【第370回】Dave Ulritch et al., “HR from the outside in”

The authors suggested a several HR competency models based on their surveys to HR professionals in many countries. The original version was made at 1987, and then the model has changed several times. It is very important for us to think about the differences of each versions. 

Then, let’s see 1987’s version as below.

Next is 1992’s one. Compared to the previous version, ‘Personal Credibility’ has been newly positioned at the center of three competencies.

Let’s move on to 1997’s one as below. Before 1997 HR only cared for human issues. On the contrary, in 1997, HR has been started to regard as a player who cares for organizational culture.

What is the difference between 1997’s version and 2002’s one? At first, there is ‘Strategic Contribution’ at the center of competency model. Secondary, ‘Culture’ and ‘Change’ are integrated into ‘HR Technology’. It seems to me that this change was based on new technology especially revolutionary proceeded information technology around 2000. Innovative information technology made HR professional use new ‘HR technology’.

2007 HR competency model has changed dramatically. It is very interesting for me that credibility has been back to the center of the model. Regarding that ‘Activist’ is connected to ‘Credible’, the authors emphasize actions.

At the latest HR competency model, the authors divided competencies into three levels. 

R. Babineaux and J. Krumboltz, “fail fast, fail often”