HR Practitioner - Capability Self Evaluation

Provided by www.onehr.world


Overview


There are clearly many views on the accountabilities and deliverables of the Human Resources function and therefore the capabilities you need as a HR Practitioner. Below we share what we consider to be our key accountabilities (those areas that we are accountable for) and deliverables (desired outcomes). Your opinion is important to us and the HR population generally so please share your views at www.onehr.world. Our standard thought framework categorises the main accountabilities into four areas, the weighting and/or importance and/or relevance of which, will vary depending on your context and focus of your organisation. Context includes but not limited to your geographical location, business development stage, industry, type of organisation public, private, government or non-for-profit, size of organisation, belief, and expectations of HR and many more variables.



HR Business Partner (HRBP) – five sub-function self-evaluation areas:

  • Business Alignment

  • Organisation Performance

  • Capability Development

  • Organisational Development

  • Employer Branding

HR Functional Partner (HRFP) - fifteen sub-function self-evaluation areas:

  • HRO - HR Administration and Employee Service

  • HRO - Employee Relations

  • HRS - Diversity, Inclusion and Equity

  • HRO - Reward Management

  • HRS - Labour Law, Legal, Collective Bargaining, Union Management

  • HRS - Performance Management

  • HRS - Talent Management

  • HRS - Recruitment Management

  • HRS - Learning and Development (AKA Capability Development)

  • HRC - HR Project Management

  • HRC - HR Systems & IoT

  • HRC - Occupational, Health, Safety and Environment

  • HRC - Organisation Internal Communication

  • HRSp - Expat Management

  • HRSp - Facilities Management

You will note that we have further sub-categorised these to provide emphasis or prioritisation of these many HRFP accountabilities in terms of the evolution of a business:

HR Governance and Performance Excellence - four sub-function self-evaluation areas:

  • Financial Management

  • Organisation HR Analytics

  • HR Performance Metrics

  • HR Project Governance


HR Innovation and Development - three sub-function self-evaluation areas:

  • HR Innovation and Creativity

  • HR Maturity Continuous Improvement

  • Digitisation and Automation


Your Self-Evaluation


Thank you for completing your personal HR Capability self-evaluation, the outcome of which we sincerely hope will help you with the following:


  • Raise personal awareness of the full scope of the HR Function.


  • Raise self-awareness of your current level of capability in each of the areas.


  • Enable you to complete a career and capability development plan to consider and discuss with your manager/leader – using the thirty plus ways to develop in a particular area you will become a more effective and valued HR practitioner


  • Provide the foundation for comparing your current self-evaluation level with a specific HR role – simply subscribe at www.onehr.world to receive a full spider comparison of your current with different HR roles, example below: