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Office Relocation Resource Acquisition Plan
For the project you selected in Unit I, create a simple project resource acquisition plan. Your plan should follow the process for acquiring project resources, as referred to in Figures 5.1 and 5.2 in the textbook, as well as in the section beginning with A Plan is Not a Plan Until (page 31 – 45) in the eBook, Project Management: A Common-Sense Guide to the PMBOK Program, Part Two – Plan and Execution. Your plan should include an introduction, and should be able to answer the following questions:
What policies and procedures exist in the project environment that governs resource acquisition?
What are my criteria for resource selection?
How many resources am I likely to require?
What skill sets will I require?
With whom should I plan to negotiate for resources, and how?
How do I document and explain the detailed requirements in terms of time required, skillsets, budget, and accounting?
Feel free to make use of tables with the resource acquisition plan when describing itemized elements such as skillsets, numbers, criteria, and policies and procedures. Note also that the plan should end with an example of a project work package. An example work package can be found in the Unit V Lesson.
Submit your resource acquisition plan in the form of a minimum two-page document.
Consider a patient centered issue you have observed recently. Formulate a research question related to that issue. Identify the independent and dependent variable, hypothesis and type of hypothesis. What type of research study design would you use to address that issue, what type of sampling or sampling strategy would you use? Defend your choices with support from your textbook or other peer-reviewed journal source..
FUNCTIONAL COMPETENCY
A functional competency relates to the competence to perform tasks that are within the scope of practice of
HR professionals. The HRPA Functional Competencies are:
1. Strategy
2. Professional practice
3. Organizational effectiveness
4. Workforce planning and talent management
5. Labour and employee relations strategies
6. Total rewards
7. Learning and development
8. Health, wellness, and safe workplace
9. Human resources metrics, reporting and financial management
Entry Level to recognize entry into the profession with the appropriate academic
knowledge and workforce preparation to let employers know the designation holder can hit
the ground running-the Certified HR Professional (CHRP)
Professional Level to recognize the practitioner who has demonstrated through
professional practice the knowledge, judgment and skills to provide competent leadership
for the HR function-the Certified HR Leader (CHRL)
Executive Level to recognize those rare individuals with track records of strategic HR
contributions at the most senior echelons of organizational leadership-the Certified HR
Executive (CHRE)
ENABLING COMPETENCY
An enabling competency is more generic – they are not specific to the performance of particular HR tasks but
are required for the performance of tasks. The HRPA Enabling Competencies are:
Critical thinking and analysis
Technological savvy
Research skills
Quantitative skills
Critical legal thinking
Emotional intelligence
Project management
Decision-making skills
Business acumen
Independence
Ethical behaviour and Professionalism
Relationship management
Negotiation and influencing
Strategic and organizational leadership
Integration
By separating these enabling competencies, we recognize their distinct contribution to performance as an HR
professional and that all functional competencies imply some level of proficiency within the enabling
competencies.
FIGURE DEPICTS THE
HRPA Human Resources
Professional Competency
Framework >
Your organization and you About you
About your organization
Job Title personal banking associate
HRPA member No
HRPA designation: I currently have None
Employment description Someone working in another field who is interested in HR
Years of experience I haven’t started working yet
Job Role Professional
Area of specialization Administration, Communications, Diversity & Inclusion, Project Management, Staffing and Recruitment, Strategic Planning,
Formal education I do not have any formal education in HR
Industry (most recent) Banking and Investment
Postal code m8y1h6
Organization size 10 – 99 employees
HR employees 1-5
YOUR ASSESSMENT SUMMARY
Below you will find your assessment summary for each functional competency described in the Professional
Competency Framework.
