HRM Professional Faces in the Thesis

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& Lipshitz, R. 1998. Organisational learning mechanism: A cultural and structural approach to organisational learning, the Journal of Applied Behavioural Science, vol. 34(2): pp. 161-179.

Stredwick, J. 2005. An introduction to human resource management. 2nd Edition, Butterworth-Heinemann: Oxford.

Watson, T., 2002. Organising and Managing Work. 1st Edition, Harlow: FT Prentice Hall.

The IPMA Competency Model offers a new perspective of the new roles of the HR/Assessment professional.

1. Leader - HR professionals should be positive role models and mentors for peer and junior personnel.

2. Change agent - HR professionals should be flexible to be able to manage the development of strategies, programs, policies, and procedures to that are critical for change management.

3. HR expert -- HR professional should possess both functional and interpersonal competencies that enable them to provide assistance on HR products/services and appropriately address the needs of the employees.

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4. Business partner - HR professionals should have a sound understanding of the business processes in the organization (e.g. strategic plan, vision, and mission statement).

The framework was developed based on Daniel Goleman's Emotional Intelligence and Working with Emotional Intelligence studies, by personalizing the emotional intelligence notions to the HR professional's role in an organization. Self-awareness, motivation, empathy, self-regulation and social skills are seen as essential in building personal competence.

Source: Adapted from Daniel Goleman (2000; 1995)

The integrative model for HR competencies is similar to the IPMA competency model, which emphasizes 4 major roles of the HR professionals: leadership, consultation,….....

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