competency session, april 23, 2015, islamabad
TRANSCRIPT
Prepare, Change, Succeed
New Global Standard in HR Competencies:
Source Code for HR Success
23 APRIL 2015
MARRIOTT HOTEL
ISLAMABAD
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.
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
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
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
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
Prepare, Change, Succeed
New Global Standard in HR Competencies:
Source Code for HR Success
23 APRIL 2015
MARRIOTT HOTEL
ISLAMABAD
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
Helicopter View of HR
• HR Professional Association
• HR Standards
• HR Competency Model & CPD
• HR Curriculum Alignment
• Local Research
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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
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.
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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
SHRM Forum Structure
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Advisory Council
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www.shrmforum.pk
ISO GLOBAL HR STANDARDS COMMITTEE
CLICK HERE FOR DETAILS
ISO Technical Committee
260 HR Standards
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ISO US
Germany
France
Netherlands
Sweden Switzerland
Austria
Italy
Pakistan
Norway
Portugal
ISO Plenary Washington
10-11 November 2011-Washington
17
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)
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HR Career Path
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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
PICG Research on Code of Corporate Governance
“Strengthening Human Governance for Sustainable Corporate Value”
Professional Certifications
Sales & Marketing
Certified Sales Leadership
Professional (CSLP)
Certified Sales Operations
Professional (CSOP)
Certified Internet Marketer (CIM)
Pragmatic Marketing Certified
(PMC-I)
Audit & Risk Management
Certified Internal Auditor (CIA)
Certified Financial Services Auditor®
(CFSA®)
Certification in Risk Management Assurance™
(CRMA®)
Certification in Control Self-Assessment®
(CCSA®)
Finance & Account
Certified Public Accountant (CPA)
Certified Management
Accountant (CMA)
Certified Financial Manager (CFM)
Certified Financial Manager (CFM)
Information Technology
MCITP
MCTS
CCNA
CISSP
CSSA
Project Management
Certified Associate in Project
Management (CAPM)®
Project Management
Professional (PMP)®
Human Resources
HRMP/HRBP
SPHR/PHR
GPHR
SHRM-CP/SCP
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.
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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
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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
www.shrmforum.pk
WHERE TO START
oCompetency-based
oGlobal
oCareer-oriented
oRelevant
The New Standard
Prepare, Change, Succeed
New Global Standard in HR Competencies:
Source Code for HR Success
23 APRIL 2015
MARRIOTT HOTEL
ISLAMABAD
Town hall –
Policy Updat
es
Global & Cultural Effectiveness Diversity In Telenor
32 00 Month 0000
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.
What is D&I What 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
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.
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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.
Diversity alone is not enough – we also need inclusiveness
• D&I: Diversity is getting the right mix, Inclusion is making the mix work
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Diversity Inclusion &
‒ people
‒ differences
‒ social categories
‒ representation
‒ culture
‒ respectful of differences
‒ be who you are
‒ be at your best
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%
Countries in the World with More Female Bosses Than Male Ones ?
42 00 Month 0000
Q U E S
I
T
O N
THANK YOU
S
Prepare, Change, Succeed
New Global Standard in HR Competencies:
Source Code for HR Success
23 APRIL 2015
MARRIOTT HOTEL
ISLAMABAD
SNL Financial
SNL Pakistan- Timeline
2010
Inception of HR Department
2009
Dedicated HR Personal
2011
Incorporation of HR Vertical
Concept
2014
HR Evolution
2012
HR Verticals & Business Units
2015 &
beyond
HR Business Partner
2005
SNL Pakistan Incorporation
Strategic relationship between effective human resource management and core business functions
Understanding the business operations and functions within the organization
Metrics and their correlation to business success
Employment Branding
• Employee Referral Program
• Job Opportunity Program
• Job Fairs/Campus drives
• Executive Speaker Series
• HR Lifestyle club
Prepare, Change, Succeed
New Global Standard in HR Competencies:
Source Code for HR Success
23 APRIL 2015
MARRIOTT HOTEL
ISLAMABAD
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
SHRM BoCK
55
Is this the key message?
57
Is this the key message?
58
Which one is the key message?
A
C D
B
60
SHRM BoCK
61
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Which one is the key message?
A
C D
B
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Behavioral Competencies
64
Technical Competencies
65
Is it more difficult to develop A: Behavioral Competencies B: Technical Competencies
66
Do you want a big ‘tip’ on how to develop behavioral competencies?
A: Yes
B: No
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Any MCQs?
69
Prepare, Change, Succeed
New Global Standard in HR Competencies:
Source Code for HR Success
23 APRIL 2015
MARRIOTT HOTEL
ISLAMABAD