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.