Today’s business world is ever-changing and dynamic. Technology has changed most business transactions and simplifies most operation processes. Many companies are out sourcing their HR, thus it needs extra effort to be a successful Human Resource Practitioner (HRP).
For example, ten years ago, Human Resource Department might need few staff to process the payroll as many stages were involved from collecting data to calculating, matching, signing cheque and distributing cheque to the employee. Today, one HR staff can handle the whole process with one computer system that link literally every departments to collect data, calculating, matching and finally sending data to the bank and electronic transfer the salary into the bank account of employee. Technology has replaced the manual work of many staff, however HR is still a very vital role in every organisation, this is because HR has taken a big shift in terms of their responsibilities and they have taken a bigger role in contributing to the growing business of the organisation by engineering the human resource strategically into the needs of the organisation to achieve the organisation’s vision.
Human Resource Champions, Dave Ulrich challenged HR to shed its old myths, adopt new competencies, redefine roles focused on results, and evolve into a true profession that makes a difference for the organization. (Ulrich,1997) To be successful human resource practitioner, acquiring appropriate skills and attributes are utmost important, that will increase the practitioner’s competency which serves as a cutting edge in the competitive human resource market.
Over the past decade, the role of HRP has been re-defined, refreshed, going through adaptation process by emphasizing their skills and attribute which can make their role more efficient and effective to give positive support to the organisation.
Skill means proficiency or something can be acquired or developed through training or experience while attribute...