Experience Assessment: Competencies demonstration illustrative examples

Here are some examples of the competencies demonstration that you will be asked to provide, during the online submission during Experience Review.


HR foundational competencies:

IHRP-CP

Labour policies and legislation

Example - In my previous company, the line managers are in-charge of creating the employment contract as they are more aware of the job scope. However, I have found a clause in the employment contract that states that employees who are pregnant can be asked to leave the job willingly. This is a breach of the employment law and hence, I approached the managers to inform them of it, as well as work together to draft and reissue the employment contracts to current affected employees and future potential employees.

IHRP-SP

Labour policies and legislation

Example - I analysed staff performance data found a noticeable trend where staff whom were away from work for a period for valid reasons over the appraisal period received a poor performance rating. This trend may have led to the perception of unfair treatment of staff, especially female staff who are on paid maternity leave in accordance with prevailing labour laws. We could be perceived as going against Singapore's labour policies and legislation. With my knowledge of the intent and purpose of relevant labour policies and legislation affecting my company, I conducted a presentation to the senior management team explaining those data analysis and provided insights on labour policies and legislations. I further provided coaching clinics with all the Department Heads and worked with them on their staff performance review process to raise the awareness of such unintended biasness for the affected staff. I am happy to report that we have since rectified this negative trend.

IHRP-CP

Analytics and insights

Example - I analysed and found that our attrition rate for my company in for the year has increased greatly, and is higher than the regional attrition rate of 60%. Therefore, I went to speak to the different department heads and line managers to understand about their team’s morale and motivation and to find the cause of the issues. By recommending programmes to boost team morale and employee motivation, the attrition rate has decreased to 30% the following year.

IHRP-SP

Analytics and insights

Example - I conducted analytics on available data by correlating staff performance rating against their leave (absence) from work, stratified by reasons for absence. I also correlated those data points with staff attrition rates to understand the implications of those negative perceptions of HR practices. The analysis has yielded very useful insights that I used to help my company navigate potential pitfalls in HR practices and help raised staff morale and engagement. Ultimately, the reduced attrition rate of our high performing talents because of my intervention to our performance appraisal practices was recognised by my senior management as a good example of making a positive business impact.

HR functional competencies

IHRP-CP

Plan

Example - In my role in HR, I am actively involved in the annual manpower planning and budgeting process of my company which involves extensive engagement and coordination with business leaders as well as Finance. Thereafter, I am actively involved in supporting business leaders fulfil their manpower plans.

IHRP-SP

Plan

Example - My company has been facing a high staff turnover rate, and hence I went ahead to pinpoint critical issues which needs to be addressed to resolve this manpower crisis. I gathered feedback and collaborated with various stakeholders, such as the Head of Operations, Operation Managers, the Shop managers, supervisors, and staff. To ensure the Senior’ Management’s buy-in, I put forth a suite of recommendations that is aligned with the company’s objective and goals. One of the suggestions I have given was to redesign the staff’s job to allow them to focus on their strengths, and creating new roles for staff who do not have the traditional skill sets required.

IHRP-CP

Engage

Example - I found that there was little interaction between the employees, even when they are working on the same project. Upon further investigations, I have gathered that they do not have time to build on relationships between each other. I have also conducted a survey and analysed the results to find that most of them do not exercise at all. Hence, I decided to plan and implement various health and wellness programme that can facilitate team bonding. One of them includes the inter-department sports competition that is held once a month on a Friday. This has seen great success as the employees were participative, and the relationship between colleagues have seem to improve drastically as their social needs were met.

IHRP-SP

Engage

Example - Many employees came up to me to feedback that they have faced some problems at work, but were unsure of how to resolve it. Hence, upon further investigation and research, I came up with a detailed grievance procedure that is fair and easy to follow through. This has allowed them to bring up several issues where we could make improvements on, which resolves their grievance while improving the company’s overall productivity. One specific solution that I had developed was to propose that we update the benefits packages, where I improved on it by redesigning it according to our company’s budget as well as our employees’ needs after engaging them for their opinion.  I presented it to the management team and secured their commitment and investment.  My business case was backed up by research that showed it would drive overall workforce performance and benefit the company.

HR mindsets and behaviours:

IHRP-CP

Demonstrate change leadership

Example - My organization experienced leadership changes and I was tasked to handle a culture change project. I conducted focus groups with employees representing different departments to come out with ideas on how the new culture and office concept can be implemented. After the change was implemented, my team and I regular consultations to ensure employees are managing the change well

IHRP-SP

Demonstrate change leadership

Example - As a HR professional, I proactively identify opportunities and lead the change required in delivering the desired business impact. One live example involves the routine task of responding to transactional personnel queries by my HR officers. I created a self-service electronic platform for employees to access and get answers to their routine HR-related queries. However, the take up rate was very low as employees are used to simply calling the HR department. To drive up the take up rate, I designed and implemented a Change Programme starting with persuading the respective Department Heads of the business benefits (improved productivity, higher staff engagement, and improved response time of staff HR-related queries) and conducting lunch time road shows for Department Heads to share their perspectives and for HR to demonstrate the ease of use of such electronic self-help platforms. I have successfully persuaded all the Department Heads about the business benefits as evidenced by their support for me to run 5 roadshows for their department staff. The take up rate has since doubled over that period of time.

..More examples coming soon.