Appendix E
HRD Competencies*
The competencies are organized in three levels to show a development pattern for HRD practitioners: entry level, or "contributor" to solutions; mid-level, or "integrator" of solutions; and senior level, or "strategist" of solutions. At each level, the competencies listed in the technical and leadership/managerial categories are those that the HRD practitioner should master when at that level. It is assumed that HRD professionals will be working to develop all the competencies throughout their career.
|
Technical |
Leadership/Managerial | |
| Senior Level Strategist |
Strategic HR Practices HR Systems Succession Planning Organizational Performance Outcome Measures |
Vision Federal Legislative Process Financial Management Budget Business Process Reengineering Leveraging Resources External Awareness |
| Mid-Level Integrator |
Organizational Development Diagnosis Performance Intervention Group Facilitation Coaching and Mentoring Team Performance Instructional Technology Contracting/Purchasing Cost Benefit Analysis |
Marketing Program Evaluation Strategic Planning Systems Thinking Program/Project Management Change Management Negotiating Priority Management |
| Entry Level Contributor |
Performance Analysis Learning Systems Career Development Concepts Instructional Systems Development HRD Rules and Regulations Presentation Platform Skills |
Organizational Knowledge Customer Orientation Ethics Teamwork Communication Creative Thinking Problem Solving Self-Development Information Technology |
| *The HRD competencies were prepared by a special HRD Council task force—comprised of Marjorie L. Budd (Department of Defense), David Amaral (Department of the Navy), Randy Bergquist (Department of Transportation), and Paul Longanbach (Office of Personnel Management)—based on extensive review of models used in the public and private sectors, and the combined experience of task force members. |
| Appendix D Appendix F Table of Contents |
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