HR activity advise, research, contribute, consult, inform: these roles ensure the – activities of the HR function are carried out effectively, according to policy and are communicated. HR knowledge application: these roles can look at the big picture for the HR function – and understand how it aligns with the organisation. Workforce capacity Relationship management Administer and support activities Build and manage productive that build workforce capacity for relationships present and future requirements Understand and operate according to Maintain communication and consultation legislative requirements and estrictions channels to share information and on employment including industrial knowledge relations law Monitor and analyse organizational Contribute to activities and support climate and employee engagement managers to understand their people management responsibilities Contribute to identification of the key Apply internal and external perspectives competencies required to meet into the development of HR and people organisational goals management initiatives Contribute to organisational design, Contribute to activities that support a workforce planning and job design collaborative, innovative and values based activities to prepare for current and culture future people challenges Contribute to strategies and practices to attract, retain, develop and motivate a skilled workforce Contribute to processes for effective performance management and identification of development plans Support the identification and delivery of development opportunities Contribute to processes designed to support managers in bringing about change/or reinforcing employee behaviours where required
HR activity – advise, research, contribute, consult, inform: these roles ensure the activities of the HR function are carried out effectively, according to policy and are communicated. HR knowledge – application: these roles can look at the big picture for the HR function and understand how it aligns with the organisation. Workforce capacity Relationship management Administer and support activities that build workforce capacity for present and future requirements Build and manage productive relationships Understand and operate according to legislative requirements and estrictions on employment including industrial relations law Maintain communication and consultation channels to share information and knowledge Monitor and analyse organizational climate and employee engagement Contribute to activities and support managers to understand their people management responsibilities Contribute to identification of the key competencies required to meet organisational goals Apply internal and external perspectives into the development of HR and people management initiatives Contribute to organisational design, workforce planning and job design activities to prepare for current and future people challenges Contribute to activities that support a collaborative, innovative and values based culture Contribute to strategies and practices to attract, retain, develop and motivate a skilled workforce Contribute to processes for effective performance management and identification of development plans Support the identification and delivery of development opportunities Contribute to processes designed to support managers in bringing about change/or reinforcing employee behaviours where required
human_resources_capability_framework.docx