Analytical and critical skills for HR Professionals

Analytical and critical skills for HR Professionalsز Analytical and critical skills for HR Professionals. The effectiveness of HR initiatives and the processes of problem solving and decision-making in which HR practitioners are constantly involved.

Critical evaluation of the business partner concept

Critical evaluation of the business partner concept

It can be argued that too much has been made of the business partner model. Perhaps it is preferable to emphasize that the role of HR professionals is to be part of the business rather than merely being partners. There is the danger of overemphasizing the seemingly glamorous role of business or strategic partner at the expense of the service delivery aspect of the HR practitioner’s role. Syrett (2006) noted that whatever strategic aspirations senior HR practitioners have, they will amount to nothing if the function they represent cannot deliver the essential transactional services their internal line clients require. As an HR specialist commented to Caldwell (2004): ‘My credibility depends on running an extremely efficient and cost-effective administrative machine… If I don’t get that right, and consistently, then you can forget about any big ideas.’ Another person interviewed during Caldwell’s research referred to personnel people as ‘reactive pragmatists’, a realistic situation in many organizations.


SHRM COMPETENCY MODEL. SHRM is proud to present you with the full competency model in this document. Through professional development and continuous improvement,

Create your website at
Get started