Key Core HR Competencies for Future

Core HR

Human Resource functions are constantly reinventing themselves with time through new visions, strategies, processes, technologies and systems. However, sustenance of transformation of the human resource functions requires the HR professionals to develop and implement a new set of competencies required to fulfil the transforming roles and responsibilities. Depending on the factors which are most likely to influence the future of HR, experts propose a competency model which encompasses both generic and specific HR competencies for general and specialised roles and businesses, respectively.

Core HR is a blanket term that constitutes the basic functions of an HR department. Core HR functions include recruitment, payroll, administration, training, compliance etc. Alternately, core HR also encompasses Human Capital Management. Core HR also includes personnel information for candidate employment and administration as well as organizational data.

The term core HR software, however, has become an alternate defining aspect for core HR characteristics and processes, along with the technological management of organizational processes to maintain core HR information. Prominent examples are Workday, SAP, SuccessFactors, Oracle HCM, etc. Core HR technological systems are also referred to as HRIS (Human Resource Information Systems), HRMS (Human Resource Management Systems) and the more popular term HCM.

Core HR Software platforms are mainly used to store, manage and control basic information about an organization’s employees in the local database. This database, which is centralized, contains personal information such as employee’s name, address, date of birth, national identification number, job description, payroll and tax details, leave entitlement, benefits availed, right to work and related documentation. etc.

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