Your Assessment Results

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T-Shaped Dimension Overview
  • Business Acumen
  • Data Literacy
  • Digital Dexterity
  • People Advocacy
  • SpecializationOn top of the four core-HR competencies measured by this assessment, every HR Professional also needs to be a specialist in at least one HR (sub)domain.
-25%
You have opportunities to develop
There are still some core-HR competencies you can develop in order to grow your career and future-proof your skill set.

Your HR Profile

Advisor
18%Profile match
Your closest match

Advisors work in the business environment and spent most of their time with business stakeholders. They translate business needs into HR solutions, speak the language of the business, and ensure that HR priorities are relevant, aligned, and create business impact.

Roles the Advisor excels at

  • -HR consultants
  • -HR business partners
  • -HR managers
  • -HR officers
14%Profile match

Strategists set the HR strategy for the organization. They spent their time co-creating strategy with business leaders, translating business strategy into a people strategy, and translating business needs into HR solutions.

Roles the Strategist excels at

  • -HR consultants
  • -HR business partners
  • -HR managers
  • -HR officers
8%Profile match

The service champion provides efficient HR services that create an engaging and meaningful employee experience. They help to drive operational excellence across multiple HR touchpoints.

Roles the Service Champion excels at

  • -HR consultants
  • -HR business partners
  • -HR managers
  • -HR officers
3%Profile match

The solution architect is an expert in HR practices. They design, operationalize, and implement HR in the business. They keep up to date with HR trends and are seen as an expert in one or more HR specializations.

Roles the Solution Architect excels at

  • -HR consultants
  • -HR business partners
  • -HR managers
  • -HR officers
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0%

DATA
LITERACY

0%

PEOPLE
ADVOCACY

0%

DIGITAL
DEXTERITY

0%

BUSINESS
ACUMEN

Data-Driven0%
Analytics Translation0%

What does this score mean?

A low score means that you are at the beginning of your journey to become more data literate. At the moment, you struggle to read and interpret data from dashboards and reports. This will impact your ability to make decisions, recognize trends, and measure progress.

You will also struggle to give good advice to business stakeholders. As a leader, establishing a more data-driven culture will be difficult as you can’t lead by example. If you are working as a specialist, you will struggle to leverage the data you have access to make more informed decisions and move the conversation to a more strategic level.

The good news is that data literacy is something you can develop and improve, so with a little practice you will be able to improve considerably!

Benchmark

You score higher than 0% of other HR Professionals on this competency.

Related training programs:
  • - HR Metrics & Dashboarding | HR Certificate Program
Ethics and Risk Champion0%
Culture and Workplace custodian0%
Communications and Change Expert0%

What does this score mean?

You are at the beginning of your journey to become a people advocate. Your score is low, which means that you sometimes struggle to purposefully communicate and realize change. You can improve on your ability to mitigate people risk, and leverage HR to create a better employee experience, as well as leverage HR for the good of communities and society.

As an advisor, you will struggle to effectively communicate, diagnose problems, and drive change. As an HR leader, it will be difficult to drive change in the organization and effectively shape an organizational culture that is aligned with the organizational vision. You also sometimes miss critical opportunities to create a more inclusive and values-driven workplace where all employees can belong.

As you become more proficient in this competence, you will be able to communicate more effectively, drive change purposefully, better be able to mitigate people risks, and champion ethics and sustainability better in the organization.

Benchmark

You score higher than 0% of other HR Professionals on this competency.

Related training programs:
  • - HR Business Partner 2.0 | Certificate Program
Technology Steward0%
Digital Culture Architect0%

What does this score mean?

A low score on digital dexterity means you’re at the beginning of a learning journey to become a digital native. Technology is there to make your life easier, but you don’t use it to its full extent yet. Also, you may miss out on opportunities to improve the employee experience because you don’t always recognize how technology can enable a better experience.

You will struggle to design better HR processes because of your lack of technology understanding and you run the risk of missing out on key technology trends and being left behind. The good news is that digital dexterity is a trainable skill – so with a little practice you will be able to improve considerably!

Benchmark

You score higher than 0% of other HR Professionals on this competency.

Related training programs:
  • - Digital HR | Certificate Program
Strategy Co-creation0%
HR Mastery0%
Customer Orientation0%
Context Interpretation0%

What does this score mean?