FUNCTIONAL COMPETENCIES YOUR RATING RATING SCALE
1. Strategy 4.11 Intermediate knowledge, intermittent practice
2. Professional Practice 3.78 Intermediate knowledge, intermittent practice
3. Organizational Effectiveness 5.89 Specialist knowledge, repeated practice
4. Workforce planning and talent
management
5.33 Specialist knowledge, repeated practice
5. Labour and employee relations 5.56 Specialist knowledge, repeated practice
6. Total rewards 4.44 Intermediate knowledge, intermittent practice
7. Learning and development 5.56 Specialist knowledge, repeated practice
8. Health, wellness, and safe workplace 4.56 Intermediate knowledge, intermittent practice
9. Human resources metrics, reporting and
financial management
4.44 Intermediate knowledge, intermittent practice
1. STRATEGY
A cluster of competencies related to the ability to think and act strategically in regards to organizations,
business, and the HR function.This functional competence explores the following underlying competencies:
Strategic perspective
Governance principles
Leadership
Business acumen
Strategic alignment
International human resources management
Your Result
In this step you assessed yourself at the Intermediate knowledge, intermittent practice level. Your expected competency level
HR Professionals must think and act strategically regarding our organizations, business, and the HR function.
At this level, you may be informed of topical events, now your challenge is to relate their impact on HR plans
and strategy. You are likely aware that external events may create change opportunities in HR strategy and
practice, now your challenge is to identify or prioritize them.
You are likely familiar with the concept of risk;
however your challenge is to now identify the nature or scale of risks affecting your organization and their
consequences for HR strategy and practice. A development area at this level is understanding the alignment
of the organization’s overall strategy with HR strategy and tactics.
You may be aware of key HR stakeholders, now your challenge is to map your stakeholders and work with
senior managers on HR strategy. You may be able to describe HR’s business plan, now your challenge is to
be involved in creating it and explain its key characteristics or why various elements are included. You may
be able to list factors impacting HR strategy design and understand HR’s need to review its role and
contribution to the organization, now your challenge is to describe how this would happen. You are aware of
the benchmarks used to measure HR practices in comparable organizations and how this knowledge informs
the strategic plan.
However, despite being aware of the strategic planning process, your next step may be to
describe the organization’s current position or present choices or actions necessary to execute plans.
At this level you are aware that international HR management is a key focus of the Canadian HR agenda,
although you may not yet understand the many international HR dimensions such as regulations and policies,
cultural differences and communication barriers. You will be aware of some issues around working across
international borders, now your challenge is gaining direct experience with this. You are aware of the
importance of continuous improvement, now your challenge is being able to identify opportunities for this to
occur.
2. PROFESSIONAL PRACTICE
A cluster of competencies related to the ability to conduct oneself in a professional manner and to exhibit high
levels of professionalism in all contexts and situations.This functional competence explores the following
underlying competencies:
Balanced interests
Ethics
Legal
Responsible governance
Advancement of the profession
Evidence-based approach
External trends
Your Result
In this step you assessed yourself at the Intermediate knowledge, intermittent practice level. Your expected competency level
As HR Professionals we must conduct ourselves in a business-like manner, exhibiting high levels of
professionalism in all contexts and situations. At this level you know HR’s scope and role in the organization
and are conscious of how HR value is communicated to your stakeholders. You appreciate that employment
legislation impacts on HR practices and employee rights and are sensitive to how your colleague’s
behaviours may impact on this; your challenge now is to identify the relevant legislation and how it affects
your organization.
You are expected to know about accepted standards of HR practice and the HRPA Rules of Professional
Conduct. You have a grasp of diversity theory and understand that discrimination on a range of criteria is
prohibited; your challenge may now be to distinguish and advise on what is prohibited and what is a bona fide
occupational requirement. Of course there is legislation to promote employment equity and at this level, you
have some familiarity with identifying the designated groups and listing specific initiatives to increase their
representation in the workforce.
At this level, you know that different stakeholders are impacted in a variety of ways by proposed events and
you likely have some experience identifying who may be impacted and how they may be affected. While you
appreciate and recognize that organizational decision-making may present some ethical challenges and that
poor ethical choices can result in reputation damage, your challenge is to increase your knowledge of
transparent and repeatable decision-making methodologies.
