外文文獻(xiàn)翻譯-人力資源管理的新型勝任力-其他專業(yè)-全文預(yù)覽
【正文】 變，而根據(jù)被調(diào)查者對人力資源領(lǐng)域的評價(jià)和看法，其他的部分則是全新的。每一項(xiàng)勝任力都被細(xì)化為績效因素。我們依然能夠真正為企業(yè)創(chuàng)造價(jià)值。 HRCS 是全球范圍內(nèi)現(xiàn)有的最具規(guī)模、持續(xù)時(shí)間最長的一項(xiàng)人力資源勝任力研究。 20 percent are really top performing. The middle 60 percent are moving in the right direction,” says Ulrich. “Within that 60 percent there are HR professionals who may be at the table but are not contributing fully,” he adds. “That?s the group I want to talk to. ... I want to show them what they need to do to have an impact.” As a start, Ulrich remends HR professionals consider initiating three conversations. “One is with your business leaders. Review the petencies with them and ask them if you?re doing them. Next, pose the same questions to your HR team. Then, ask yourself whether you really know the business or if you?re glossing on the surface.” Finally, set your priorities. “Our data say: ?Get working on that Credible Activist!? ” Robert J. Grossman, a contributing editor of HR Magazine, is a lawyer and a professor of management studies at Marist College in Poughkeepsie, . from： Robert J. Grossman , HR Magazine, 2021,06 譯文： 人力資源管 理 的新型勝任力 如何在人力資源管理領(lǐng)域取得更大成功？需要怎樣的專業(yè)知識和技能？ 從 1988 年開始，密歇根大學(xué)的商業(yè)管理教授 Dave Ulrich 先生和他的助手們就開始研究這個(gè)課題。原文： New Competencies for HR What does it take to make it big in HR? What skills and expertise do you need? Since 1988, Dave Ulrich, professor of business administration at the University of Michigan, and his associates have been on a quest to provide the answers. This year, they?ve released an allnew 2021 Human Resource Competency Study (HRCS). The findings and interpretations lay out professional guidance for HR for at least the next few years. “People want to know what set of skills highachieving HR people need to perform even better,” says Ulrich, codirector of the project along with Wayne Brockbank, also a professor of business at the University of Michigan. Conducted under the auspices of the Ross School of Business at the University of Michigan and The RBL Group in Salt Lake City, with regional partners including the Society for Human Resource Management (SHRM) in North America and other institutions in Latin America, Europe, China and Australia, HRCS is the longestrunning, most extensive global HR petency study in existence. “In reaching our conclusions, we?ve looked across more than 400 panies and are able to report with statistical accuracy what HR executives say and do,” Ulrich says. “The research continues to demonstrate the dynamic nature of the human resource management profession,” says SHRM President and CEO Susan R. Meisinger, SPHR. “The findings also highlight what an exciting time it is to be in the profession. We continue to have the ability to really add value to an anization.” “HRCS is foundational work that is really important to HR as a profession,” says Cynthia McCague, senior vice president of the CocaCola Co., who participated in the study. “They have created and continue to enhance a framework for thinking about how HR drives anizational performance.” What’s New Researchers identified six core petencies that highperforming HR professionals embody. These supersede the five petencies outlined in the 2021 HRCS—the last study published—reflecting the continuing evolution of the HR profession. Each petency is broken out into performance elements. “This is the fifth round, so we can look at past models and pare where the profession is going,” says Evren Esen, survey program manager at SHRM, which provided the sample of HR professionals surveyed in North America. “We can actually see the profession changing. Some core areas r
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