A low score on business acumen means that you are at the beginning of your journey to become more business-savvy. Currently, you lack a deep understanding of the business reality of the organization. You are not fully aware of what is impacting the business, you don’t fully understand the customers your organization serves, and you struggle to be a strategic HR professional who helps to move the business forward.

As your business acumen improves, you will find it easier to understand the business context. This will impact the quality of your advice to business stakeholders as you get a better grasp of their business reality. Improved business acumen will also help you to become more strategic. At the moment, you struggle to pinpoint how HR can contribute to the organizational strategy and this reduces your effectiveness as an HR leader. You are also struggling to keep up with the business. Changes in strategy may come as a surprise as you don’t have a full picture of what is happening in the industry and macro environment.

The good news is that business acumen is something you can improve by becoming more familiar with the business and its broader context.

Benchmark

You score higher than 0% of other HR Professionals on this competency.

Related training programs:
  • - Organizational Development | Certificate Program

You rank at the 0 percentile!

Your assessment results rank at the 0th percentile compared to 20,000+ other HR Professionals. This means that 0 out of every 1000 HR professionals score lower than you.

Keep in mind that this is a self-reported assessment. Scores depent on participants’ own perception and might therefor not be fully comparable.

What are T-Shaped HR Professionals?

T-Shaped HR Professionals (TSP) are the ultimate all-rounders in HR.

By combining the scope of an HR generalist with the benefits of a specialist, they have a thorough business understanding, make data-driven decisions, and are highly effective problem solvers.

As a result, HR professionals with a T-Shaped competency profile are able to navigate cross-functional challenges with ease and are an excellent fit for leadership positions.

Strengths & Weaknesses

HR roles are grouped in four different persona profiles. Your closest match is the “Advisor” profile. Browse the details below to learn more about this profile and it’s different strengths and weaknessess.

Advisor
Strategist
Service Champion
Solution Architect
18%Profile match
Your closest match

Advisors work in the business environment and spent most of their time with business stakeholders. They translate business needs into HR solutions, speak the language of the business, and ensure that HR priorities are relevant, aligned, and create business impact.

Roles the Advisor excels at

Advisors excel in roles in which they are able to give the business credible advice on people policies to create business impact.

Example roles include HR consultants, HR business partners, HR managers, and HR officers.
Because of their superior understanding of the business, the advisor liaises HR with business priorities and play a key role in communicating business needs to strategists and solution architects.

Strengths
  • Strong interpersonal skills that allow them to build relationships quickly, influence and negotiate effectively and gain the trust of their stakeholders
  • Good breadth of HR knowledge across the employee lifecycle and value chain that allows them to align business challenges to HR solutions
  • Ability to analyze complex information from various sources and translate it into simple and actionable recommendations for business
Weaknesses
  • This profile can at times try to be everything to everyone and in fear of damaging the relationship they have with stakeholders, end up not setting boundaries and saying no to stakeholder requests
  • Given the multitude of priorities that this persona needs to balance, they can become overwhelmed and instead of doing a few things well, they end up being spread too thin and not focusing on areas of real impact
  • As they grow in their career, this persona can at times struggle to delegate to others – they want to be involved everywhere, all of the time and this limits their ability to focus on where they can make the biggest contribution
  • This persona suffers from “busyness” and will sacrifice their own development as they think they do not have the time to learn – this could lead to stagnation and a lack of being able to provide contextually relevant advice
Critical Competencies and Skills include:
T-Shaped Competencies:
  • Context Interpretation
  • HR Mastery
  • Analytics Translation
  • Culture & Workplace Champion
General Skills:
  • Strategy Formulation
  • HR Advisory
  • Workplace Optimization
14%Profile match

Strategists set the HR strategy for the organization. They spent their time co-creating strategy with business leaders, translating business strategy into a people strategy, and translating business needs into HR solutions.

Roles the Strategist excels at

The strategist excels when they are in roles in which they are in a position to change the people strategy.

Example roles include CHRO, global HR business partner, chief learning officer, head of organizational development or organizational effectiveness, rewards executive, shared services manager, divisional HR head, or people analytics head.

