February 3, 2016
Pratt & Whitney now expects the following qualities in its HR leaders. How do you measure up? (Below: HR managers develop their skills at a recent development center session.)
- Leadership-Provides a clear vision to others of what the organization needs to ensure its success
- Customer Focus-Focuses the organization on anticipating, identifying and meeting customer requirements
- Fostering Empowerment-Orchestrates situations to gain others' commitment to the group's priorities and initiatives
- Developing Organizational Talent-Believes in others' abilities to achieve results and reach maximum potential
- Communication-Expresses ideas clearly and actively listens to the ideas of others
- Analysis-Identifies and diagnoses business problems and opportunities, secures relevant information and identifies possible causes and solutions
- Judgment-Determines alternative solutions to problems, evaluates courses of action and reaches sound management decisions
- Business Acumen-In presenting action, builds a comprehensive and realistic business case that anticipates short- and long-term business demands
- Planning/Project Management-Drives to produce tangible, high-quality business results
- Financial Acumen-Constructs relevant financial models and/or analyses to support business decisions
- Functional Expertise-Has a working knowledge of the major elements of human resources and its respective systems and processes
- Flexibility-Adjusts to high pressure, rapidly changing business conditions and the requirements of cultural, business and social situations around the world
- Managing and Facilitating Change-Diagnoses business situations, identifies cause-and-effect relationships and initiates actions to cause change to occur.
SOURCE: Pratt & Whitney/Human Resources.
Personnel Journal, August 1995, Vol. 74, No. 8, p. 80.