The document summarizes a presentation given on April 23, 2015 at the Marriott Hotel in Islamabad on the new global standard for HR competencies. The presentation featured several speakers including Zahid Mubarik, Imran Fazal, Sheraz Karim, Dr. Sadia Nadeem, and Mazhar Hussain. They discussed topics like the SHRM competency model, HR standards, certification, and the balance between behavioral and technical competencies. The goal was to provide guidance to HR professionals on developing skills aligned with the new global competency framework.
ODE Consulting helps leaders master critical global leadership and cross-cultural competencies.
With the use of our unique tool, “Culture in the Workplace QuestionnaireTM ” (CWQTM), participants uncover in-depth insights of cultural preferences at an individual and team level.
ODE Consulting helps leaders master critical global leadership and cross-cultural competencies.
With the use of our unique tool, “Culture in the Workplace QuestionnaireTM ” (CWQTM), participants uncover in-depth insights of cultural preferences at an individual and team level.
The International Association for People & Performance Development was founded to represent the single largest body of knowledge in the field of Performance Management, based on two pillars: Academic desk research and a vast database of information on performance management behaviors, derived from an international study of the impact of the practice of performance management.
To succeed, you need to innovate VALUE.
To survive, you need to maximise PROFIT.
To sustain, you need to empower PEOPLE.
Let Morphos be your partner for change and create a sustainable high-performing business!
Call us at (+65) 6749 5850 or email Louis at louis@morphos-intl.com
PEAKS (Purpose . Energy . Affirmation . Knowledge . Sustainability) is a global on-line psychometric technology developed by Research Communication International (RCI) that measures and optimizes human potential at all levels of organizations and societies. The PEAKS Profiling Technology is applicable for use in personal, team and partnership development; organisational development interventions, career coaching, selection planning, recruitment, career profiling and leadership development toward PEAK PERFORMANCE. Your PEAKS profile captures and tracks individual development in domains such as:
Personal Development
Team & Partnership Orientation
Leadership Development
Career Development
Entrepreneurial Advancement
Educational/ Learning Development
Organisational Development
Family Development
Community Development
PEAKS is based on extensive research employing best practices in leadership, personality and resilience development. It is a strength-focused tool that assesses the innate potential within individuals and aligns the best in everyone to the PEAKS they have chosen to scale
Personality scores are normed against industrial benchmarks and are based on a large databank of actual empirical data collected through corporate research. PEAKS gives individuals the knowledge necessary for scaling heights of achievement. As they conquer PEAK after PEAK, they become more than conquerors.
The PEAKS approach is integrative and holistic and is applicable for use for entire organisations in developing and tracking personal, team, leadership & management development/ benchmarking; mentoring, career coaching, selection, talent management, succession planning, job profiling and various aspects of individual, team and organizational development towards PEAK PERFORMANCE.
A highly acclaimed definitive model for describing personality differences, some of the key components to the PEAKS Profiling Technology include:
Personality has five dimensions (P.E.A.K.S)
Scores on the dimensions will fall along a normal distribution (or a Bell Curve)
Personality is best described by individual traits than type groups
The strength of individual scores indicates personality preferences
People who score in the middle range of the scales will have a combination of traits
Organizations that want to be up-to-date and remove biases from the workplace are turning to the PEAKS PROFILE as their internal personality model of choice since it offers so much depth and understanding for employees and program participants.
Professional certification is a common practice in all types of industries worldwide. It signifies an individual’s knowledge and expertise to employers, peers and clients. It also helps in defining and maintaining industry standards.
This guide offers a high-level information about HR Certifications available in the market. It is intended to help HR professionals to find out about certifications in specific fields.
All the certifications mentioned in this guide require some sort of assessment to be obtained, hence, mere attendance of a training course is not enough to get certified.
The International Association for People & Performance Development was founded to represent the single largest body of knowledge in the field of Performance Management, based on two pillars: Academic desk research and a vast database of information on performance management behaviors, derived from an international study of the impact of the practice of performance management.
To succeed, you need to innovate VALUE.
To survive, you need to maximise PROFIT.
To sustain, you need to empower PEOPLE.
Let Morphos be your partner for change and create a sustainable high-performing business!