The strategists are the movers and shakers who set the organization’s people strategy and ensure that the strategy is executed.

Strengths
  • Ability to influence at a strategic level whilst balancing the needs of society, business, and employees
  • Navigating organizational dynamics and bringing people together around a common vision, purpose and values through masterful storytelling
  • Remaining calm and collected when dealing with difficult situations and ensuring that fair and transparent processes are followed that builds the credibility of HR
  • Demonstrates in-depth self awareness in terms of their own behavior and how to influence the behaviors of others
Weaknesses
  • If not careful, the strategist can become too diplomatic in an attempt to show the value of HR that they end of diluting and compromising HR priorities
  • The strategist falls into the trap that they believe they need to have all the answers and could, if not careful, ignore the advice and input of others in their decision-making process
  • The strategist can often experience feelings of being overwhelmed and needs to be clear on where they need to protect and spend their time
  • They can believe that they “already know” and at times are not that open to new ways of doing things as they believe that they know best
Critical Competencies and Skills include:
T-Shaped Competencies:
  • Strategy Co-creation
  • Ethics and Risk Custodian
  • Comms and Change Navigator
  • Analytics Translation
  • Culture & Workplace Champion
General Skills:
  • Business Transformation
  • Networking
  • Business Strategy Development
8%Profile match

The service champion provides efficient HR services that create an engaging and meaningful employee experience. They help to drive operational excellence across multiple HR touchpoints.

Roles the Service Champion excels at

The service champion ensures operational excellence on a wide variety of HR topics.

They excel as an HR or payroll administrator, HR project manager, HR scrum manager, benefits admin, HR officer, HR service representative, employee service consultant, HR generalist (in larger organizations), HR assistant, HR associate.

Strengths
  • Delivering an efficient and reliable service that consistently delights the client
  • Optimizing and leveraging processes and technology to execute and using data to drive continuous improvement
  • Bringing down operational costs through standardization of services
  • Builders of institutional knowledge by documenting procedures to enable continuity
Weaknesses
  • At times, they are so focused on the task at hand, that they forget about the bigger picture and can make decisions that benefits the short-term but is not beneficial for the longer term
  • They can get stuck in the details and become so rigid that they forget that there is a real human being on the other side of sensitive processes such as retirement, dismissals, and disputes
  • This persona tends not to be too open to change, as they prefer consistency and predictability as opposed to constantly changing procedures and systems
Critical Competencies and Skills include:
T-Shaped Competencies:
  • Customer-focused
  • Data-driven
  • Analytics Translation
General Skills:
  • Data collection and preparation
  • HR Systems Management
  • HR Service Quality Management
3%Profile match

The solution architect is an expert in HR practices. They design, operationalize, and implement HR in the business. They keep up to date with HR trends and are seen as an expert in one or more HR specializations.

Roles the Solution Architect excels at

The solution architect designs high-quality HR solutions to business problems.

Example roles include talent researcher, L&D/OD/OE admin, L&D/OD/OE consultant or L&D/OD/OE specialist, HR data scientist, rewards advisor, HR automation specialist, HRIS manager, business analyst, recruitment consultant, C&B specialist, HR digital solution manager or ER specialist.

Because they are able to ‘own’ their own domain, they often work in a center of expertise or play an expert role in a team.

Strengths & Weaknesses of the Solution Architect
  • Translating external trends and information into practical solutions applicable to the context of the organization
  • Leveraging technology to build solutions that can scale and make HR services accessible to more employees
  • Diagnosing the root cause of issues and working with data to find the appropriate solution
  • Robust cross-functional knowledge of HR practice and can speak with authority regarding their area of expertise
Weaknesses
  • This persona has a tendency to be too theoretical and philosophical and can forget that the solutions they build, need to be used in a real-world practical context
  • This persona at times strives to be too perfectionistic at the expense of speed and can at times be slow to execute
  • If not careful, this persona can become so specialized in one area that they are unable to see other options and opportunities and neglect to listen and be open to other solutions to address root cause challenges
Critical Competencies and Skills include:
T-Shaped Competencies:
  • HR Mastery
  • Data-driven
  • Technology Steward
  • Digital Culture Architect
General Skills:
  • HR Digitalization
  • Employee Experience
  • Specialist Domains
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