The challenges of an ever-changing world have forced HR Professionals to adopt new-age HR skills and respond to business demands with greater agility. The need for HRM to stay constantly relevant has never been felt more.
Competencies are the combination of Knowledge, Skills and Personal Attributes (KSA) along with other job-related behaviours required to perform effectively at a job.
CHRMP’s Competency Framework, designed especially for HR professionals, is an outcome of rigorous research done by HR consultants working with Fortune 500 companies. This in-depth research in the field of HRM expanded to include local, national and international organisations and other variables like the industry best practices, in-demand skill sets and expectations of the organisations from their HR specialists.
CHRMP worked with industry leaders and subject matter experts to derive what matters most for HR professionals to stay ahead of the competition and succeed.
In recruitment, the competency framework can be used to select the best possible candidate. Through the behaviour that is observable, one can see if a candidate has the required KSA or not. It makes the process more efficient and helps in reducing bias.
Employees will become aware of what is required to become the top performer in their role. They can work on themselves to improve their competency and become the best in their role. They can also volunteer for training and workshops that will build the competencies required by the organisation.
Built on the four critical domains of Domain excellence, Workplace Proficiency, Technology Efficacy and Business Acumen, the Competency Framework is an essential tool for individuals and HR teams in acquiring and managing talent within organisations. It can be used as a ready reckoner of the most critical behaviours making employees effective contributors at the workplace.
Designed to help organizations and employees become successful, the Competency Framework:
The HR domain has various functions. It includes recruitment, staffing, training, performance management, compensation, to name a few. HR professionals need to have a... good understanding of HR as a whole and need to have an in-depth knowledge of their function in particular. For anyone to be able to perform in their chosen fields, it becomes very important to have an in-depth understanding of that field. Thus Domain excellence is a necessary competency that is required by every HR professional.
Definition: Domain excellence is being an expert in one’s chosen domain
Competency Areas under Domain Excellence
› Learning and Development
› HR Operations
› HR Policy
› Employee Engagement
› Job Analysis
› Compensation and Benefits Planning
› Managing and Appraising Performance
› Talent acquisition
› Behavioural event Interviewing
› Competency Mapping
› HR Analytics
To know more download the competency framework document
Soft skills are required in every role in the organisation.
In many cases experts in technical skills still require training in soft skills. Soft skills are also more transferable, meaning a
... person can take the skills to various roles that they will have in their time with the organisation.
For HR professionals it is necessary to train people in soft skills.
It is also equally important to recruit people with required soft skills and also to promote and reward people for their soft skills.
Definition: Workplace proficiency is the amalgamation of soft skills required to attain proficiency in a given workplace.
Competency Areas under Workplace Proficiency
› Learning and Development
To know more download the competency framework document
HR has moved beyond basic administrative functions to a more strategic role.
To play the strategic partner HR needs to have a thorough understanding of how
...the business works. A full fledged knowledge of how the business runs and what it offers makes it easier for HR to support the business.
Business Acumen is a key requirement for the HR professional.
It has increasingly gained popularity since the business partner role was introduced in HR.
Since the world has moved to a knowledge based economy, so has the HR function. HR as a business partner,must have business acumen.
Definition: Business acumen is the understanding of business disciplines that help in making business decisions.
Competency Areas under Business Acumen
› Strategic Thinking
› Ethical Behaviour
› Resource Management
› Financial Acumen
› Business Knowledge
› Sustainability
› Change Management
› Project Management
› Consultation
To know more download the competency framework document
A common saying in business is that which gets measured, gets managed. Data and technology have really changed the game when it comes to business. Previously unmeasurable
... things have now become measurable.
Many businesses are now moving into a more data driven way of work.
The field of HR is also more data driven now. Data is used and metrics are calculated to
know how good the HR functions are and if they are getting a decent ROI for the firm.
Definition: It is the amalgamation of all technological knowledge and skills required
for the new age HR professional.
Competency Areas under Technology Efficacy
› Technology knowledge
› Digital Culture
› MS Excel (Spreadsheets)
› Job Sites
› Questionnaire
› HRIS
› Powerpoint
› Workload Analysis
› Tableau
› PowerBI
› R
› Google Suite
To know more download the competency framework document
Whether you are an individual contributor looking to enhance your skill sets to the next levels or team leaders across functional areas wanting to manage the employee lifecycle effectively, the CHRMP Competency Framework is your guide for all purposes.
