Digital HR Transformation
Digital HR Transformation is the innovative integration of digital technology and strategies into HR functions, ultimately enhancing employee engagement, streamlining processes, leveraging analytics for informed decision-making, and promoting a culture of continuous learning, adaptability and efficiency in the organization.
Level 1: Emerging
At an emerging level you are beginning to explore the potential of digital technology to revolutionise Human Resources. You grasp essential concepts and are eager to develop digital HR transformation skills.
Level 2: Proficient
At a proficient level, you are able to strategically lead and execute digital HR transformation initiatives, utilizing technology to enhance HR processes, improve employee experiences, and drive organizational success.
Level 3: Advanced
At an advanced level, you are able to lead the strategic implementation of digital HR initiatives, seamlessly integrating technology to enhance employee experience, streamline processes, and drive organizational performance.
HR Budgeting
HR Budgeting is the capability to plan, manage, and allocate financial resources within the Human Resources function. It includes forecasting HR expenses, tracking actual costs, and making adjustments to optimize spending and maximize efficiency in talent management strategies.
Level 1: Emerging
At an emerging level, you are developing skills in HR budget preparation and utilization, gaining basic proficiency in cost management and tracking budget related to HR activities and initiatives.
Level 2: Proficient
At a proficient level you are able to develop and manage HR budgets effectively, aligning them with organizational goals and ensuring optimal utilization of resources to support HR initiatives and strategies.
Level 3: Advanced
At an advanced level you are able to create comprehensive HR budgets that align with strategic HR goals, demonstrate ROI, and optimize resource allocation to drive organizational success.
Employee Wellness Programs
Employee Wellness Programs is a strategic initiative in Human Resources that involves creating and managing services aimed at improving and maintaining the physical and mental health of employees, hence enhancing productivity, job satisfaction, and overall organizational performance.
Level 1: Emerging
At an emerging level, you are beginning to develop insights into employee wellness programs, understanding their importance and initiating efforts to encourage participation among staff in wellness activities.
Level 2: Proficient
At a proficient level, you are able to design and implement comprehensive employee wellness programs that align with organizational goals, promote a healthy workplace culture, and support employee well-being in HR.
Level 3: Advanced
At an advanced level you are proficient in designing, implementing, and evaluating comprehensive employee wellness programs that effectively address the physical, mental, and emotional well-being needs within the organization.
Corporate Culture Development
Corporate Culture Development is the strategic function within Human Resources to shape, monitor, and enhance a company's values, beliefs, and behaviors aligning with business goals. This capability influences employee engagement, productivity, and retention, fostering a stronger, healthier work environment conducive to achieving organizational success.
Level 1: Emerging
At an emerging level, you are beginning to understand the importance of corporate culture. You can identify core elements, suggest improvements, and assist in implementation under guidance from senior HR staff.
Level 2: Proficient
At a proficient level you are able to analyze the current corporate culture, identify areas for improvement, and implement strategies to develop a positive and inclusive work environment within the organization.
Level 3: Advanced
At an advanced level you are able to lead the development and implementation of a corporate culture strategy that aligns with HR goals, enhances employee engagement, and drives organizational success.
Grievance Handling
Grievance Handling is the process by which Human Resources professionals manage and resolve employee complaints or disputes fairly and objectively, maintaining a positive work environment, preserving relationships, and ensuring compliance with legal and organizational standards.
Level 1: Emerging
At an emerging level, you are beginning to develop skills in handling staff grievances, understanding basic processes, learning to foster open communication, yet still requiring guidance in resolving conflicts.
Level 2: Proficient
At a proficient level, you are able to effectively manage and resolve employee grievances in accordance with company policies and relevant employment laws, fostering a positive and fair working environment.
Level 3: Advanced
At an advanced level you are adept at effectively resolving complex grievances in a fair and efficient manner, demonstrating strong mediation skills and a deep understanding of HR policies and procedures.
