Human Resource
WSQ Competency Map
Elective Units
Core Units
Human Resource Management
Human Resource Development
Employee Health
and Well-being
Performance, Remuneration
and Benefits
Resourcing
This functional area covers
the managing and planning
of a range of activities related
to developing, maintaining
and improving employee
relationships with
management, and/or the
organisation, by
communicating with
employees or the union.
It includes employee
engagement programmes
and strategies as well as
processing and assisting with
grievances and disputes.
Levels
Employee Relations and
Communications
This functional area covers
designing, implementing and
managing programmes that
will foster a healthy and well
functioning workforce. It will
take different forms in
different organisations but
can include initiatives such
as flexitime, compressed
workweeks, telecommuting
and health promotion in
order to provide employees
with greater opportunity
to meet work-life demands.
This functional area covers
all processes associated
with designing and
managing performance
based, market competitive
compensation and benefits
strategies and programmes.
It also covers the process to
maintain and improve
employee job performance
through the use of objective
setting, appraisal, coaching
and feedback.
This functional area covers the
areas of workforce planning in
alignment with business
planning and various resourcing
models. It includes processes
associated with sourcing
suitable people to perform in job
roles, as well as the assessment
of current workforce capabilities,
demographics and work
processes; determining future
workforce requirement;
identifying gaps and
implementing solutions to
bridge the gaps.
• Develop and communicate
• Develop strategies for
employer brand position
executive compensation
• Develop strategies for
• Develop strategies for
manpower planning and
performance management
resourcing
• Develop strategies for total
remuneration
Human Resource Systems
and Processes
Learning & Development
Talent Management
This functional area covers
the process and systems in
leveraging technology to enable
HR functions and organisation
effectiveness. It includes the use
of HR metrics and analytics, and
business process re-engineering
to enhance organisational
capabilities.
This functional area covers
the process of planning
organisation-wide efforts, to
improve and increase the
organisation’s effectiveness,
productivity, return on
investment and overall
employee job satisfaction.
This functional area covers a
broad suite of activities that
develop the employees’
capabilities, skills and
knowledge to meet
business, organisational and
personal goals.
This functional area covers
the design and
implementation of
integrated strategies,
systems or programmes
that facilitate the
identification, development
and management of high
potential employees as well
as individual employees
across the organisation.
• Develop strategies for human
resource technology
• Lead organisational
design
• Promote innovation
• Shape organisational
culture in alignment with
business strategies
• Lead change management
• Develop and evaluate
organisational learning
culture
• Enable organisational
workforce capability
• Develop strategies for
talent management
• Develop a framework and
strategies for succession
management
• Develop strategies for
career planning
• Lead human resource due
diligence and integration
processes in mergers and
acquisitions
• Provide strategic human
resource advice
• Provide human resource
consultancy service
• Integrate global, regional
and local human resource
practices
• Develop a business case
for new initiatives
• Master personal effectiveness
• Implement talent
management programmes
• Develop career pathing
framework
• Develop and implement
career coaching and
mentoring framework
• Implement international
assignment programme
• Establish human resource
needs of small to medium
enterprise
• Implement fair employment
practices
• Implement wage restructuring
• Manage internal and external
service providers
• Implement and evaluate risk,
crisis management and
contingency plans
• Manage workplace safety
and health system
Strategic
Managerial
• Create human resource
strategies aligned with
business needs
• Manage organisational
risks
• Apply financial knowledge
within a human resource
5
environment
• Enhance organisation
effectiveness
• Develop organisational
response to national
manpower initiatives and
strategic priorities
• Develop strategies and
policies for employee
relations
• Promote harmonious
tripartite relations
• Develop and evaluate a
framework for managing
conflict, grievances and
disputes
• Develop strategies for
employee engagement
• Develop strategies for
managing diversity
• Align human resource
services with business
needs
• Develop workplace and
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