3. ORGANIZATIONAL EFFECTIVENESS
A cluster of competencies related to using the levers available to HR professionals to maximize the
performance of organizations, teams, and individuals within the context of executing the organization’s
strategy.This functional competence explores the following underlying competencies:
Productivity
Organizational structure
Employee engagement
Risk
Change management
Team effectiveness
Job analysis
Communicating challenges and developments
Your Result
In this step you assessed yourself at the Specialist knowledge, repeated practice level. Your expected competency level
As HR Professionals we play a role in maximizing the performance of our organizations, including maximizing
team and individual performance to execute the organization’s strategy. At this level you understand some
organizations perform to different standards, and are mindful of the potential contribution of organizational
design and the rationale behind these choices.
You have practical knowledge of the impact of productivity on
organizational performance and have a history of identifying practical applications or opportunities for
improvement. At this level, you are experienced in a variety of team processes and recognize that some
employees and groups perform better than others. You are accomplished in pinpointing what has and hasn’t
worked because you have participated in measurement processes to gather data about performance issues.
You understand how job roles differ from one another and have a history of capturing data and analyzing
jobs. You have practical knowledge with a variety of competencies that underpin job performance and are
accomplished at designing roles to increase performance.
At this level, you understand employee morale differs and are proficient in conducting employee engagement
and morale surveys, linking aspects such as ‘team dynamics’ and ‘employee involvement’ as performance
drivers.
Communication also impacts organizational performance and at this level you are well practiced in
recognizing the various communications channels available, and can interpret the complexity involved in
planning and deploying a communication strategy. Furthermore, you are experienced in describing
organizational initiatives and understand the connection between their design and their impact. You know that
upwards and downwards communication streams, and the timing of messages, are all important
considerations when planning change and improving performance.
4. WORKFORCE PLANNING AND TALENT
MANAGEMENT
A cluster of competencies related to the recruitment and deployment of human resources within an
organization.This functional competence explores the following underlying competencies:
Workforce plan development
Employee value proposition
Workforce plan execution
Performance management system
Leadership development
Your Result
In this step you assessed yourself at the Specialist knowledge, repeated practice level. Your expected competency level
As HR Professional’s we are responsible for workforce planning, development and execution, including
developing an employee value proposition to support recruitment, maximize resources and performance
management systems that deliver results. At this level you understand that HR management requires
planning, and you are experienced in workforce planning and understand the processes involved in this.
Aspects such as forecasting require skill and identifying quantities or balancing supply and demand are areas
where you demonstrate practical knowledge. At this level, you are experienced in a variety of recruitment
methods and can interpret the pros and cons of each approach. You also understand the factors that
determine which recruiting method to use, and are experienced in managing much of the recruitment process
autonomously.
You are now competent with selection processes that deliver results quickly, and you can
identify evaluation criteria to assess the selection process.
You are well versed with the onboarding process; your next challenge may be to design and implement a new
onboarding process. Having people settle in and perform as quickly is clearly understood and you are likely
confident with the performance management system. You understand the purpose of performance
appraisals, can interpret the process itself and have likely undertaken unsupervised appraisals. You have a
practical knowledge of disciplinary processes and are experienced with discipline-related tasks. You also
understand that some employees may be dismissed and you are able to comprehend both the circumstances
and the processes that need to be followed; the challenge for you may be in facilitating the dismissal process.
You have experience in assisting managers develop the capability of their team through coaching and you
are able to interpret how this process happens and what is involved. Early identification and tracking of high
potential employees is critical to an organizations continued success and you comprehend that some
positions may be subject to succession planning, your next step may be to facilitate the plans yourself
applying the process you have learned.