The challenges of an ever-changing world have forced HR Professionals to adopt new-age HR skills and respond to business demands with greater agility. The need for HRM to stay constantly relevant has never been felt more.
Competencies are the combination of Knowledge, Skills and Personal Attributes (KSA) along with other job-related behaviours required to perform effectively at a job.
CHRMP’s Competency Framework, designed especially for HR professionals, is an outcome of rigorous research done by HR consultants working with Fortune 500 companies. This in-depth research in the field of HRM expanded to include local, national and international organisations and other variables like the industry best practices, in-demand skill sets and expectations of the organisations from their HR specialists.
CHRMP worked with industry leaders and subject matter experts to derive what matters most for HR professionals to stay ahead of the competition and succeed.
In recruitment, the competency framework can be used to select the best possible candidate. Through the behaviour that is observable, one can see if a candidate has the required KSA or not. It makes the process more efficient and helps in reducing bias.
Employees will become aware of what is required to become the top performer in their role. They can work on themselves to improve their competency and become the best in their role. They can also volunteer for training and workshops that will build the competencies required by the organisation.
Built on the four critical domains of Domain excellence, Workplace Proficiency, Technology Efficacy and Business Acumen, the Competency Framework is an essential tool for individuals and HR teams in acquiring and managing talent within organisations. It can be used as a ready reckoner of the most critical behaviours making employees effective contributors at the workplace.
Designed to help organizations and employees become successful, the Competency Framework:
The HR domain has various functions. It includes recruitment, staffing, training, performance management, compensation, to name a few. HR professionals need to have a... good understanding of HR as a whole and need to have an in-depth knowledge of their function in particular. For anyone to be able to perform in their chosen fields, it becomes very important to have an in-depth understanding of that field. Thus Domain excellence is a necessary competency that is required by every HR professional.
Definition: Domain excellence is being an expert in one’s chosen domain
Competency Areas under Domain Excellence
› Learning and Development
› HR Operations
› HR Policy
› Employee Engagement
› Job Analysis
› Compensation and Benefits Planning
› Managing and Appraising Performance
› Talent acquisition
› Behavioural event Interviewing
› Competency Mapping
› HR Analytics
To know more download the competency framework document
Soft skills are required in every role in the organisation.
In many cases experts in technical skills still require training in soft skills. Soft skills are also more transferable, meaning a
... person can take the skills to various roles that they will have in their time with the organisation.
For HR professionals it is necessary to train people in soft skills.
It is also equally important to recruit people with required soft skills and also to promote and reward people for their soft skills.
Definition: Workplace proficiency is the amalgamation of soft skills required to attain proficiency in a given workplace.
Competency Areas under Workplace Proficiency
› Learning and Development
To know more download the competency framework document
HR has moved beyond basic administrative functions to a more strategic role.
To play the strategic partner HR needs to have a thorough understanding of how
...the business works. A full fledged knowledge of how the business runs and what it offers makes it easier for HR to support the business.
Business Acumen is a key requirement for the HR professional.
It has increasingly gained popularity since the business partner role was introduced in HR.
Since the world has moved to a knowledge based economy, so has the HR function. HR as a business partner,must have business acumen.
Definition: Business acumen is the understanding of business disciplines that help in making business decisions.
Competency Areas under Business Acumen
› Strategic Thinking
› Ethical Behaviour
› Resource Management
› Financial Acumen
› Business Knowledge
› Sustainability
› Change Management
› Project Management
› Consultation
To know more download the competency framework document
A common saying in business is that which gets measured, gets managed. Data and technology have really changed the game when it comes to business. Previously unmeasurable
... things have now become measurable.
Many businesses are now moving into a more data driven way of work.
The field of HR is also more data driven now. Data is used and metrics are calculated to
know how good the HR functions are and if they are getting a decent ROI for the firm.
Definition: It is the amalgamation of all technological knowledge and skills required
for the new age HR professional.
Competency Areas under Technology Efficacy
› Technology knowledge
› Digital Culture
› MS Excel (Spreadsheets)
› Job Sites
› Questionnaire
› HRIS
› Powerpoint
› Workload Analysis
› Tableau
› PowerBI
› R
› Google Suite
To know more download the competency framework document
Whether you are an individual contributor looking to enhance your skill sets to the next levels or team leaders across functional areas wanting to manage the employee lifecycle effectively, the CHRMP Competency Framework is your guide for all purposes.
