What Behavioral Competency do you see being used by the HR professional in the scenario? What action shows this? Implementing a New Performance Management System The chief human resources officer (CHRO) for a research institute has been asked to develop a new performance management system for the organization. The system will be an important source of information about what technical knowledge and skills reside in the organization and where they are located. Although the CHRO knows that this HR service focuses on the entire organization, the CHRO is well aware that the key stakeholders here are the lab directors. The CHRO appreciates the roles each function plays in the creation of value, what each function needs to achieve its own strategic goals, and what environmental factors may affect each functions success. The CHRO also knows that the acceptance of strategic change depends on including internal customers in creating that change. The lab directors ability to fulfill their unit missions depends on having the right talent for the present and the future. The lab directors need to see how the performance management system will produce the people they need in key positions. So the CHRO and the HR staff working on this project initiate a series of interviews with the lab directors. In this way, HR understands the lab directors current and future talent needs more fully and can gather their feedback on the current performance management system. This collaboration can result in a new system that meets the needs of the organization and its stakeholders