COMPETENCY FRAMEWORK FOR HUMAN RESOURCE MANAGEMENT

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1 COMPETENCY FRAMEWORK FOR HUMAN RESOURCE MANAGEMENT 04 October 2007 Ms M Morena (DPSA) 1

2 PRESENTATION OUTLINE The role of competency framework for HRM Competency dictionary Behavioural competencies Technical/ functional competencies Implementation 2

3 THE ROLE OF COMPETENCY FRAMEWORK FOR HRM To support interventions to improve the HRM function in the Public Service. The framework will be central to the development of currently employed HR practitioners. To enhance the effectiveness of recruitment of HR practitioners. It describes a set of competency standards for the HRM function, which has been determined through research and a consultative process Outlines the range of knowledge, skills and attributes required from HR practitioners Covers a range of job levels up to senior managers, it therefore, provides individuals with the opportunity to identify and plan their competency development in order to pursue progression to other roles 3

4 COMPETENCY DICTIONARY Competency clusters Competency titles Competency definitions Behavioural Competencies Technical / Functional Competencies Desired Attributes 3 Proficiency Levels Basic Intermediate Advanced Behavioural Indicators 4

5 BEHAVIOURAL COMPETENCIES Emotional and Social Competencies Self Awareness Emotional Self Awareness Self Confidence Self Management/ Regulation Emotional Self Control Trustworthiness Conscientiousness Adaptability Achievement Drive Initiative Social and Cultural Awareness Empathy Organisational Awareness Service Orientation 5

6 BEHAVIOURAL COMPETENIES Relationship Management Developing Others Conflict management Teamwork/ Cooperation and Collaboration Communication Influencing Others Professional Conduct People Skills People Orientation Valuing Diversity Professional Ethics Honesty Punctuality Responsiveness 6

7 FUNCTIONAL/TECHNICAL COMPETENCIES HR Organisational Strategy Organisational Architecture Organisational Structure Design Change Management HR Planning Human Resource Monitoring, Evaluation,Reporting and Delegation Business Processes Reengineering Total Quality Management HR Information Management HR Management Systems HR Records Management Knowledge Management Diversity Management Gender Mainstreaming Job Access Management 7

8 FUNCTIONAL/ TECHNICAL COMPETENCIES HR Practices Recruitment and Employee Life Cycle Management Managing Recruitment, Selection and Deployment Managing Employee Retention Managing Employee Movement Exit Management Compensation Management and Conditions of Service Managing Job Evaluation and determining Job Worth Job Profiling Management of Remuneration and Allowances Managing Salary Administration Managing Benefits 8

9 FUNCTIONAL/TECHNICAL COMPETENCIES HR Utilisation and Development Human Resource Development Managing Orientation and Induction Career Management Managing Training and Development Managing Coaching and Mentoring Skills Development Facilitation Managing Learnerships and Internships Leadership Pipeline Management Performance Management Managing Performance Management Systems 9

10 FUNCTIONAL/TECHNICAL COMPETENCIES Employee Health and Wellness Quality of work life management and environment management Wellness management HIV/ AIDS management Occupational Health and Safety Health management Occupational Hygiene management 10

11 FUNCTIONAL/TECHNICAL COMPETENCIES Labour Relations Collective Bargaining Managing Negotiations Managing Consultations Employee Relations Managing Grievances/ Disputes Managing Discipline 11

12 Implementation The framework must be read in conjunction with other competency frameworks, i.e, SMCF, MMCF A number of key legislations and policy frameworks need to be taken into account when implementing the competency framework The framework can provide a benchmark against which individuals can be evaluated for recruitment and selection The framework can be used as a benchmark for developing job descriptions SAMDI is in the process of developing an HRM learning framework that will be linked to the competency framework 12

13 THANK YOU!

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