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HR Competenc ies and Career Development HR Support Group. Success Through HR Professionals. February 2007. Objectives. Explain the HR competency framework and the new HR behavioral competencies. Learn about the career management process in government.

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Hr competenc ies and career development hr support group l.jpg

HR Competencies and Career Development HR Support Group

Success Through HR Professionals

February 2007

Objectives l.jpg

  • Explain the HR competency framework and the new HR behavioral competencies.

  • Learn about the career management process in government.

  • Identify the steps in creating a career development plan

  • Review how to prepare for a career discussion with your manager

  • Review what happens after the workshop

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  • Competency – what does that mean?

  • New HR Competencies – what are these?

  • Career Development – how does this link to competencies?

  • Next Steps - after the workshop

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Competencies – an overview new HR behavioral competencies?

  • In every job, some people perform moreeffectively than others.

  • Exceptional performers use a different variety of approaches and behaviours than those individuals who perform at the expected level.

  • What it takes to be successful on the job.

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Skills new HR behavioral competencies?





What Is a Competency?

A competency is any observable and/or measurable knowledge, skill, ability, or behaviour that contributes to successful job performance.

Necessary for

top performance

but not sufficient


that lead to



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Components of a Competency new HR behavioral competencies?

  • Definition

    • Explains what the competency means

    • Provides common language that everyone can understand in the same way

  • Scale

    • Lays out a behaviour pattern for each level—begins with passive behaviour and gradually increases

    • Incremental and additive—any one level is inclusive of all preceding levels

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Impact and Influence new HR behavioral competencies?

The ability to persuade, convince, influence or impress others in order to get them to go along with or to support the organization’s direction

Less Complex

A. Takes a Single Action to Persuade

B. Takes Multiple Actions to Persuade


C. Calculates Impact of Words or Actions


(MCP 6-19)

D. Uses Indirect Influence

More Complex

E. Uses Complex Influence Strategies

Example of a Scaled Competency

Success Through HR Professionals

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Types of Competencies new HR behavioral competencies?

  • Behavioural competencies

    • Refer to motives, traits and attributes that shape behaviour and reflect “how” you apply your knowledge and skills to achieve results.

  • Technical competencies

    • Refer to the specific knowledge and skills required to be effective in the job and reflect the “what” you know and what you can do technically.

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Why Competencies? new HR behavioral competencies?

  • Promote a more open and transparent culture

  • Improve the way an organization selects and develops employees

  • Identify and encourage corporate behaviours

  • Provide a common framework and language to integrate HR processes

  • Support organizational change

  • Encourage employees take more ownership for their own career development

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Now that we understand competencies, what are the new competencies for the HR Community?

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Leadership Competencies for the AS group: competencies for the HR Community?

HR Competencies for the Community:

Relationship Building

Client Orientation

New HR


Change Leadership


Self Confidence /Courage of Convictions

Effective Interactive Communication

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Client Orientation is… competencies for the HR Community?

…developing and maintaining strong relationships with clients. Focuses one’s efforts on discovering and meeting the client’s needs, while balancing against the government’s key business and strategic priorities. Clients may be broadly defined, including internal “customers” or “clients”, as well as the public.

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Change Leadership is… competencies for the HR Community?

…the ability to energize and alert groups to the need for specific changes in the way things are done. People with this competency willingly embrace and champion change. They take advantage of every opportunity to explain their vision of the future to others and gain their buy-in.

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Effective Interactive Communication is… competencies for the HR Community?

…the ability to transmit and receive information clearly and communicate effectively to others by considering their points of view in order to respond appropriately. It includes using tact and diplomacy in all communications as well as the ability to convey ideas and information, both orally and in writing, in a way that brings understanding to the target audience.

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Competency Activity competencies for the HR Community?

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Strategic Orientation competencies for the HR Community?

Strategic Orientation

Strategic Orientation

Strategic Orientation

Development of People

Development of People

Development of People

Development of People

Self Confidence

Self Confidence

Self Confidence

Self Confidence

Impact and Influence

Impact and Influence

Impact and Influence

Impact and Influence

Relationship Building

Relationship Building

Relationship Building

Relationship Building

Self Confidence

Team Leadership

Team Leadership

Team Leadership

Team Leadership

Relationship Building

Achievement Orientation

Achievement Orientation

Achievement Orientation

Achievement Orientation






Effective Interactive Communication

Change Leadership

Client Orientation







Jr. Consultants

Generalists & Specialists

Managers & Sr. Consultants

Ex. Directors & Directors

HR Competency Framework Competencies that apply to the entire HR Community and enable its members to utilize their knowledge more effectively.

Incorporates the MCP leadership competencies.

Competencies that apply to the entire HR Community and enable its members to utilize their knowledge more effectively. Incorporates the MCP leadership competencies.

Leadership qualities can

be demonstrated by all

members of the

HR Community.

3 common competencies required by all members of the HR Community.

8 leadership competencies for MCP employees.

3 leadership competencies for AS employees.

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Target Levels of Proficiency competencies for the HR Community?

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Characteristics of competencies for the HR Community? Best Leader

Characteristics of Worst Leader

Best Leader/Worst Leader

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Leadership Competency: Decisiveness is… competencies for the HR Community?

…the ability to make decisions based on analysis of the information presented in the face of ambiguous or conflicting situations, or when there is an associated risk.

