Future-Ready Skills For HR
IHRP Body of Competencies (BOC)
The IHRP Competency Framework
3 competency areas to be assessed
As a HR professional of the future economy, you will need expertise and sensitivity in not only developing human capital but also in contributing to business growth. The 3 areas of competency in the certification framework are designed to prepare you for this role.
The 3 areas of competencies are:
These competencies are characteristics that manifest in the way HR practitioners think and behave as they approach their HR work, deal with people and manage work-related situations.
Display business and financial acumen
As the HR function gains greater prominence as a valued business partner, there is an ever-increasing demand for HR professionals to demonstrate business and financial acumen as they go about their HR duties, relating what they do to a business purpose, impact or outcome. Those mindsets apply equally to HR professionals in the public sector and non-profit organisations, albeit in different organisational context and objectives.
Demonstrate change leadership
HR professionals are uniquely positioned to influence and to create organisational change by providing effective leadership. Leadership for HR professional is about demonstrating leadership behaviours and does not imply a need for a formal role or to be in a management position.
Adopt a future orientation
To be a valued business partner, HR professionals should exhibit traits of a forward-thinker with the ability to deal with current issues with an eye for the future. Adopting a future orientation also implies having a forward-looking perspective of HR related activities, demonstrating the aspirations to be part of a leading HR function by continuously improving on HR function effectiveness, keeping abreast of emerging trends to develop foresight, and leveraging on predictive analytics to provide forecasts and projections to plan for the future.
Uphold professional conduct
HR professionals are in a privileged position, dealing with sensitive and confidential information both at an individual person’s level as well as at the organisational level. Accordingly, HR professionals need to conduct themselves with integrity and remain objective and professional at all times. HR professionals should also take personal ownership in developing and maintaining competencies that are expected of credible and competent HR professional through continuous professional learning while supporting the development of people’s potential with empathy and compassion.
These competencies are required for HR professionals to successfully deliver their functional role, which cover activities undertaken across the people management life cycle.
This refers to HR-related activities undertaken by an organisation during the annual business planning cycle involving manpower or resource planning, financial budgeting, as well as long-range strategic workforce planning. It also encompasses organisation development interventions to prepare the organisation for change.
This involves sourcing, selecting, securing and onboarding of suitably qualified people into an organisation so as to enable the delivery of organisational strategies and business plans.
This is about the ongoing investment by an organisation in developing the capability of its workforce required to deliver its organisational strategies and business plans. It encompasses learning and development, career development, performance management, talent management, and succession planning.
This relates to keeping the workforce of an organisation motivated to deliver organisational strategies and business plans. The functional activities span across core HR domains such as compensation and benefits management, people engagement, cross-cultural management, as well as managing labour relations.
This is the stage that signifies the ending of an employment relationship through voluntary exits, involuntary exits and retirement. Voluntary exits and retirement happen when an employee chooses to resign or elect to retire from work respectively, whereas involuntary exits refer to dismissal, redundancy and termination due to performance or business needs and conditions.
These competencies underpin and span across the HR Functional Competencies. They serve as core enablers supporting HR functional activities.
Analytics and insights
The need and use of data and analytics are increasingly prevalent across a range of HR activities to create insights for business intelligence and foresights for forward planning purposes. This is a core HR foundational competency that sets the standards for a future-oriented HR professional.
Relationships and communication
As HR professionals deal with people across different levels within the organisation, as well as candidates, regulators, governing authorities, and third-party service providers, relationship management and communication skills become particularly critical for a competent HR professional to build trust, credibility and confidence. Competent HR professionals must be able to demonstrate strong communication capabilities, both written and verbal, when transmitting messages, giving advice, negotiating, and managing conflict.
Technology and operational excellence
As organisations evolve in nature, size and complexity, conventional HR service delivery operating models need to also evolve. This is especially relevant given the advancement of HR technology and operational solutions and the ever-increasing demands on the HR function from stakeholders. This foundational competency is a core enabler for HR professionals to add value through alternative ways of achieving HR service excellence, enhancing the HR function effectiveness, and optimising the HR service delivery model.
Labour policies and legislation
This refers to foundational knowledge that encompasses the various laws, regulations and government policies specific to HR professionals that allow them to be effective in their HR work functions, especially in the Singapore context. This foundational competency is required for HR professionals to navigate and apply the relevant employment laws and regulations, and national labour and HR policies, so as to safeguard the well-being of employees, promote the adoption of good HR practices and to ensure legal and regulatory compliance obligations are met by organisations.