How do you develop and measure HR competencies and skills in your team?

1 Define HR competencies and skills

The first step is to define what competencies and skills your HR team needs to succeed in their roles and align with your business strategy. Competencies are the observable and measurable behaviors that demonstrate how your team applies their knowledge and abilities to achieve results. Skills are the specific and technical abilities that your team needs to perform their tasks and functions. You can use various frameworks and models to identify and categorize the core and functional competencies and skills for your HR team, such as the SHRM Competency Model or the CIPD Profession Map.

2 Assess HR competencies and skills

The next step is to assess the current level of competencies and skills of your HR team and identify any gaps or areas for improvement. You can use different methods and tools to collect and analyze data on your team's performance, such as self-assessments, 360-degree feedback, performance reviews, competency-based interviews, tests, simulations, or portfolios. You should also consider the feedback and expectations of your internal and external customers, such as managers, employees, or vendors. The goal is to have a clear and objective picture of your team's strengths and weaknesses and how they align with your competency and skill requirements.

3 Develop HR competencies and skills

The third step is to design and implement a learning and development plan for your HR team that addresses their competency and skill gaps and supports their career aspirations. You can use different approaches and formats to deliver learning and development opportunities, such as formal training, coaching, mentoring, job rotations, assignments, projects, or communities of practice. You should also encourage your team to take ownership of their own learning and development and provide them with the resources and support they need. The goal is to create a culture of continuous learning and improvement that fosters your team's engagement and motivation.

4 Measure HR competencies and skills

The final step is to measure the outcomes and impact of your learning and development plan and evaluate how your HR team's competencies and skills have improved and contributed to your organizational goals and value proposition. You can use different metrics and indicators to track and report on your team's progress and performance, such as competency ratings, skill assessments, feedback surveys, learning outcomes, business results, or return on investment. You should also review and adjust your learning and development plan regularly to ensure that it meets your team's changing needs and expectations. The goal is to demonstrate the value and effectiveness of your HR team's competencies and skills and celebrate their achievements.

5 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?