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Navigating the Future of HR: A Deep Dive into the Six Core Competencies

In the ever-evolving landscape of Human Resources (HR), professionals are constantly called upon to adapt, innovate, and lead. The book "HR from the Outside In: Six Competencies for the Future of Human Resources" by Dave Ulrich, Jon Younger, Wayne Brockbank, and Mike Ulrich, serves as a compass for HR professionals navigating this dynamic field. It meticulously outlines the six pivotal competencies that are instrumental in transforming HR practitioners into strategic partners, change agents, and credible activists within their organizations.

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AI-generated image created with MidJourney | Owned by The AI Academy as per MidJourney ToS

Credible Activist

The role of a credible activist is not just about being heard but being respected, admired, and influential. It’s about earning a seat at the table where decisions are made. For instance, consider an HR manager who actively engages with employees, listens to their concerns, and advocates for their well-being while balancing organizational goals. Their credibility is built on a foundation of trust, integrity, and a demonstrated commitment to the workforce. They are the bridge that connects the workforce to the upper echelons of management, ensuring that the voice of every employee is heard and valued.

Strategic Positioner

Being a strategic positioner transcends understanding the intricacies of HR; it’s about immersing oneself in the entire business ecosystem. It involves a deep comprehension of the business landscape, industry trends, and global market dynamics. For example, an HR director who aligns talent acquisition strategies with the organization’s long-term business objectives exemplifies a strategic positioner. They don’t just fill vacancies; they bring on board visionaries who steer the organization towards uncharted territories of innovation and growth.

Capability Builder

The capability builder focuses on sculpting an organizational culture that is a crucible for skill and talent development. Imagine an organization where every policy, every process, and every practice is meticulously designed to nurture, develop, and harness the potential of its workforce. The capability builder ensures that the organization is not just a workplace but a learning space, a development ground where careers and the organization’s future are concurrently built.

Change Champion

In a world where change is the only constant, the change champion emerges as the harbinger of adaptation and evolution. They are not just responsive but proactive, not just adaptive but predictive. Consider the implementation of a new technology within an organization. The change champion is not just instrumental in facilitating the seamless integration of this technology but is pivotal in foreseeing the change, preparing the workforce, and ensuring that the organization and its people are not just keeping up with the change but are ahead of it.

HR Innovator and Integrator

Innovation in HR is not about isolated, sporadic improvements but about a cohesive, integrated approach where every innovation is a piece of a larger puzzle of organizational excellence. An HR innovator and integrator ensures that every policy, process, and practice is not just innovative but is synergistically aligned with every other element of the organizational ecosystem, contributing to a holistic enhancement of organizational performance.

Technology Proponent

In the age of digital transformation, being a technology proponent is not a choice but a necessity. It’s about leveraging technology to enhance every facet of HR, from talent acquisition to employee engagement, performance management to learning and development. Imagine an HR ecosystem where technology is not just an enabler but a driver, where artificial intelligence, machine learning, and data analytics are not just concepts but everyday practices that define the HR landscape.

Ulrich and authors, through their well-researched work, emphasize an "outside-in" approach. It’s about looking beyond the confines of the organization, understanding the needs and expectations of external stakeholders including customers, investors, and communities, and aligning the HR practices accordingly. Every competency is illustrated with real-world examples, making the book not just a theoretical exposition but a practical guide for HR professionals.

How do we apply these concepts? The AI Academy, Digital Workplace Platform, and Precision Human Resources

The AI Academy is a pioneering institution that has seamlessly woven the intricate threads of artificial intelligence and human expertise to create a masterpiece of modern HR - Precision Human Resources and Digital Workplace Platforms presented as a solution called The Village. This specialized branch is a place where empathy and intuition dance gracefully with intuition and data, crafting a narrative of HR that is as human as it is technological. Every HR professional at The AI Academy is not just a practitioner but a credible activist, armed with the dual swords of AI’s analytical prowess and human expertise.

In the world of Precision Human Resources, data works as a compass, supporting HR professionals through the intricate landscape of internal and external organizational ecosystems. Communication texts flow seamlessly, transforming into supportive mental maps crafted meticulously by Cognitive models and NLP techniques.

Digital Transformation at The AI Academy is not a challenge but an opportunity, where AI agility and human adaptability paint a picture of organizational dynamism. HR professionals aim to be champions, leading the organization and its people through the transformations with grace, agility, and foresight. In this dynamic narrative, innovation is a character that is as integral as it is transformative. Every policy, process, and practice are a blend of AI’s precision and human creativity, a synergy that transforms the company into a catalyst of organizational transformation.

In conclusion, "HR from the Outside In" is not just a book but a roadmap for HR professionals aspiring to transform themselves and their organizations. It’s about evolving from being transactional managers to transformational leaders, from administrative executives to strategic partners. In a world where HR is constantly evolving, this book serves as a beacon that illuminates the path for HR professionals aspiring to navigate the intricate and dynamic landscape of modern human resources. Every competency is a stepping stone towards creating an HR function that is not just about managing people but about leading, inspiring, and transforming them.

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Content Curation: Adelino Gala at The AI Academy

Adelino Gala specializes in digital journalism, cognitive science and natural language processing, with a PhD and Master's in Technologies of Intelligence and Digital Design from the Pontifical Catholic University of São Paulo. Experienced in new technologies of communication through post-doctoral work at the University of Aveiro and various projects such as European PAgES. Bachelor's degree in Business Administration. Has also imparted knowledge as a guest professor at esteemed institutes in São Paulo and University of Aveiro. With a publication portfolio spanning journals and conferences, the author is a confluence of academia, research, and practical industry insights.


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