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Leadership Competency:Relationship Building is… competencies for the HR Community?

…the ability to develop contacts and relationships internal and external to the organization to facilitate work efforts or to gain support/cooperation.

Building long-term or on-going relationships with clients or stakeholders (e.g. someone internal or external to the organization, on whom your work has an impact).

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Leadership Competency: Self-Confidence is… competencies for the HR Community?

…a belief in one’s own capability as expressed in increasingly challenging circumstances and confidence in one’s decisions or opinions, within the framework of public interest, ethics and values and organizational integrity.

It may include providing leadership, direction, and inspiration to others by making difficult decisions and taking actions that may not be popular but are in the best interests of the organization and its clients.

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Vision competencies for the HR Community?

Competencies will help the HR Community work towards its Vision:

The HR Community will strive to make the

Government of Nova Scotia a “preferred employer”.

In Future:

Managers are able to manage their HR

Clients are coming to us as partners

We are a fully qualified HR Community that can deliver a full

range of services

Our HR Community has a high level of job

satisfaction and contentment

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What is Career Development? process?

Career Development (or Management) is a process where you work with your manager to map out a realistic path to achieving your career aspirations within the context of the organization.

It is:

  • Employee owned

  • Manager facilitated

  • Organizationally supported

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Win-Win-Win process?




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Employee process?


  • Take charge of their own development and career

  • Close skill gaps for current and future positions

  • Seize developmental opportunities

  • Remember there are no promises or guarantees



  • Take time with employees to discuss career aspirations

  • Listen and provide feedback, ideas and contacts

  • Make choices to support development



  • Communicate future direction and skill requirements

  • Provide information and tools

  • Post opportunities

Career DevelopmentRoles and Responsibilities

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Career Development Process process?

1. Discovery

Determine Where You

Want To Go

4. Preparation

Get closer to your goal

Management Support

and Coaching

2. Assessment

Identify strengths &

development areas

3. Planning

Make a Career

Development Plan

Discovery l.jpg

1 process?


Know yourself:

  • Who are you?

  • What is your motivational type?

  • What is your personality type?

  • What are your career assets?

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2 process?


  • Assess where you are in relation to where you want to be

  • Identify your strengths and developmental needs

  • Benchmark your goals

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3 process?


Planning and Preparation

Planning: Create Your Career Development Plan

Preparation: Have a Career Discussion and be Competition Ready

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What is Development? development plan?

Development is a planned and systematic effort aimed at increasing your personal effectiveness in targeted skills and competencies.

Three key Factors:




Planning creating a career development plan cdp l.jpg

3 development plan?

Planning: Creating a Career Development Plan (CDP)




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Planning Step 2 development plan?Choose One or Two Areas for Change

  • To change means to “hard-wire” new behaviors—this activity is like building muscle

  • It is easiest to be successful when you focus on one or two things—practice developing these “muscles” for at least six months

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Planning Step 3 –Example development plan?

Step 2– Development Goal: Client Orientation

Offer more creative/innovative solutions to client problems and be able to explain why the solution will work for the client situation.

Step 3 –Action Steps:

  • Ask my manager about a challenging or difficult client problem she is currently involved with. Ask to work with her in helping to resolve the situation.

  • Look for opportunities to collaborate with people from other CSUs or depart on initiatives or programs that may help my clients.

  • Prepare and present a summary of my findings to clients.

  • Read: Customer Service From The Inside-Out Made Easy, by Paul Levesque (Entrepreneur Press, 2006).

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Activity: Development Activities development plan?

  • Using the sample CDP, complete development activities for John by creating action steps (Step 3) for his development goal for Client Orientation.

  • Use the development activities resource guide.

  • Report back to large group on which activities you choose.

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4 my manager?

Preparation: The Career Discussion

  • Ask for a time to meet.

  • Make a list of the things you wish to discuss. Be organized.

  • Bring anything you think would help your discussion – updated resume, competency assessment, previous performance review and your draft CDP.

  • Seek feedback. Express an openness to hearing frank feedback.

  • Be willing to modify your plan after receiving


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4 my manager?

Preparation: Competition Ready

  • Understand government’s hiring policy.

  • Update your resume and cover letter.

  • Practice your interview skills.

  • Look for opportunities – career and/or development

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Next Steps my manager?

  • Discovery and Assessment: Do any self assessments that you want to do using the various tools and resources available to you(Career Explorer Workbook, 360, informational meetings, etc.)

  • Planning: Draft your career development plan

  • Preparation: Schedule a meeting with your manager and have your career discussion

    • Incorporate any changes into your career development plan and provide to your manager by end of April 2007.

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Competency Dictionary my manager?

  • Comprehensive listing of competencies with a definition and target levels of proficiency

  • Provides a common tool for engaging in competency modeling activities and a common language around behaviours and performance

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360 my manager? Leadership Assessment?

A 360⁰ Leadership Assessment is a process that enables you to gather confidential feedback about your performance as a leader from individuals you work with:

  • Manager

  • Peers

  • Direct Reports

  • Others

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Change Management Workshops my manager?

  • Focus is on change management education, to support the new Change Leadership competency and building capacity within the HR Community

  • Available to the HR community in April

  • Register on LearnNet


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For more information… my manager?

Go to

Check out

HR Practitioner section

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Questions or Comments? my manager?

Thank you!