Union Relations
Union Relations is the capability of understanding, negotiating, and maintaining productive relationships with trade unions, ensuring legal adherence, managing collective agreements, and resolving disputes to foster a harmonious organizational environment. This capability is crucial in Human Resources for employee advocacy and workplace wellbeing.
Level 1: Emerging
At an emerging level, you are beginning to learn about and understand union relations. You are gaining familiarity with collective bargaining processes and establishing working relationships with union representatives.
Level 2: Proficient
At a proficient level you are able to effectively manage and maintain positive relationships with unions, ensuring compliance with labor laws and negotiating collective bargaining agreements in a fair and strategic manner.
Level 3: Advanced
At an advanced level, you are proficient in managing complex union relationships, negotiating agreements, and resolving disputes effectively. You demonstrate strategic thinking, strong communication skills, and sound knowledge of labor laws.
HR Compliance Auditing
HR Compliance Auditing is the systematic evaluation of HR policies and practices within an organization, ensuring adherence to legal, ethical, and company regulations, thereby minimizing risk, promoting fairness, and aligning HR operations with organizational objectives.
Level 1: Emerging
At an emerging level, you are beginning to understand HR compliance auditing. You're able to identify key regulations and standards, conduct basic audit tasks, and report any compliance issues found.
Level 2: Proficient
At a proficient level, you are able to conduct thorough HR compliance audits, ensuring all policies and procedures are aligned with legal requirements and industry standards to mitigate risks effectively.
Level 3: Advanced
At an advanced level you are able to conduct comprehensive HR compliance audits with a deep understanding of relevant laws, regulations, and ethical practices, ensuring adherence and mitigating risks effectively.
Global HR Management
Global HR Management is the ability to design, implement, and manage human resources strategies and policies across different geographical locations. This includes talent acquisition, development, legal compliance, and cultural understanding, ensuring a cohesive work environment in a multinational context.
Level 1: Emerging
At an emerging level, you are beginning to grasp the complexities of global HR management. You understand its importance and are developing skills needed to support HR functions internationally.
Level 2: Proficient
At a proficient level, you are skilled in managing global HR strategies, policies, and practices to support international operations, ensuring compliance with laws and cultural sensitivities.
Level 3: Advanced
At an advanced level, you are able to effectively navigate and lead global HR initiatives, demonstrating a deep understanding of cultural nuances, international labor laws, and global workforce trends.
Benefits Administration
Benefits Administration is the HR process responsible for designing, planning, and managing company benefits programs. It involves understanding regulatory compliance, coordinating with providers, and ensuring employees are aware of their benefit options. It plays a crucial role in attracting, retaining and inspiring employees.
Level 1: Emerging
At an emerging level, you are beginning to familiarize yourself with benefits administration. You're acquiring basic knowledge such as understanding policies, identifying eligible employees and starting to manage benefits data.
Level 2: Proficient
At a proficient level you are adept at managing employee benefits programs, ensuring compliance with regulations, and providing accurate and timely information to employees regarding their benefits.
Level 3: Advanced
At an advanced level, you are adept at designing and implementing comprehensive benefits packages that attract and retain top talent, ensuring compliance with laws and regulations while optimizing costs and employee satisfaction.
Job Analysis and Design
Job Analysis and Design is the systematic process tackling two core human resources (HR) functions: identifying, documenting, and evaluating job requirements, and structuring or redefining jobs to align with organizational goals and optimize workforce efficacy. This includes setting responsibilities, skills needed, and the relationships within job roles.
Level 1: Emerging
At an emerging level, you are beginning to understand job design and analysis tasks. You're familiarising with conducting interviews, gathering data and identifying job prerequisites within the HR context.
Level 2: Proficient
At a proficient level, you are able to conduct thorough job analyzes, accurately define job roles, and design effective job structures within the organization to optimize human resources management.
Level 3: Advanced
At an advanced level, you are able to conduct comprehensive job analysis and design processes using advanced HR methodologies to align organizational goals with job requirements and create a structure for effective talent management.
