HRD Roles and Competencies wise distribution of 39 items of the Questionnaire

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Determining how HRD initiatives can best be leveraged to achieve long-term business success and add value to meet organizational needs Leading in the planning and implementation of HRD strategies that support the organizations strategic direction Applying business and industry knowledge to partner with the line managers in identifying HRD initiatives for performance improvement Evaluating possible HRD solutions and recommending solutions that will have a positive impact on performance Planning, resourceing, and monitoring of effective delivery of HRD solutions in a way that sup[ports the overall business Communicating and ensuring effective execution of a HRD plan, removing barriers, ensuing support and ensuring adequate support and follow up Designing, developing, delivering or evaluating HRD solutions such as, training and development, career planning, organizational development, performance management, feedback and coaching etc. Identifying and understanding business issues and line managers needs, and problems

HRD Roles 1. HRD strategist 1.HRD strategist 2.Business partner 2.Business partner 3.Project manager 3.Project manager 4. Professional specialist Business Management 1. Analyzing needs and proposing solutions 1. Analyzing needs and proposing solutions 2. Applying business Acumen 2. Applying business Acumen 2. Applying business Acumen 3. Driving results 3. Driving results 4. Planning and implementing assignments 4. Planning and implementing assignments 5. Thinking strategically 5. Thinking strategically 5. Thinking strategically Interpersonal

Using effective approaches for choosing a course of action or developing appropriate solution Understanding the organization s business model and financial goals Utilizing financial and organizational data to build and document the business case for investing in HRD solutions Using business terminology when communicating to line managers Identifying opportunities for improvement and setting well-defined goals relating to HRD solutions Orchestrating efforts and measuring progress Developing action plans for HRD assignments and obtaining resources to implement Completing assignments in a timely manner to ensure that HRD goals are archived Understating internal and external factors that impact HRD in organization Keeping abreast of trends and anticipating opportunities to add value to the business Operating from a systems perspective in developing HRD strategies and building alignment with business strategies Interacting with others in w ay that builds trust and

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