Human resources management (HRM)
Management technical competency (PDF, 88 KB)
Definition: Understands human resource administration practices, including Acts, regulations, policies and best practices related to some or all of the following (as relevant to the role): human resource planning, staffing/resourcing, organizational design, classification, training and development, organizational development, equity/diversity, employment equity, official languages, performance management, compensation, rewards/recognition and labour/management relations.
Level 1 - Foundational
Some familiarity with and ability to apply the competency in limited difficult situations
- Has some general understanding of NRC's human resources issues, policies or practices.
- Understands NRC's human resource management framework.
- Aligns personal behaviours with HRM rules and procedures.
- Realizes when sound HRM practices may not be in practice and informs others.
- Seeks advice when HR issues become more challenging to address.
- Knows who to call and where to consult to obtain more HR-related information.
Level 2 - Intermediate
Basic understanding of and ability to apply the competency in routine situations
- Has a basic knowledge of NRC's Human Resource practices and procedures in related policy areas of recruitment/staffing, employee development, etc.
- Understands the impact that the NRC's separate employer status has on its HR practices.
- Can explain cogently to others the underlying principles of NRC's current human resource management framework.
- Provides straightforward HR-related information to colleagues, staff and others.
- Identifies misalignments or deviations in applications of HR procedures or validates them with the competent authority.
- Provides information required to develop standardized job descriptions.
Level 3 - Seasoned
Solid understanding of and consistent ability to apply the competency in most situations
- Demonstrates a good ability across the full range of HR policies, processes and procedures in support of NRC's mission and business needs.
- Demonstrates sufficient HR expertise to achieve intended results.
- Autonomously and effectively addresses HRM issues within area of responsibility.
- Understands the linkages that exist between HR practices and the value they can add to NRC.
- (Re-)aligns HR practices to audit results and findings.
- Creates opportunities for staff to develop their skills and knowledge, manage performance, etc.
- Enables HR planning for current and future needs with opportunities for continuous improvement within area of responsibility.
- Participates effectively in job evaluation or classification committees.
Level 4 - Advanced
Advanced understanding of and ability to apply the competency in a full range of situations
- Applies innovative strategies on HR issues; identifies and recommends solutions to various personnel.
- Is sought out by others as a resource in helping to solve a range of HR problems.
- Is a role model in the stewardship of Human Resources and HRM principles at NRC.
- Keeps up-to-date on HRM and talent management issues and is aware of leading-edge HR thinking.
- Demonstrates in-depth knowledge of approaches to handling staff development, labour issues, recruitment campaigns, etc.
- Analyzes and forecasts HR needs and initiates required succession planning processes.
- Is the go-to person for updates to existing human resources planning policies and procedures; implements these updates in an expedient timely manner to facilitate the successful implementation of NRC's strategy.
Level 5 - Mastery
Thorough understanding of and ability to apply the competency creatively in the most complex and challenging situations
- Consistently uses in-depth knowledge of best practices to make fundamental changes to the NRC's Human Resources policies and procedures to bring about improvements to HR services.
- Develops complex HR plans that take into consideration and capitalize on resourcing, staffing and/or performance management, etc.; capitalizes on flexibilities that are unavailable to other government departments.
- Exercises a major influence on NRC HR strategic planning and development, succession planning, recruiting and sourcing strategies and/or other HR areas.
- Contributes to linking policies and systems to performance management processes, competencies and performance outcomes in support of broader organizational goals.
- Identifies horizontal HRM issues that can be addressed with NRC-wide HR priorities and plans.
- Assures that there are no redundancies or gaps in HR plans; ensures alignement of HR plans with the objectives of NRC's new strategy.
Core: Does the person have a good working knowledge of one or more specific HR functional areas?
Note: This competency is relevant to those who are working in HR, and also to supervisors and managers who have to understand and apply staffing principles, conduct performance reviews, etc.
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