GLOBAL ISSUES IN HUMAN RESOURCES在人力资源的全球问题.docx

Special Call for ProposalsLinking HR Competence to Key Performance Indicators: A Criterion Validation ProgramThe SHRM Foundation isseeking proposals for criterion validation research in the realm of HR competencies. This topic is a major priority on the Foundation’s research agenda. Since 2010, SHRM has been working to develop a competency model for the human resource management professional. To develop this comprehensive model, SHRM established the HR Thought Leadership Initiative. The initiative’s objective was to identify the key competencies needed by all HR professionals regardless of enterprise and role. This would serve as the guiding principle for the development of the Elements for HR Success competency model. To develop this model, SHRM researchers reviewed different competency models, conducted over one hundred focus groups with over 1,200 HR professionals across 29 cities around the world, and surveyed 640 Chief Human Resource Officers. The content of the resulting model, shown in Figure 1 below, was validated in a 2012 survey of over 32,000 HR professionals worldwide ranging in career level, role, and organization size. Figure 1: SHRM’s Elements for HR Success Competency ModelThe model has nine competency areas:Human Resource Technical Expertise and Practice: the ability to apply the principles and practices of HRM to contribute to the organization’s successRelationship Management: the ability to manage interactions to provide service and support the organization’s successConsultation: the art of providing expert advice to organizational stakeholders in a variety of circumstancesOrganizational Leadership and Navigation: the ability to direct initiatives and processes with agility and to gain buy-in from stakeholdersCommunication: the ability to create a free exchange of information among stakeholders at all levels of the organization to produce desired outcomesGlobal and Cultural Effectiveness: the art of managing human resources within and across