HRPA Competency Framework
Professional Practice for HR Professionals
Human Resources Professional’s mandate is to manage the “human resources” of an organization. Their role is to balance the needs of the organization, its people, and society. They have a significant influence on the culture of the organization in creating an efficient workplace. They need to create working relationships that enhance teamwork. Much of the work of HR Professionals follows the four Ps: policy, practice, procedure, and programs. Strategically, HR Professionals must consider the topics listed in the table below. The table shows the alignment between the topics, the competencies and the chapters of this textbook.
| HRPA Competency | HR Topics | Book Chapter |
|---|---|---|
| 10 Strategy | Think and act strategically | Chapter 1 |
| Apply strategic practices to international offices | Chapter 11 | |
| Design a systematic process for job and analysis and job design | Chapter 4 | |
| Design a strategy that is diverse, inclusive and equitable for all employees | Chapter 3 | |
| Adhere to all federal, provincial and territory laws | Chapter 3 | |
| 20 Professional Practice | Conduct oneself in a professional manner | Chapter 12 |
| 30 Organizational Effectiveness | Maximize performance of individuals, teams and organization | Chapter 1 |
| Assess performance of individuals and teams | Chapter 8 | |
| 40 Workforce Planning and Talent Management | Recruitment and selection of human resources | Chapter 5 |
| Plan for human resources to respond to future demands and trends | Chapter 2 | |
| Adhere to legal requirements for recruitment and selection | Chapter 5 | |
| 50 Labour and Employee Relations | Manage relationships between employees and employer | Chapter 10 |
| Adhere to labour and employee legislation | Chapter 10, Chapter 3 | |
| 60 Total Rewards | Manage rewards to execute strategy | Chapter 7 |
| 70 Learning and Development | Develop competencies, skills and talents of individuals, teams and organization as a whole | Chapter 7 |
| Develop international training programs | Chapter 11 | |
| 80 Health, Wellness and Safe Workplace | Create and maintain healthy and safe work environment | Chapter 9 |
| Adhere to health and safety laws | Chapter 10 | |
| 90 HR metrics, reporting and financial management | Collect, manage, coordinate and analysis information and financial analysis to make decisions | Chapter 2 |
The HRPA competency framework can be found in section 12.1 HR Professionalism and certification.
These strategies help build employee retention, increase productivity and performance, and maximize the return on investment of people’s resources. It is essential to systematically monitor and measure performance, devise interventions for change, and communicate what is expected of the employees.
HR Professionals need to understand these strategies related to what is happening outside and inside the organization. They must constantly scan the work environments for changes and trends in people management (scan, forecast, monitor, and assess). HR Professionals need to know these trends to plan for the future of their people and organization. They need to express these trends and forecasts in financial terms. Budgets allow continuous evaluation, predict future control of expenses and income, let stakeholders know the company’s financial situation, and aid in making decisions.
HR Professionals can prepare and monitor information through Human Resources Information Systems (HRIS) to gain credibility. These systems provide personal employee information, job categories, attendance and absenteeism, applicant tracking, job descriptions/specifications, performance records, wage and benefit summaries, training programs, health and safety records and trends, succession plans, union contracts, and employment equity records. This information can be connected to the strategic plan and budgets.
HR Professionals must keep current on legislation and political and technological changes that may impact policy within the organization. The social and cultural dynamic of the workplace is constantly changing. Other considerations are the trends with unions and what types of collective agreements are being negotiated. Most recently, HR Professionals need to consider environmental concerns such as reducing the imprint on the earth, looking at the environmental issues within the company, and how HR supports a growing number of remote workers post-COVID-19. Another trend in companies is contracting out work to other experts. HR Professionals must understand project management and know when and how to hire external consultants to assist with company activities.
Human Rights, Pay Equity, Employment Standards, Workers’ Compensation, and the Canada/Quebec Pension Plan are critical legislation under the Human Resources role. HR Professionals must ensure the company’s policies and practices align with these legislations.
HR Professionals must have a sense of social responsibility, a responsibility to their employees and to the employer to ensure the company is profitable. They have moved to a place of being a strategic partner who can justify HR activities and focus on return on investment (ROI) and contributing to the company’s financial stability.
The Human Resources Professional Association (HRPA) ensures HR Professionals have current and relevant tools and skills needed to work with and lead employees. Members are held to high standards.