Call us at (+65) 6749 5850 or email Louis at louis@morphos-intl.com
PEAKS (Purpose . Energy . Affirmation . Knowledge . Sustainability) is a global on-line psychometric technology developed by Research Communication International (RCI) that measures and optimizes human potential at all levels of organizations and societies. The PEAKS Profiling Technology is applicable for use in personal, team and partnership development; organisational development interventions, career coaching, selection planning, recruitment, career profiling and leadership development toward PEAK PERFORMANCE. Your PEAKS profile captures and tracks individual development in domains such as:
Personal Development
Team & Partnership Orientation
Leadership Development
Career Development
Entrepreneurial Advancement
Educational/ Learning Development
Organisational Development
Family Development
Community Development
PEAKS is based on extensive research employing best practices in leadership, personality and resilience development. It is a strength-focused tool that assesses the innate potential within individuals and aligns the best in everyone to the PEAKS they have chosen to scale
Personality scores are normed against industrial benchmarks and are based on a large databank of actual empirical data collected through corporate research. PEAKS gives individuals the knowledge necessary for scaling heights of achievement. As they conquer PEAK after PEAK, they become more than conquerors.
The PEAKS approach is integrative and holistic and is applicable for use for entire organisations in developing and tracking personal, team, leadership & management development/ benchmarking; mentoring, career coaching, selection, talent management, succession planning, job profiling and various aspects of individual, team and organizational development towards PEAK PERFORMANCE.
A highly acclaimed definitive model for describing personality differences, some of the key components to the PEAKS Profiling Technology include:
Personality has five dimensions (P.E.A.K.S)
Scores on the dimensions will fall along a normal distribution (or a Bell Curve)
Personality is best described by individual traits than type groups
The strength of individual scores indicates personality preferences
People who score in the middle range of the scales will have a combination of traits
Organizations that want to be up-to-date and remove biases from the workplace are turning to the PEAKS PROFILE as their internal personality model of choice since it offers so much depth and understanding for employees and program participants.
Professional certification is a common practice in all types of industries worldwide. It signifies an individual’s knowledge and expertise to employers, peers and clients. It also helps in defining and maintaining industry standards.
This guide offers a high-level information about HR Certifications available in the market. It is intended to help HR professionals to find out about certifications in specific fields.
All the certifications mentioned in this guide require some sort of assessment to be obtained, hence, mere attendance of a training course is not enough to get certified.
Pakistan HR Standards Committee is working with ISO Technical Committee TC 260 for developing HR Standards. Pakistan has the honor of being among first 11 Permanent “P” Member countries in the world who became member of ISO TC 260 HR Standards Committee comprising of US, UK, France, Germany, Sweden, Switzerland, Austria, Norway, Netherlands and Portugal. Currently the Permanent member countries have increased to 24 and 18 Observer “O” countries. SHRM Forum Pakistan is representing Pakistan at ISO TC 260. http://www.iso.org/iso/home/standards_development/list_of_iso_technical_committees/iso_technical_committee_participation.htm?commid=628737 .
During follow up years, HR leaders from large corporate in Pakistan put in rigorous effort to carry forward the work and we also participated in ISO global meetings at Washington, Melbourne, Rotterdam, Paris and Dublin. In brief, the Pakistan National Committee on HR Standards is now rolling out 1st standard on “Performance Management” through Pakistan Standard and Quality Control Authority (PSQCA) and work is in progress on 6 global standards including Human Governance, Strategic Workforce Planning, Recruitment, HR Terminologies, Knowledge Management and HR Metrics.
SHRM Forum Pakistan is celebrating World Standards Day on 14 October 2015 at Karachi. Pakistan CHRO National Committee HR Standards will also unveil draft standard on Performance Management.
Think HR - Think BuildHr. To Design - Build - Operate - Train & Transfer HR process and systems. Specialize in Family Managed Business & Small and Medium Business
Certification included:
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Certified Expert in Human Resource Management (CEHRM)
Certified Specialist in Human Resource Management (CSHRM)
HR Metrics specializes in measuring every function of HR with a focus on its impact on organization bottom line.
HR Metrics is the only "Approved Partner" of world largest HR Society for Human Resource Management for providing global HR certifications SHRM-CP and SCP preparatory courses in Pakistan.
