HR Competencies: Preparing HR for Sociocultural Impact & Challenges

This presentation outlines the essential HR competencies required for HR professionals to effectively navigate and address the challenges arising from sociocultural shifts. It emphasizes the importance of analytical skills, cross-discipline knowledge, strong business acumen, and the strategic use of technology, including AI and HRIS. Furthermore, it highlights the significance of organizational and influencing skills in coping with conflict, selling ideas, navigating organizational politics, and managing relationships with superiors. The presentation underscores the need for HR to adapt to demographic changes, evolving lifestyles, and the increasing influence of technology to ensure organizational success. Desklib offers similar presentations and solved assignments for students.

HR Competencies.
How should HR professionals equip themselves in term of HR
Competencies to face challenges?

Analytical Skills
Tooksoon,(2011) defines the Analytical skills as the ability of
the professional to collect, gather, visualize and analyze any
information in details.
The analytical skills can be categorized into:
1. Communication –
2. Creativity-
3. Critical Thinking-

Analytical Skills
4) Data Analysis –
5) Research-
Having these strengths by an HR individual can
help a company in solving problems and also
ensure that there is an overall increase in the
productivity

Cross Discipline Knowledge
• A company can form and nurture high profile performances
as defined by Kim, Lee, Lee, & Kim, (2010)
• The key factor to solving problems and facing the challenges
and situation facing the HR department is by incorporating
individuals from within the departments and also from other
departments.
• A good relationship will enable acquisition of the various
information that is required by the department to offer
solutions

Strong business sense
• A recent research indicates that almost ninety eight percent of
HR professionals feels that having an organizational
awareness is important.
• A business acumen ( Business sense) helps in making of
good judgments and practical business idea.
• It enhances the understanding of business disciplines, for
example, finance and accounting

Make use of technology
• Artificial intelligence can be used to impact a department by:
1. personalization,
2. Scheduling,
3. Candidate engagement and
4. Prediction as according to Strohmeier, & Piazza, (2015).
• The Reality technology can be used to simulate real-world
scenarios of the situation and challenges facing the
organization and helps in coming up with the solutions.

Make use of technology
• Virtual reality can be used in Personalization and
recruitment also.
• The Human Resource Information System is another
technological advancement that the department needs
knowledge.
• It is the engagement of Information technology into
HR through a Software.

organizational skills
•Armstrong, & Taylor, (2014) says that an HR department needs to
have the required Skills in the organization, full knowledge of the
organization which involves knowing the strengths and weaknesses
•With the knowledge, the HR department will be able to the
organization itself and be able to provide the solutions required.

Influencing Skills
• The ability to influence others and gain their co-operation
positively.
• The HR department usually is an influential department to
others even without direct authority.
• An HR professional with the ability to influence others will
be able to get things done in the department. This will then
transfer to other departments and the organization in general.
• There is the various way to influence people, and they may
include:

Influencing Skills
1. Coping with conflict,
2. Ability to sell your ideas,
3. Able to navigate through the organization
politics,
4. Surviving merger, acquisition and
reorganization.
5. Be able to deal with your bosses.

References.
• Armstrong, M., & Taylor, S. (2014).
Armstrong's handbook of human
resource management practice. Kogan Page Publishers.
• Kim, H. R., Lee, M., Lee, H. T., & Kim, N. M. (2010). Corporate social
responsibility and employee–company identification.
Journal of
Business Ethics,
95(4), 557-569
• Strohmeier, S., & Piazza, F. (2015). Artificial Intelligence Techniques in Human
Resource Management—A Conceptual Exploration. In
Intelligent
Techniques in Engineering Management (pp. 149-172). Springer, Cham.
• Tooksoon, H. M. P. (2011). Conceptual framework on the relationship
between human resource management practices, job satisfaction, and
turnover.
Journal of Economics and Behavioral Studies,
2(2), 41-49.