Foundational Competencies
The Human Resource (HR) Foundational Competencies underpin and span across the HR Functional Competencies. They serve as core enablers supporting HR functional activities.
Technology and Operational Excellence
Technology and Operational Excellence
Deliver effective HR services in a value-generating manner through a stakeholder-centric and technology-enabled service delivery operating model.
Hover on the blue underlined text to discover which HR Mindset and Behaviour is embedded in the Performance Statement.
IHRP Certified Associate
- Support the delivery of HR services as set out in the service management framework and in accordance with HR policies.
- Assist with the collation of critical HR functional requirements to support the procurement of HR technology platforms and solutions.
- Assist with the implementation of new HR technology platforms across various HR functions.
- Support the configuration and upgrade of HR technology platforms and solutions to deliver a seamless, human-centric user and employee experience.
- Prepare training and communication materials to support change management efforts.
- Conduct research to collect information on the impact of technology and digital tools on the entire HR lifecycle.
IHRP Certified Professional
- Review the range of HR services against their corresponding HR service delivery channels critically to identify opportunities for continuous improvement of service quality, value creation or cost reduction.
- Implement and operate various aspects of the HR operating model to deliver HR services as set out in service management framework and in accordance with HR policies.
- Adopt a service-oriented mindset and focus on delivering a seamless user and employee experience when dealing with workforce and business stakeholders and navigating HR transformation and technology programmes.
- Implement HR transformation programmes to improve the effectiveness of HR service delivery and cost efficiency and value generation for the organisation.
- Compare and assess the costs, benefits and effectiveness of different HR technology platforms and solutions (such as HRIS systems, mobile applications, social media tools, social robotic platforms etc.).
- Implement the organisation’s procurement policies when selecting vendors to support with technology platforms and solutions.
- Collaborate with the selected technology vendors or internal technology stakeholders to program and configure HR technology platforms and solutions to meet organisation and stakeholder needs.
- Identify potential roadblocks in implementing HR transformation and technology programs and propose solutions to address the challenges.
- Define a communication and change management strategy for navigating HR transformation and technology programs.
- Conduct training and coaching sessions for line managers and employees to encourage the adoption of new technology and digital tools.
- Keep abreast of emerging local and global HR trends to identify opportunities to enhance the organisation’s HR transformation and digital strategy.
- Review usage of HR technology platforms and digital tools in line with organisational policies to monitor any breaches, security issues or cases of non-responsible usage.
IHRP Senior Professional
- Conduct a current state assessment of HR function effectiveness in addressing the current and future needs of the business and employees.
- Design a future state target operating model for HR in consultation with business leaders, to ensure alignment with the organisation’s business objectives.
- Define the organisation’s HR transformation and digital strategy in line with the organisation’s business objectives and desired employee experience.
- Develop a HR technology architecture based on an assessment of different service delivery structures and technology solutions.
- Drive HR transformation initiatives incorporating changes in strategy, structure, people, process and systems, to achieve HR technology, service and operational excellence.
- Develop a service management framework, incorporating service quality standards, service level agreements, and service excellence metrics.
- Champion the importance of HR transformation and digital strategy, ensuring that the HR function is onboard and equipped with the skills required to act as an enabler for change across the organisation.
- Engage with internal and external stakeholders to evaluate emerging market practices or technology innovations which could enhance the organisation’s HR transformation and digital strategy.
- Evaluate how the integration of technology or automation may shift job roles requirements and design for the HR function.
- Establish a framework and processes for managing security risks and promoting the responsible usage of technology tools across the organisation.