5. LABOUR AND EMPLOYEE RELATIONS
A cluster of competencies related to managing the relationships between employer and employees.This
functional competence explores the following underlying competencies:
Collaborative work environment
Legislation, collective agreements, and policies
Labour and employee relations strategies
Negotiation
Diversity management and inclusiveness
Representing individuals and organizations before tribunals
Your Result
In this step you assessed yourself at the Specialist knowledge, repeated practice level. Your expected competency level
HR Professionals are responsible for managing the relationships between the organization, as the employer,
and its employees. At this level you understand that cooperation between stakeholders contributes to better
outcomes for the organization, and you are experienced with the key stakeholder groups such as
management, employees and unions.
You have a solid background and practical knowledge of the legislation
governing employee-employer relations and are experienced in applying it. For example, you know how
labour disputes occur, understanding potential causes and, at this level can interpret how disputes could be
resolved and are becoming increasingly practiced at this.
You understand and embrace diversity in the workplace with an integrated knowledge of its benefits, and you
can interpret barriers to increasing diversity and the mechanisms to promote it. You are experienced with
various employee relation models and you are proficient in using them and, describing the differences
between them. You understand that tribunals are one mechanism that may be used to resolve disputes and
are able to comprehend their structure, purpose and conduct. You have some background in negotiation as
one of the mechanisms for resolving labour disputes, and have a history of gathering evidence without
supervision to support a planned negotiation.
You have a practical knowledge of how the organization negotiates and maintains collective agreements, and
at this level you have some background in the key elements of the agreements in place within your
organization. You understand that employee relations are critical to the organization and are knowledgeable
of the impact of employee relations on productivity, costs and employee development.
6. TOTAL REWARDS
A cluster of competencies related to the management of rewards within an organization in a manner that
maximally supports the execution of organizational strategy.This functional competence explores the
following underlying competencies:
Total rewards structure development
Total rewards structure implementation
Total rewards structure evaluation
Value of total rewards
Your Result
In this step you assessed yourself at the Intermediate knowledge, intermittent practice level. Your expected competency level
HR Professionals are responsible for the management of rewards within an organization in a manner that
maximizes the execution of the organization’s strategy. The ultimate goals of a reward system includes
recruiting and retaining desired employees, ensuring equity across roles and the organization, rewarding
desired employee behaviours and controlling costs.
At this level, you likely know there are a variety of reward
structures and that different industries use different models. You also have some familiarity with the
relationship between the reward structures and an organization’s attractiveness to potential employees –
therefore collecting and analyzing comparative industry data on reward structures is important benchmarking
and this may be your next opportunity in your developmental path.
At this level you know that a comprehensive total rewards system includes a number of elements. You
appreciate there are a number of factors that affect the design of employee compensation models and you
may have some experience designing the model and deciding the elements within it.. Employee benefits (e.g.
compensation, pensions, benefits and privileges) can play a pivotal role in the total rewards system either
enhancing the employment offer or, in the case of their absence, detracting from it. While you know that job
roles are graded within the organization, and the evaluation affects the overall rewards of each job role, your
next step may be to take part in the banding calculations yourself.
You are well aware that different employees may hold different perceptions about the value of some rewards,
and that some may be perceived to be more valuable than others—therefore communication of these
incentives needs to be carefully considered. You know the organization creates and communicates
messages about the features and benefits of the rewards structure however; at this level your next
opportunity may be to compose such communications and/or strategies yourself.
7. LEARNING AND DEVELOPMENT
A cluster of competencies related to the optimization of the ability of the organization, teams, and individuals
to acquire and put to use new competencies.
Learning culture
Learning priorities
Provision of continuing development opportunities
Learning and development program implementation
Learning and development priorities evaluation
Mentoring and coaching
Your Result
In this step you assessed yourself at the Specialist knowledge, repeated practice level. Your expected competency level
As HR Professionals it is our responsibility to optimize the ability of the organization, teams, and individuals
by supporting them in acquiring and using new skills and competencies. A positive learning environment is
critical for success and a learning culture is a function of the total organizational culture. At this level you
understand the learning culture within the organization and you are experienced with helping to shape and
form it.
