competency of HR professional, and how HR professionals utilize the knowledge of this competency in today's global market of severe competition. The methodology employed in this study is the principles of inductive categorization, which ensured a systematic content analysis of selected relevant literature from previous studies as retrieved from online databases. Findings from the review of extant literature in the area of review show that the acquisition of certain basic technological competencies have influenced and enhanced HR work output, which has made HR professionals more efficient in the delivery of HR administrative functions like payroll processing, benefits, healthcare costs, and other administrative services.

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Human resource competencies: Responding to increased expectations

Cited by 63 publications

References 0 publications

An empirical study on human resource competencies and its relationship with productivity

An empirical study on human resource competencies and its relationship with productivity

The Relationship between HR Competencies and Organizational Performance in the Banking Sector in Nigeria

HR Professionals Technology Proponent Competency: A Review

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