Jawaid Khan, Nosheen2016-04-082016-04-082015https://escholar.umt.edu.pk/handle/123456789/1692Supervisor: Dr. Atif HassanThe changing role of HR function is now seen as the value adding commodity within the organization. This is due to changing and developing condition of socio-economic activities worldwide. Many organizations are involving HR professionals at a strategic level to accomplish this new strategic role.This study attempts to investigate the impact of HR professionals' competencies (adopted from Ulrich model of competency) oninnovation in banking sector of Pakistan. It also examines the moderating role of High Performance HR Practices between HR professionals' competencies and innovation.The data was collected through structuredquestionnaire from 129 HR professionals and branch managers from different banks listed in SBP through quota sampling technique. Correlation analysis is used to establish the relationship between HR professionals' competencies and innovation. Finding shows that there is strong level of correlation between Operation Executer, Business Ally and Change & Culture Steward competencies and innovation. Regression Analysis is conducted to examine the impact of HR professionals competencies on innovation, results show that there is a significant relationship and strong model fit between these two contructs. The competency of most relative importance is Operation Executer, then Business Ally, and Talent Manager/Operation Executer is also worth noticeable. It is also concluded that High Performance HR Practices are playing as moderator between HR professionals' competencies and innovation. Extensive Training and Performance Appraisal are playing a strong and positive moderating role between Credible Activist and innovation.Employee Relations is playing a significant and positive moderating role between Strategy Architect and innovation. Innovation is the newness of an idea that eventually improves organizational performanceTherefore; it is proved that HR competency model that was initially proposed by Ulrich and his research fellows is also used to increase the capability of innovation in an organization. And furthermore, this relationship is strengthen by putting strategic practices in place for more effective and efficient functioning of HR professionals. The area of competency on which HR managers has to work on is their admiration and activist role within an organization.MS ThesisHR professionals' competenciesHigh performance HR practicesInnovationThesis