You are attuned to learning experiences available in and outside the workplace, as well as formal
versus informal learning opportunities, and you have some background in developing learning programs that
appeal to different learning styles. You understand there are several-the-job training techniques and that
some may be more relevant to specific learning outcomes than others. Furthermore, you understand some
learning priorities in the organization are more pressing than others, and it is part of your role to negotiate
these priorities.
For some roles, continuing professional development (CPD) can be a formal requirement and you know that
different employees have different learning needs, and you can interpret the CPD needs common to a variety
of employees. These personal development plans may also be used to support employees in their ongoing
career development. You understand the relationship between capability and performance and that some
employees attend learning and development programs. For other capabilities, coaching and mentoring may
be more appropriate and you understand this method of learning often involves one-on-one learning.
It is important that learning and development programs support both employee and organizational
performance. Training and development programs are often evaluated by both the organization and the
learner and measuring changes in learner capability provides a measurement of the effectiveness of the
program. You know the organization undertakes these program evaluations and at this level you are
experienced designing and leading the evaluation process.
8. HEALTH, WELLNESS, AND SAFE WORKPLACE
A cluster of competencies related to the creation and maintenance of healthy and safe workplaces.This
functional competence explores the following underlying competencies:
Health and safety
Health, safety, and wellness policies and procedures
Wellness
Psychological health and well-being
Your Result
In this step you assessed yourself at the Intermediate knowledge, intermittent practice level. Your expected competency level
As HR Professionals it is our responsibility to create and maintain healthy and safe workplaces. At this level
you know that legislation, regulations, standards and policy affecting your workplace health and safety
practices, and you may be able to connect which legislation relates directly to which practice. Every staff
member should contribute to creating a climate of safety within the organization, however HR Professionals
must intimately know both the policies affecting workplace health and safety, and the roles and
responsibilities for the employer, managers and employees.
You are conscious there are workplace health and safety training programs and that standards are set and
maintained through staff training. You have some experience of the variety of workplace health and safety
risks and you can recognize most of them. You also likely know of periodic health and safety audits to identify
issues in the work environment. Reporting plays an important part in the risk identification process. You are
aware the organization undertakes the required reporting on risk identification and at this level you have
participated in the reporting process yourself.
A disability management program is essential to support employees requiring workplace accommodations
and modifications. Implementing such a program acknowledges the value of all employees in the organization
and while you have some familiarity with this, you may have only just become involved in developing disability
management programs yourself. Similarly, while you can address the environmental or well-being benefits,
your next challenge may be to develop employee wellness programs or to create mechanisms to enable
employees to share their environmental concerns. While you know some employees experience different
levels of stress, your appreciation of the impact of mental health and psychological well-being on job
performance is growing. Your next step could be to participate in devising and/or deploying a workplace
mental health program under the guidance of a mentor.
9. HUMAN RESOURCES METRICS, REPORTING
AND FINANCIAL MANAGEMENT
A cluster of competencies related to the ability to collect, manage, and synthesize information relevant to the
management of human resources and the ability to incorporate financial analysis in the making of decisions
about HR investments.This functional competence explores the following underlying competencies:
Informed business decisions
Human resources audits
Human resources information systems
Human resources information
Human capital investments
Your Result
In this step you assessed yourself at the Intermediate knowledge, intermittent practice level. Your expected competency level
As HR Professionals it is our responsibility to collect, manage and synthesize information relevant to HR
management and to incorporate financial analysis in making decisions about HR investments. The HR
strategy should always support organizational strategies and there will be times when the HR strategy is
impacted by financial and operational issues. You know that organizations maintain financial records and
employee compensation is a cost that needs to be tracked and reported on, and at this level it is likely that
you have some practice in doing so.
While you know organizations make strategic choices that influence the
scale and design of the organization – your next challenge is to gain mentoring on how to develop strategic
performance tools (e.g. balanced scorecards). You know that functions are reviewed and audited regularly
and that independent audits provide feedback for managers on what is working well, as well as the
opportunities for improvement and your next step may be to develop an understanding of audit programs that
demonstrate how HR services contribute to organizational objectives.
