Foundational Competencies:

Business skills
Be able to:

Analyze needs and propose solution

Apply business skills

Drive results

Plan and implement assignments

Think strategically

Innovate

Global Mindset
Accommodate cultural differences

Convey respect for different perspective

Expend own awareness

Adapt behavior to accommodate others

Champion Diversity: We recognize Champions who strive every day to learn, grow, and create a better
future—not just those who have already succeeded at something or are an expert.

Leverage diverse contributions: Leads and manages an inclusive workplace that maximizes the talents
of each person to achieve the vision and mission of the organization.

Industry Knowledge
Maintain own professional knowledge

Keep abreast of industry changes and trends

Build industry sector knowledge

Technology literacy
Demonstrate awareness of technologies

Use technology effectively

 • Mind Mapping

What is mind mapping? Mind mapping was developed as an effective method for generating ideas by
association. In order to create a mind map, you usually start in the middle of the page with the central
theme/main idea and from that point you work outward in all directions to create a growing diagram
composed of keywords, phrases, concepts, facts and figures. It can be used for assignments and essay
writing especially in the initial stages, whereit is an ideal strategy to use for your ‘thinking’. Mind
mapping can be used for generating, visualising, organising, note-taking, problem-solving, decision-
making, revising and clarifying your university topic, so that you can get started with assessment tasks.

• Snow Ball

First you provide students a prompt. They take out a piece of paper. Write. Down their answer on the
prompt. Throw it across the room the next step the students go around pick up a snowball.

Performance Improvement
Apply a systematic process for analyzing human performance gaps and for closing them.

Be able:

Identify the customers

Conduct performance analysis

Conduct cause analysis

Analyze systems

Gather data

Incorporate customer and stakeholder needs

Select solutions

Manage & implement project

Build sustain relationships

Evaluate results against organizational goals

Monitor Change

Instructional Design
Design and development informal and formal learning solutions using a variety of methods
Be able to:

Conduct a needs assessment

Identify appropriate learning approach

Apply learning theory

Collaborate with others

Design a curriculum, program, or learning solution

Design instructional material

Analyze and select technologies

Intergrade technology options

Develop instructional materials

Evaluate learning design

Training Delivery
Deliver informal and formal learning solutions in a manner that is both engaging and effective

Be able to:

Manage the learning environment

Prepare for training delivery

Convey objectives

Align leaning solutions with course objectives and learner needs

Establish credibility as an instructor

Create a positive learning climate

Deliver various learning methodologies

Facilitate learning

Encourage participation and build learner motivation

Deliver constructive feedback

Ensure learning outcomes

Evaluate solutions.
Learning Technologies
Apply a variety of learning technologies to address specific learning needs.

Be able to:

Use technology effectively across the different area of expertise

Identify when and how to use technology as a training and development solution

‘’Staying abreast of new and emerging technologies and matching the appropriate technology to specific
learning opportunity or challenge’’

Evaluating Learning Impact:

Use learning metrics and analytics to measure the impact of learning solutions

Be able to:

Identify the customers

Conduct performance analysis

Conduct cause analysis

Analyze systems

Gather data

Incorporate customer and stakeholder needs

Select solutions

Manage & implement project

Build sustain relationships

Evaluate results against organizational goals

Monitor Change

Managing Learning Platforms

Provide leadership to execute the organizations people strategy; implements training projects and
activities

Be able to:

Establish a vision

Establish strategies

Implement action plans

Develop and monitor the budget

Manage staff

Model leadership in developing people

Manage others

Manage and implement projects

Manage external resources

Ensure compliance with legal, ethical, and regulatory requirements

Integrated talent Management

Build an organizations culture, capability, capacity and engagement trough people development
strategies

Be able to:

