Innovator and Integrator At an organizational level, a major competency of effective human resource professionals is their ability to innovate and integrate human resource practices around a few critical business issues (IEDP Editorial, 2013). This is because most of the effective human resource professionals know the historical research on human resources, so they can innovate and integrate human resource practices such as talent sourcing, talent development, appraisal, rewards, teamwork, organization development, and communication into unified solutions to solve future business problems. As an example, the inconsistency and mixed messages might happen across the organization therefore through the innovator and integrator competency the inconsistency and mixed messages across the organization are able to be avoided.
Moreover, through this competency the human resource professionals also able to ensure that desired business results are clearly and precisely prioritized and that the necessary organization capabilities are powerfully conceptualized and operationalized. Therefore, since the appropriate human resource practices, processes, structure, and procedure will further be conducted by the human resource manager in order to create and sustain the identified organizational capabilities. This is more on providing additional knowledge and skills for the followers as it is a part of opportunities for the followers in the organization. This is more on the win-win situation side. Followers not only gain the benefits but the organization as well because by providing additional knowledge and skills enable to followers to perform in any sort of situation. In addition, if the human resource professionals do the job with discipline and consistency, it will eventually help the collective human resource practices to meet the tipping point of impact on business results. Personal CredibilityOther than that, personal credibility is one of the keys in human resources’ competencies as it occurs on the internal character or attitude of the leaders toward the followers in the organization. Effective HR professionals are ‘credible activists’ because they build their personal trust through business acumen as human resource professionals have a point of view, not only about human resource activities but about business demands as well as influence others in a positive way through clear, consistent and high-impact communications (Ulrich et al, 2012).
According to Personal and Professional Credibility (n.d.), personal credibility is known as a root of faith in the leader which consist of honesty, integrity, trust, and other personal characteristics that enable followers to view the leaders as their role model and even earn authority from on the followers. As every action act by the leaders or managers like, how they manage, organize and solve any obstacles in the organization will be captured by the followers.
Additionally, professional credibility includes leaders’ education, experiences, performances, and demonstrated professional development (Personal and Professional Credibility, n.d.) because all of these professional credibilities get to add value in the organization, in order to provide a better atmosphere for the followers to work in, as well as achieving organization’s targeted goals. Furthermore, it is vital to have this sort of human resources’ competencies which is the personal credibility as Schawbel (2012) mention that a strong trustworthy relationship between the leaders and the followers occurs if personal credibility is being implemented by the leaders or managers in the organization. Human resource management able to act as a leader to bring positive synergy and motivation into the organization as it is a benefit for the followers and organization. Without a leaders or followers, there will not be an unclear path for them to walk on. A strong bond of relationship will encourage each of the followers, including the leaders to share their insight and alternatives without any hesitations when conducting a group discussion or meeting as they will feel more open on sharing it and are strong advocates of the importance of human resource.
Besides, personal credibility mainly also focuses on active and risk-taking participation to improve its strategic contribution (Grossman, 2007) as credibility activist which is the leaders will guide and light up the right path for the followers to walk on the achieve the goals. Risk can be harmful and unpredictable, but facing it in a team, for instance, conducting decision making able to find alternatives to solve and overcome it.