You appreciate that information systems can help improve HR service delivery and better inform decision-
making. Likewise, you are conscious of how the quality and quantity of information directly affects data
quality, and ultimately, the decision-making processes. Your next challenge may be to conduct analysis of HR
data to measure progress towards organizational objectives and inform the decision-making process.
Similarly, at this point you are commencing the process to design inputs for the HR information systems at
your organization.
At this level, you are know that organizations monitor actual costs against budgeted costs and that human
resources costs need to be tracked and reported on; and you have now been introduced to the key
performance indicators for measuring the effectiveness of investments in human capital. Furthermore,
monitoring actual against budgeted costs for reporting on and analyzing to measure the effectiveness of the
human capital investment is important benchmarking and likely to be an ongoing part of your developmental
path.
Prepared for
AYA MAHMOOD YOUNUS personal banking associate
sheridan college
Date: February 28th, 2022
YOUR CONTINUING PROFESSIONAL DEVELOPMENT PLAN
Introduction
The recommendations provided below are based on your self-assessment. From the 150 plus programs
offered by HRPA we have chosen a handful especially for you. They are prioritized according to the areas
that you rated yourself the lowest on, i.e. beginner (highest priority), intermediate (next priority) and so on.
This summary is to be used as a guide only.
As you consider this report it is important that you think about the immediate priorities in the context of your
current role. Next, discuss this with your manager (as appropriate), as there may be changes on the horizon
that you could prepare yourself for. It is important however that you are equipped to conduct all steps of the
process as future change in strategy or succession planning may call for expertise across all competencies.
PROFESSIONAL DEVELOPMENT PASSPORT
Invest in your career with HRPA’s PD Passport and save up to 30% on
Continuing Professional Development. That’s up to 30% discount on a full
year of training (Retail value $2,350). Upon purchase, a personal discount
code will be emailed to you to use when registering for your choice of
professional development. Some exceptions apply. Passport is valid for 12
months from the date of purchase.
FEATURES
Pay only once for a year’s worth of HRPA Professional Development
Up to 30% Professional Development savings with PD Passport
discounts
Choose any combination of HRPA seminars, workshops, conferences,
certificate programs or webinars
Plan your Continuing Professional Development in advance (meaning
you only need one-time training approval from your manager!).
CERTIFICATION PROGRAMS
RECOMMENDATION 1 >
The HR Business Partner Certificate – Toronto
In this certificate program, attendees will learn a practical HR Business Partner framework, the development strategy to prepare for – and grow inside – the role, and the HRBP “Enabling Skillsets” that encompass the business partner’s day-to-day skills: coaching, facilitation and consulting methodologies; organizational design and development principles; and talent pl …
>>CLICK HERE TO DISCOVER MORE
RECOMMENDATION 2 >
The HR Business Partner Certificate
In this certificate program, attendees will learn a practical HR Business Partner framework, the development strategy to prepare for – and grow inside – the role, and the HRBP “Enabling Skillsets” that encompass the business partner’s day-to-day skills: coaching, facilitation and consulting methodologies; organizational design and development principles; and talent planning.
The Enabling Skillse …
>>CLICK HERE TO DISCOVER MORE
RECOMMENDATION 3 >
Canadian Pensions Certificate Program
In this certificate course, master one of the most important elements of employee compensation, and learn how to make your firm’s programs as efficient as possible. This is an invaluable opportunity to further your career and enhance your company’s effectiveness by becoming an expert in the area of pension and retirement savings.
>>CLICK HERE TO DISCOVER MORE
RECOMMENDATION 4 >
Canadian Benefits Program Certificate
Gain a Clear Understanding of Canadian Group Benefits.
Group Benefits form an important part of an employee’s compensation program and play a valuable role in attracting and retaining key talent.
Now you can get a comprehensive overview of benefit programs in Canada with this course.