The human resources practitioner The HR function capabilities are the basis on which the capabilities of the HR practitioner are defined. Each of the HR function capabilities are mapped to various groups of levels to detail the capabilities required of the individual HR practitioner. The HR practitioner profile can be viewed in two ways: the individual profile, that shows all the capabilities for an individual HR role; and the comparative profile that describes one capability across all HR levels. The HR practitioner profile is not a job classification tool—it allows the identification of critical capabilities and development needs of individuals to effectively and efficiently fulfil their role. The HR practitioner capabilities do not translate directly to a particular level, but apply across a range of job levels that may require a similar range of capabilities. The levels referred to in this framework are those of the Public Sector & Government Officers General Agreement 2011 or equivalent. The following groupings apply: Levels 1 – 3 Levels 3 – 4 Levels 4 – 6 Levels 6 – 7 Levels 7 and above This more accurately reflects the reality of the differences in roles across agencies from the generalist to the specialist, accommodates agency specific requirements and business needs, and takes into account that issues and challenges will vary from agency to agency and consequently from role to role. These profiles also define the degree of activity and knowledge expected of individuals in roles at that range. At the lower range activity focuses on administration, support and processing, where practitioners are expected to demonstrate knowledge of the basic principles of HR and deliver basic activities.
HR activity – advise, research, contribute, consult, inform: these roles ensure the activities of the HR function are carried out effectively, according to policy and are communicated. HR knowledge – application: these roles can look at the big picture for the HR function and understand how it aligns with the organisation. Workforce capacity Relationship management Administer and support activities that build workforce capacity for present and future requirements Build and manage productive relationships Understand and operate according to legislative requirements and estrictions on employment including industrial relations law Maintain communication and consultation channels to share information and knowledge Monitor and analyse organizational climate and employee engagement Contribute to activities and support managers to understand their people management responsibilities Contribute to identification of the key competencies required to meet organisational goals Apply internal and external perspectives into the development of HR and people management initiatives Contribute to organisational design, workforce planning and job design activities to prepare for current and future people challenges Contribute to activities that support a collaborative, innovative and values based culture Contribute to strategies and practices to attract, retain, develop and motivate a skilled workforce Contribute to processes for effective performance management and identification of development plans Support the identification and delivery of development opportunities Contribute to processes designed to support managers in bringing about change/or reinforcing employee behaviours where required
Credible influence Professional expertise Demonstrate credibility and professionalism in actions and interactions Contribute and continually develop skills, experience and knowledge required to deliver HR activities Demonstrate personal and professional integrity at all times consistent with the WA public sector Code of Ethics and agency codes of conduct Demonstrate self awareness and commitment to personal development Make sound, rational and ethical decisions Contribute and continually develop own capabilities to meet performance expectations and seek additional expertise when required Contribute and apply expertise in advising and influencing others in their decision making Recognise contributions of others Be accountable for own decisions and actions and direct reports Contribute to activities that translate HR theory into practice to deliver value to the organisation Take personal responsibility to meet role, team and organisational objectives Contribute to the delivery of HR services and tools that improve workforce performance Focus on delivering quality outcomes Contribute to coaching and mentoring activities for managers to develop people management expertise Communicate clearly and confidently across all levels of the organisation HR activity – advise, research, contribute, consult, inform: these roles ensure the activities of the HR function are carried out effectively, according to policy and are communicated. HR knowledge – application: these roles can look at the big picture for the HR function and understand how it aligns with the organisation. Culture and change management Contribute to change processes that work to deliver desired organisational culture Contribute to activities to communicate the organisation’s vision and need for change when required Contribute to research and analysis activities to understand the optimal culture for the organisation to achieve its objectives Contribute to innovative people practices that support a positive culture Contribute to processes to support change when required Contribute to activities that assist employees to understand the impact of their behaviour on organisational culture
Human resources capability framework – individual profile: levels 4, 5 and 6 Strategic alignment Results driven Contribute to the people strategy and understand its alignment to the organisation Develop and implement strategies to build capability and expertise Deliver HR activities in accordance with relevant legislation including industrial relations laws Co-ordinate, develop and implement HR activities including job design, talent management and workforce planning that align to government and organisation objectives Deliver HR services within the internal and external political environment Develop and implement activities that identify and manage risk Coordinate the scanning of the external environment and monitor the context in which the organisation operates Develop and implement activities that apply good practice and focus on continuous improvement Coordinate and develop the HR function’s response to economic and demographic trends Develop and implement innovative HR and people management initiatives that contribute to the achievement of organisational objectives Analyse and develop responses to internal and external influences Advise and consult with managers on building employee capability Identify and manage planning for potential issues and setbacks Co-ordinate the analysis of HR strategy and report on its impact Develop and implement strategy, capability and processes that support organisational objectives