HR Metrics programs have been approved by SHRM www.shr.org and HRCIwww.hrci.org USA for recertification credit hours for SHRM-CP/SCP, GPHR, HRMP, HRBP, SPHR and PHR.
Specialties
Human Capital Measurement Metrics, SHRM-CP and SCP Certification Preparatory Courses, HR Business Partners Course, Strategic HR: Delivering Business Results Course
Demonstrate your HR expertise and gain practical skills. Earn the competency-based SHRM-CP and SHRM-SCP credentials. Be among the first to earn an HR credential that’s globally applicable and universally recognized.
SHRM-CP and SHRM-SCP are based on a single, comprehensive Body of Competency and KnowledgeTM (SHRM BoCKTM) and are relevant worldwide, giving professionals the recognition and flexibility to use their knowledge, skills and competencies anywhere their career takes them.
SHRM-CP and SHRM-SCP are based on in-depth research focused on –and backed by – global employers and business leaders. They reflect what HR practitioners need to know to be leaders in their organizations and in the profession.
SHRM-CP and SHRM-SCP are your credentials, based on the current HR landscape. This certification is 100% focused on the Competencies and Knowledge all HR professionals need to lead in today’s business community.
HR Metrics Consulting provides non-traditional HR solutions to optimize employees as well as organizational performance. It is pioneer in introducing evidence based management frameworks for workforce management in Pakistan and its indigenously developed programs have been approved by Human Resource Certification Institute USA www.hrci.org for continuous professional development and recertification of HR professionals worldwide. This is an unprecedented honor for an HR consulting firm in the history of Pakistan.
Organization leaders judge HR strategic role NOT on be the basis of emotions or HR ACTIVITIES but by the IMPACT of their actions on the organization, which is always measured in tangible measureable terms.
In an increasingly competitive environment dominated by cost-cutting and budget justification, the role of HR is becoming more critical to the overall success of the organization. Currently, the workforce investments range from 20 to 50% of overall operating expense and consequently the Shareholders, Stakeholder, CEOs and CFOs all measure results. They are keen to have rigorous, logical, and principles-based framework for seeing the connections between human capital investments and organizational success.
HR Metrics Consulting provides non-traditional HR solutions to optimize employees as well as organizational performance. It is pioneer in introducing evidence based management frameworks for workforce management in Pakistan and its indigenously developed programs have been approved by Human Resource Certification Institute USA www.hrci.org for continuous professional development and recertification of HR professionals worldwide. This is an unprecedented honor for an HR consulting firm in the history of Pakistan.
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Competency Session, April 23, 2015, Islamabad
1. Prepare, Change, Succeed
New Global Standard in HR Competencies:
Source Code for HR Success
23 APRIL 2015
MARRIOTT HOTEL
ISLAMABAD
2. Zahid Mubarik, SHRM-SCP, GPHR, HRMP
Zahid is Chief Consultant HR Metrics www.thehrmetrics.com and HCM Analytics
www.hcmanaytics.net. He served at senior management positions in banking and public
sector. Zahid is founder leader SHRM Forum Pakistan, Member ISO Geneva Technical
Committee 260 on HR Standards and Chairman National Mirror Committee on HR Standards
Pakistan. In the past, he also had the privilege of being Member Special Expertise Panel HR
Measurement Metrics SHRM US.
A strong proponent of measurement and evidence based management; he introduced Human
Capital Measurement Metrics in the region and also spoke at SHRM MENA sessions at
Dubai and Abu Dhabi. Zahid played leading role in designing human capital measurement
metrics for ISO standard during meetings at Washington during 2011, Melbourne 2012 and
Amsterdam 2013 and Paris 2014. An internationally acclaimed thinker, writer and speaker,
Zahid has spoken extensively at global and national conferences. His analytical HR papers
and expert talks have been featured by international and national media including
Microfinance Gateway World Bank Washington, CNBC, Daily Dawn and Business Recorder.
3. Imran Fazal is Director Organizational Development in Telenor Pakistan.
Currently looking after the portfolio of Talent Development, Culture, Comp and
Benefits, and Learning
Imran Fazal
Director OD, Telenor Pakistan
4. With the diverse experience and exposure of more than 20 years, Sheraz Karim
focuses on adding value and executing results that help organizations grow and
develop effectively in the long term.
