HR Manager Competencies: New Skills and Software
This paper examines the evolving landscape of human resources management, focusing on two major dimensions: emerging HR technology and the competency frameworks HR managers need to thrive in future global organizations. The paper surveys recent innovations in HR software — including mobile recruiting, real-time employee feedback platforms, and peer-to-peer training tools — before analyzing key organizational learning techniques such as competency models, case-based decision-making, and systems thinking. It also compares traditional and competency-based approaches to training, including the ISD/ADDIE model, and explains why older competencies may become obsolete as technology and organizational structures rapidly evolve.
- HR Technology: A Rapidly Expanding Market: New HR software tools and mobile recruiting trends
- Competency Models and Organizational Learning Approaches: Competency models, case-based reasoning, and systems thinking
- Why Past Competencies Are Incompatible with Future Global Organizations: Technological change renders older competencies obsolete
- Traditional vs. Competency-Based Training Models: Comparing ISD/ADDIE model with competency-based training
- Works Cited: References and source citations
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What makes this paper effective
- Grounds abstract concepts like systems thinking and competency models in concrete, real-world examples, including named software platforms and specific training frameworks.
- Moves logically from technology trends to theoretical frameworks, creating a coherent narrative arc from practice to theory.
- Cites a variety of sources — trade publications, academic journals, and professional reports — demonstrating breadth of research for an introductory-level paper.
Key academic technique demonstrated
The paper effectively uses comparative analysis to contrast traditional and competency-based training approaches. By laying out the ISD/ADDIE model alongside peer-to-peer and work-team training frameworks, it helps readers understand not just what each approach is, but when and why each would be preferable in an HR context.
Structure breakdown
The paper opens with an overview of current HR software innovations, drawing on industry commentary to establish relevance. It then transitions into organizational learning theory — competency models, case-based reasoning, and systems thinking. A brief conceptual section addresses why older competencies become obsolete. The paper closes with a detailed comparison of traditional and competency-based training methods, including named models like ADDIE and the global HR operating framework.
HR Technology: A Rapidly Expanding Market
Because the market for — and development of — HR technology is expanding rapidly, companies now have access to new and highly effective software that can help HR directors manage their varied duties. It is, indeed, a changing world for HR managers and directors. In Forbes, contributor Josh Bersin explains that "we are seeing one of the most innovative times ever in the HR technology market" (Bersin, 2014). It used to be that HR software kept track of payroll, stored employee data, managed performance reviews, and helped with training administration and attendance issues, Bersin recalls. Today, however, HR software systems are used directly by employees, and recruitment systems operate on mobile phones; a person can apply for a job without a resume and conduct an interview over a smartphone video camera (Bersin, 3).
For the HR director, time and attendance can now be tracked through a mobile app. Interestingly, Bersin writes that companies tell him that "their best candidates are those who apply from their mobile devices" (7). Because more people are using HR applications, those applications are evolving into communication devices. Companies that are moving away from top-down organizational structures and toward peer-to-peer models are using HR apps and software for training and for "people-to-people" learning (Bersin, 9). The newest HR software also allows for real-time employee feedback; companies such as BlackbookHR, TinyHR, CultureAmp, and BetterCompany have developed software that allows HR managers to receive "immediate information about work and management issues" directly from workers (Bersin, 9).
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