Credible influence Professional expertise Role model desired behaviours of the organisation and actively influence where required Recognise the capabilities and expertise required for the function and develop and build on own and other’s expertise Demonstrate personal and professional integrity at all times consistent with the WA public sector Code of Ethics and agency codes of conduct Demonstrate self awareness and commitment to personal development and encourage it in others Make sound, rational and ethical decisions Recognise and develop capabilities to meet performance expectations and seek additional expertise when required Drive the application of expertise in advising and influencing others in their decision making Inspire others to recognise the contributions of others Be accountable for own decisions and actions and those of the HR function Oversee activities that translate HR theory into practice to deliver value to the organisation Take personal responsibility for the HR function in meeting role, team and organisational objectives Manage the delivery of HR services and tools that improve workforce performance Focus on self and HR function delivering quality outcomes Coach and mentor managers to develop people management expertise Communicate clearly and confidently across all levels of the organisation HR activity – lead, oversee, manage, direct, inspire, represent, influence, coach: these roles lead the HR function in delivering activities that contribute value to the organisation. HR knowledge – drive: these roles identify what knowledge the function needs to deliver value to the organisation and communicate this to the function Culture and change management Manage change processes required to support desired organisational culture Work with the executive to articulate vision for the organisation and communicate the need for change when required Work with the Executive to understand the optimal culture for the organisation to achieve its objectives Drive the design and delivery of innovative people practices that support a positive culture Manage processes and provide support to the organisation when change is required Inspire employees to understand the impact of their behaviour on organisational culture
practitioner at each level groupings day administration and execution activities of the HR function HR knowledge Understanding: these roles have a sound understanding basic principles of HR and how to deliver basic activities The capability description for the HR function Shape and manage a people strategy aligned with whole of government objectives Follow the people strategy and understand its impact on the HR function The capability description for the HR practitioner Level 1 2 The capability elements for the HR function Understand and operate according to relevant legislation including industrial relation laws Develop an understanding of relevant legislation as it applies to your role Understand and operate within the internal and external political environment Develop an understanding of the political environment within which the organisation operates
Workforce capacity Comparative profile view HR activity Administer, support, process: these roles carry out the day to day administration and execution activities of the HR function Advise, research, contribute, consult, inform: these roles ensure the activities of the HR function are carried out effectively, according to policy and are communicated Manage, coordinate, develop, deliver, implement, facilitate, research, represent, advocate: these roles drive the activities within the HR function and ensure they are understood and valued Lead, oversee, manage, direct, inspire, represent, influence, coach: these roles lead the HR function in delivering activities that contribute value to the organisation Direct, lead, coach, influence: these roles head up the HR function and drive HR’s contribution to organisational strategy HR knowledge Understanding: these roles have a sound understanding of basic principles of HR and how to deliver basic activities Application: these roles can look at the big picture for the HR function and understand how it aligns with the organisation Development: these roles map the level of HR knowledge within the HR function and create opportunities to develop knowledge where required Drive: these roles identify what knowledge the function needs to deliver value to the organisation and communicate this to the function Embody: these roles represent the HR function to the organisation Build workforce capacity for the current and future requirements Administer and support activities that build workforce capacity for present and future requirements Contribute to activities that build workforce capacity for present and future requirements Develop and implement activities that build workforce capacity for present and future requirements Manage activities that build workforce capacity for present and future requirements Promote the people strategy for the present and future workforce 1 2 3 4 5 6 7 8 + Identify and support development opportunities to build workforce capability Have an understanding of how development opportunities are identified and delivered Support the identification and delivery of development opportunities Develop processes to identify and support development opportunities to build workforce capability Oversee the identification and support of development opportunities to build workforce capability Communicate and promote identification and support of development opportunities to build workforce capability Provide processes for and support to managers to bring about change/or reinforce employee behaviours where required Administer and support activities to assist managers in bringing about change/or reinforcing employee behaviours where required Contribute to processes designed to support managers in bringing about change/or reinforcing employee behaviours where required Develop and implement processes and support managers in bringing about change/or reinforcing employee behaviours where required Manage processes and provide support to managers in bringing about change/or reinforcing employee behaviours where required Influence and coach managers to bring about change/or reinforce employee behaviours where required