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.
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.
human_resources_capability_framework.docx