Competencies

Global and Cultural Effectiveness (Interpersonal)

The KSAOs needed to value and to consider the perspectives and backgrounds of all parties, to interact with others in a global context, and to promote a diverse and inclusive workplace

Competency

A group of highly interrelated knowledge, skills, abilities and other characteristics (KSAOs) that give rise to the behaviors needed to perform a given job effectively.

Competency Model

A set of competencies that collectively defines the requirements for effective performance in a specific job, profession or organization.

KSAOs or KSAs

Common elements in a person-oriented job analysis; and acronym for knowledge, skills, abilities, and other characteristics

Ethical Practice (Leadership)

KSAOs needed to maintain high levels of personal and professional integrity, and to act as an ethical agent who promotes core values, integrity and accountability throughout the organization.

Technical Competencies

Reflect the knowledge specific to a given profession in that field to perform a particular role. (Reflects what knowledge HR professionals apply to their jobs)

Relationship Management (Interpersonal)

The KSAOs needed to create and maintain a network of professional contacts within and outside of the organization, to build and maintain relationships, to work as an effective member of a team, and to manage conflict while supporting the organization.

Communication (Interpersonal)

The KSAOs needed to effectively craft and deliver concise and informative communications, to listen to and address the concerns of others, and to transfer and translate information from one level or unit of the organization to another.

Leadership and Navigation (Leadership)

The KSAOs needed to navigate the organization and accomplish HR goals, to create a compelling vision and mission for HR that aligns with the strategic direction and culture of the organization, to lead and promote organizational changes, to manage the implementation and execution of HR initiatives, and to promote the role of HR as a key business partner.

Business Acumen (Business)

The KSAOs needed to understand the organization's operations, functions and external environment, and to apply business tools and analyses that inform HR initiatives and operations consistent with the overall strategic direction of the organization.

Consultation (Business)

The KSAOs needed to work with organizational stakeholders in evaluating business challenges and identifying opportunities for design, implementation and evaluation of initiatives, and to build ongoing support for HR solutions that meet the changing needs of customers and the business.

Behavioral Competencies

The behaviors & attributes necessary for HR professionals to operate with a strategic mindset and perform effectively in the workplace.

Critical Evaluation (Business)

the KSAOs needed to collect and analyze qualitative and quantitative data, and to interpret and promote findings that evaluate HR initiatives and inform business decisions and recommendations.