Important HR Professionals Competencies
Discuss what you believe are the two most important competencies for HR professionals that utilize HR metrics and why, using this week’s readings to support your assertions.
I believe effective leadership and business acumen knowledge are important competencies for HR professionals. HR professionals should be effective leaders who can influence a positive attitude among the employees to encourage them to contribute to organizational performance (Beatty, 2019). HR leadership competency can utilize HR metrics such as increased employee job performance, decreased turnover, employee organizational commitment, and job satisfaction. The leadership competency exhibits the attributes that HR professionals should possess in leading the organization as well as influencing stakeholders, and mainly employees.
An HR professional should have business acumen knowledge. The HR professional should understand how organizational internal and external environments interact, the contribution of human resource management practices to core business functions and operations (SHRM, 2011). The HR metric using this competency will be the impact of HR activities on the organization’s performance.
Based on the competencies you identified, discuss whether these add to an HR professional’s ability to be a strategic partner. Why or why not?
As a strategic partner, an HR professional should show their leadership in the organization by arguing human resource management cases to other business leaders and professionals within the organization. By having well-developed business acumen understanding, HR professionals need to partner with other business professionals by marketing the importance of HR within the organization as well as showing the impact of human resources on organizational performance. 
What value do these competencies bring to an organization?
As a leader, HR professional develop programs and activities that facilitate employee growth, development, and motivation. This influences employees to align the HR goals with the wider organizational goals. In other words, an HR professional leadership role influences the achievement of the company’s strategic goals. From the business acumen perspective, the HR professional would align HR practices with the functions and operations of the business.
What new competencies do you anticipate HR professionals will need in the future in order to be valuable strategic partners that utilize metrics and why?
In the future, understanding the business acumen should not be only the responsibility of the HR leader, but all HR team members. As HR continues to become more of a strategic partner, it is required to develop programs that will enable the workforce to align with large organizational goals (Schramm, 2006). For this to happen, all HR team members must understand business operations and principles and implement staff operations that will lead to the achievement of strategic outcomes.
HR professionals in the future will require skills to interpret and use workforce data. As leaders, HR professionals must have data analysis skills, which they can use to develop HR initiatives and assess whether human resource management practices are relevant to the strategic goals of the organization.
References
Beatty, C. A. (2019). From HR Practitioner to HR Leader: Competencies Required. Queen’s University. Retrieved from https://irc.queensu.ca/sites/default/files/articles/from-hr-practitioner-to-hr-leader-competencies-required.pdf
Schramm, J. (2006). HR Technology Competencies: New Roles for HR Professionals. SHRM Research Quarterly, 1-11. Retrieved from https://www.shrm.org/hr-today/news/hr-magazine/Documents/0406RQuartpdf.pdf
SHRM. (2011). The SHRM Body of Competency and Knowledge. SHRM. Retrieved from http://bgshrm.org/resources/Documents/SHRMBoCK.pdf