Credible influence Professional expertise Role model desired behaviours of the Recognise the capabilities and expertise organisation and actively influence required for the function and develop and where required build on own and expertise other’s Demonstrate personal and professional Demonstrate self awareness and commitment integrity at all times consistent with the WA to personal development and encourage it in public sector Code of Ethics and agency others codes of conduct 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 Inspire others to recognise the contributions of advising and influencing others in their others decision making Be accountable for own decisions and Oversee activities that translate HR theory into actions and those of the HR function practice to deliver value to the organisation Take personal responsibility for the HR Manage the delivery of HR services and tools function in meeting role, team and that improve workforce performance organisational objectives Focus on self and HR function delivering Coach and mentor managers to develop quality outcomes 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
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
human_resources_capability_framework.docx