Align talent management to organizational objective

Use talent management system

Equip managers to develop their people

Organize delivery of development resources

Promote high performance workplaces

Coordinate workforce and succession planning

Facilitate the career development planning process

Facilitate career transitions

Support engagement and retention efforts

Implement individual and organizational assessments

Use talent management analytics to show results and impact

Coaching:
Apply a systematic process to improve others ability to set goals, take action and maximize strengths

Be able to:

Establish coaching agreement

Establish trust and intimacy with the client

Display coaching presence

Demonstrate active listening

Ask powerful question

Use direct communication

Create awareness

Design learning opportunities

Develop goals and plans

Manage progress and accountability

Meet ethical guidelines and professional standards

Knowledge Management
Capture, distribute and archive intellectual capital to encourage knowledge-sharing and collaboration

Be able to:

Advocate knowledge management

Benchmark knowledge management best practices and lessons learned

Encourage collaboration

Facilitate social learning

Establish a knowledge culture

Support the development of knowledge management infrastructure

Leverage technology

Manage information life cycle

Design and implement knowledge management solutions

Transform knowledge into learning

Evaluate knowledge management success

Change Management
Apply a systematic process to shift individual’s teams and organization from current state to desired
state.

Be able to:

Establish sponsorship and ownership for change

Build involvement

Create a contract for change

Conduct diagnostic assessments

Provide feedback

Facilitate strategic planning for change

Support the change integration of change into organizational cultural

Mange consequences

Evaluate change results

Employee Value Proposition: A
Collaborative Methodology for
Strengthening Employer Brand Strategy

Employee Value Proposition (EVP) is the equalization of the rewards and benefits that are gotten by
employees consequently for their execution at the working environment. Organizations for the most
part build up an EVP to give a reliable stage to employer brand communication and experience
management. It is a methodology utilized by an organization to make an Employer Value Proposition
(EVP) that would pass on to coveted present and planned employees why the organization is novel,
engaging and a phenomenal work environment in. EVP are imparted through organization activities
and practices and bring out emotive and discerning benefits for present and planned employees.
These EVP duplicate an image the organization to its intended interest group. In this paper different
contextual investigations have used to investigate the benefits of being an ‘employer of choice’ and
highlight that employer branding can contribute to business development.This paper manages the
idea of employer branding, and its effect on an organization. Employer branding is exceptionally
basic to take after, as an employer brand speaks to the center values of an organization.
Organizations considered great employers have a solid character and a positive image in the
commercial center. To be fruitful, organizations need to attract the employee market. A solid
employer brand empowers an organization to attract and retain talent. It empowers informal,
advancement about the organization and conveys more elevated amounts of customer
administration. Altogether it is the fundamental driver of value from your organization's impalpable
resources. Employer Brand is "the image of an organization as an 'extraordinary work environment'
in the psyche of current employees and key stakeholders in the external business sector. Employer
branding is in this manner worried with the attraction, engagement and retention activities focused at
improving the organization's employer brand. Keywords: Employer Branding, Employer Value
Proposition, Employer Brand Strategy Collapse
 EMPLOYEE JOB SUMMARY ADEX-HR, ACL-01

Manage-HR & Admin

Job Summary:

Tasks & Duties:

Qualifications:

Reports To : Department :
Supervises: : Division :

Date: : Approved: :
Strategic Human Resource
Planning – Definition, Process and
Importance
As said “well begun is half done” and the beginning of anything great starts with excellent
planning as planning is the initial step in the area of management. To manage everything well in
any organization, the key factor is to plan everything perfectly. Since human assets are the most
precious assets in the organization based on whom the journey of success starts so planning them
well becomes even more essential, and this prospective approach for the human resources is
called Strategic Human Resource Planning.

What is Strategic Human Resource

Planning?
Strategic HR planning is an essential component of HR management. Almost every sized
organization has a strategic plan that guides the organization in successfully meeting its mission.
Organizations regularly complete financial plans to ensure they achieve organizational goals, and
while workforce plans are not as common. Strategic HR management is defined as “Integrating
human resource management strategies and systems to achieve the overall mission, strategies,
and success of the firm while meeting the needs of employees and other stakeholders.”

