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COMPETENCY FRAMEWORK FOR COMPETENCY FRAMEWORK FOR HUMAN RESOURCE MANAGEMENTHUMAN RESOURCE MANAGEMENT

04 October 200704 October 2007

Ms M Morena (DPSA)Ms M Morena (DPSA)

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PRESENTATION OUTLINE

• The role of competency framework for HRM

• Competency dictionary• Behavioural competencies• Technical/ functional competencies• Implementation

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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

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COMPETENCY DICTIONARYCompetency clustersCompetency titlesCompetency definitions

Behavioural Competencies / Functional Competencies

Desired Attributes

3 Proficiency LevelsBasic

IntermediateAdvanced

Behavioural Indicators

Technical

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BEHAVIOURAL COMPETENCIES

Emotional and Social CompetenciesSelf Awareness

Emotional Self AwarenessSelf Confidence

Self Management/ RegulationEmotional Self ControlTrustworthinessConscientiousnessAdaptabilityAchievement DriveInitiative

Social and Cultural AwarenessEmpathyOrganisational AwarenessService Orientation

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BEHAVIOURAL COMPETENIES

Relationship ManagementDeveloping OthersConflict managementTeamwork/ Cooperation and CollaborationCommunicationInfluencing Others

Professional ConductPeople Skills

People OrientationValuing Diversity

Professional EthicsHonestyPunctualityResponsiveness

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FUNCTIONAL/TECHNICAL COMPETENCIES

HR Organisational StrategyOrganisational Architecture

Organisational Structure Design Change ManagementHR PlanningHuman Resource Monitoring, Evaluation ,Reporting and DelegationBusiness Processes ReengineeringTotal Quality Management

HR Information ManagementHR Management SystemsHR Records ManagementKnowledge Management

Diversity ManagementGender MainstreamingJob Access Management

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FUNCTIONAL/ TECHNICAL COMPETENCIES

HR PracticesRecruitment and Employee Life Cycle Management

Managing Recruitment, Selection and DeploymentManaging Employee RetentionManaging Employee MovementExit Management

Compensation Management and Conditions of Service

Managing Job Evaluation and determining Job WorthJob ProfilingManagement of Remuneration and AllowancesManaging Salary AdministrationManaging Benefits

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FUNCTIONAL/TECHNICAL COMPETENCIES

HR Utilisation and DevelopmentHuman Resource Development

Managing Orientation and InductionCareer ManagementManaging Training and DevelopmentManaging Coaching and MentoringSkills Development FacilitationManaging Learnerships and InternshipsLeadership Pipeline Management

Performance ManagementManaging Performance Management Systems

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FUNCTIONAL/TECHNICAL COMPETENCIES

Employee Health and Wellness Quality of work life management and environment management

Wellness managementHIV/ AIDS management

Occupational Health and SafetyHealth managementOccupational Hygiene management

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FUNCTIONAL/TECHNICAL COMPETENCIES

Labour RelationsCollective Bargaining

Managing NegotiationsManaging Consultations

Employee RelationsManaging Grievances/ DisputesManaging Discipline

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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

THANK YOU!