He is a Senior Human Resources Executive and Consultant with demonstrated
success aligning HR Strategies with business goals.
Prior to joining SNL in December 2011, Sheraz held positions as Country HR
Manager, Pakistan & Afghanistan, Nokia Siemens Networks Country Manager
HR, Pakistan & South Asia Growth Economies (West) Oracle Corporation
Commerce Manager, STFA Construction Co
Sheraz Karim
HR Director, SNL Financial Pakistan
5. Dr. Sadia Nadeem is an Associate Professor and Director MARC (Management
Advancement Research Centre) at FAST School of Management, National
University of Computer and Emerging Sciences, Islamabad, Pakistan.
Started career as an electronic engineer in Pakistan and then moved to London
where she studied and worked for 13 years. She holds an MBA and a PhD in
Management from Cass Business School, City University, London, UK.
She has over 15 years of experience in the field of HR, and has presented her
work at many national and international conferences. Her current areas of
interest are high performance work systems, cross-cultural HRM and leadership.
Dr. Sadia Nadeem
Associate Professor at FAST School of Management
6. Mazhar Hussain is currently working as Chief Human Resources Officer in
Pakistan Telecom Company . He is Heading HR Function of the company with
over 22,000 employees. Heading HR Department having key sub areas of
Leadership & Org. development, Talent Management & Learning, HR
Operations, HR Services and HR Strategy & Special Projects. He had been
performing his duties as SEVP HR, Procurement and Admn in PTCL of
Procurement, Supply Chain and inventory management departments of the
company. He has served in different organizations prior to PTCL and Worked
in Operations, Corporate affairs, research & Analysis and Labor affairs
Mazhar Hussain
CHRO, PTCL
7. Prepare, Change, Succeed
New Global Standard in HR Competencies:
Source Code for HR Success
23 APRIL 2015
MARRIOTT HOTEL
ISLAMABAD
8. 8
Zahid Mubarik SHRM-SCP, GPHR, HRMP
CEO HR Metrics
President SHRM Forum Pakistan
Chairman Technical Committee HR Standards Pakistan
Member ISO Geneva TC 260-HR Standards
HR COMPETENCY MODEL
Welcome
9. Helicopter View of HR
• HR Professional Association
• HR Standards
• HR Competency Model & CPD
• HR Curriculum Alignment
• Local Research
9
10. About SHRM
• Established in 1948
• World largest HR Association
• 280,000 Members in 170 Countries
• Office in India, China, UAE
• SHRM Forums in 11 countries including Pakistan
• Visit online www.shrm.org
11. SHRM Forum Objectives
• To act as a platform for HR professionals. To interact,
communicate, share professional experience, and engage in
mutually beneficial learning activities.
• To focus on long range value-added initiatives in HR
Management and contribute towards enhancing business
productivity.
• To liaise with global HR credentialing organization and
facilitate certification of HR professionals.
• To improve linkages between HR academia and practitioners,
facilitate new HR professionals in their applied research and
guidance in pursuing HR career.
12. 12
SHRM Membership Benefits
• HR toolkits and how to guides
• Research reports, surveys and trends
• Monthly issues of HR Magazine
• Sample tools, templates, job descriptions
• Free videos and webcasts on HR hot topics
• HR Knowledge Center – Ask an Expert Service
• E-newsletters on 11 HR Disciplines
• SHRM Connect online networking forum
• Discounts on conferences, seminars, certification preparation, e-
Learning, and books and products from the SHRM Store
• HR vendor directory
• Click here for complete SHRM Online Membership Benefits
18. ISO HR Standards in
Progress-TC 260
• WG 1: HR Terminologies (Led by Netherlands)
• WG 2: HR Metrics (USA)
• WG 3: Human Governance (France)
• WG 4: Strategic Workforce Planning (Australia)
• WG 5: Recruitment (USA)
• WG 6: Knowledge Management (Canada)
• WG NMC: Performance Management (Pakistan)
18
20. HR Career Path
20
Pursue
a formal
Education in HR
Earn
professional
credentials
Certification
Take advantage
of internships to
gain experience
Secure
employment
in the HR field
Gain HR related work
experience
Complete
an HR
education
25. What is Certification
Professional Certifications
• Based on work experience and educational eligibility.
• Certification proves standards of credentialing organization are
met.