Strategic HR planning is a process that helps an organization to identify current and future
human resources needs to achieve the end goals. It links human resource management to the
overall strategic plan of an organization.
Importance of Strategic Human
Resource Planning
1. Clarifies the Current Scenario and Indicates the
Loopholes
HR planning strategy, start with where you currently are. Here are several questions that can be
used for self-assessment in the course of Strategic Human Resource Planning which gives a clear
picture of the present situation.

 What is going well right now?

 Where do struggle is the most?
 Which processes are running efficiently, and which ones are a constant pain?
 Where does the team spend most of its energy and time?
 Amount of manual tasks?

2. Helps in Future Anticipation

Success is not accidental. To keep moving forward and finish the race, you want to check out the
long term and make a solid plan. Here are a few questions to consider when you predict the
future to assure a brighter tomorrow:

 How do the current assets and liabilities align with your goals?
 Is welcoming new people feasible?
 How to retain your existing and new employees?
 Will a training strategy help your team build new competencies?

3. Helps to Incline with Market Trends

It’s possible to get lost in the ever-growing complexities in the market. Monitoring market trends
and external factors are crucial elements of a strategic HR plan. The following questions will
help to assess market conditions:

 How is the labour market doing?

 What are employees most likely to demand?
 Which technological changes will disrupt the industry?
 How is the economy expected to vary in the future? What impact will it leave?
 What are the government regulations you need to be aware of?
4. Assess the Workflows and the Delays
Strategic Human Resource plan is to perform an internal scan on tech, and other inventory.its
must convert your strategic plan into action. These questions will help you evaluate the current
HR technology:

 Is the current HR process capable of accomplishing strategic goals?

 What are the frequent bottlenecks within the present HR workflow?
 Is the current HR process plagued by errors?

5. Unleashing the Power of Automation in HR Planning

Strategic HR planning helps organizations absorb changes easily. However, before implementing
strategic planning, eliminating the existing chaos in HR Processes is a must.

Strategic Human Resource Planning

Process
 Planning: Process of setting goals & standard & developing rules and procedures to integrate
activities
 Organizing: Process of giving each subordinates a specific tasks, delegate authority, set up
channel of communication coordinates work of subordinates.
 Leading: Getting subordinates to the work, maintain morale, motivate subordinates.
 Controlling: Set Standard, Compare performance, Take corrective action.
 Conceptual Skill:
 Human Skill:
 Technical Skill:
 Should be good in written & spoken English
 Must be prepared to work under pressure
 Should have good presentation skill
 Should have skill in business communication
 Must be pro-active, smart, self-motivated, enthusiastic and career oriented, dynamic, ability to
work hard efficiently.
 Must have aggressive selling attitude
 Strong interpersonal skills, ability to interact and build relationships work as a team
 Should be well-groomed, smart and energetic
 Ability to multi task and remain organized, meet deadlines
 Have excellent analytical and problem solving skills, Good Negotiator, Honest, etc
 Be hard working, having a positive attitude towards working in a team
 Ability to work with professionalism, discipline, and independence
 Keen eye for detail
 Ability to coordinate and communicate with different stakeholders
 Good Interpersonal and communication skills.
 Team player and able to work hard in stressful situation.
 Energetic, Confident and proactive.
 Able to work with diversified team
 Rapid query solver
 Creative and Interpersonal skills
  good appearance, and sound health
 Clarity of voice and tonality
 Friendly nature
 Responsible & Accountable
 A quick learner

SMART goals are:

 Specific: Well defined, clear, and unambiguous

 Measurable: With specific criteria that measure your progress toward
the accomplishment of the goal
 Achievable: Attainable and not impossible to achieve
 Realistic: Within reach, realistic, and relevant to your life purpose
 Timely: With a clearly defined timeline, including a starting date and a
target date. The purpose is to create urgency.