• Use of credentials e.g. GPHR after their names to show
certification status.
• Requires recertification via professional development.
• Reflects specific Body of Knowledge.
Certificate
• No work experience or educational component required.
• Certificates received once a course has been completed.
• No credential awarded.
• No recertification or professional development required.
25
26. Value of HR Certification
97% of fortune companies have certified HR professionals
• Hiring
96% of employers state that a certified job applicant has a greater
hiring advantage than a non-certified job applicant.
• Promotion
91% of employers state that a certified HR professional is more
likely to be considered for promotion than a non-certified HR
professional.
• Job Security
81% of employers believe that a certified HR professional has
greater job security than a non-certified HR professional.
26
27. 27
Benefits of Certification
• Helps in hiring, promotion and job security
• Strengthens resume
• Professional accredited HR Credentials valued by business communities
• Network with HR professionals
• Allows you to put the letters after your name
• Ensures employees’ HR knowledge is up to date
• Demonstrates employees’ commitment to HR
• Is good for the reputation of the organization
• Increases employees’ confidence in their ability to do the job
• Shows the organization takes HR seriously
• Gives employees greater trust and confidence in the HR department
• Makes HR professionals think more strategically
32. A society is a large social grouping sharing the same geographical or social territory, typically
subject to the same political authority and dominant cultural expectations.
33. What is D&IWhat is diversity?
Diversity as a concept refers to variation. Diversity as a concept refers to variation. Human variations and
differences between people. From a broad perspective diversity is about everything that makes us unique as
individuals – anything that makes me different from you. From a slightly more narrow perspective diversity
refers to common categories in societies such as gender, ethnicity, age, sexual orientation etc. Categories that
may result in inequalities because our different perceptions of the variety.
What is inclusion?
Inclusion is how to deal with diversity.
One way of understanding inclusion is to think of it’s opposite: exclusion. An excluding culture is where people
are marginalized, not listen to, made fun of, bullied and harassed. This could i.e. be an openly sexist or racist
culture. Such a culture could still be inclusive to the majority, but not to others. An inclusive culture is a culture
where also minority groups feel welcomed, acknowledged and comfortable in showing who they are and can
fully contribute. It is a culture where everyone treats other with respect. An inclusive culture does not mean
that “anything goes” rather the opposite: often it is characterized by strong values but those values focus on
everyone’s equal worth as human beings and how we treat each other.
34
34. Diversity In Telenor – Our concept
• At Telenor Pakistan diversity has a broad
definition; it goes beyond gender, race, religion,
ethnicity, disability, sexual orientation, age and
other established parameters. It will also include
diverse experiences, family situations, functional
backgrounds, and more. It contains anything
that makes me different from you.
35
35. Diversity In Telenor – Our concept
• At Telenor we believe diversity and inclusion
go hand in hand. Inclusion confirms to us that
each and every employee is valued and
welcome. It is about valuing, supporting and
respecting differences. It is about a work
environment where each employee is able to
fulfill their potential and maximize their
contributions.
36. Diversity alone is not enough –
we also need inclusiveness
• D&I: Diversity is getting the right mix,
Inclusion is making the mix work
38
Diversity Inclusion&
‒ people
‒ differences
‒ social categories
‒ representation
‒ culture
‒ respectful of differences
‒ be who you are
‒ be at your best
37. Gender Diversity
Women occupy only
3-5%
of leadership positions
Pakistan stand within bottom 10
countries wrt. women participation
at work! *
Telenor Pakistan is leading
organization wrt. women participation
in workforce
17%
44. SNL Pakistan-Timeline
2010
Inception of HR
Department
2009
Dedicated HR
Personal
2011
Incorporation
of HRVertical
Concept
2014
HR Evolution
2012
HRVerticals &
Business Units
2015 &
beyond
HR Business
Partner
2005
SNL Pakistan
Incorporation
51. Prepare, Change, Succeed
New Global Standard in HR Competencies:
Source Code for HR Success
23 APRIL 2015
MARRIOTT HOTEL
ISLAMABAD
52. The Balance Between
Behavioral and Technical Competencies
Dr. Sadia Nadeem
Associate Professor and Director MARC
FAST School of Management
23 APRIL 2015
MARRIOTT HOTEL
ISLAMABAD
54