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Functional Areas:

1. Organisation Development and Human Resource Strategy

QF Level
  Code Name Credit
Level 1
Level 2
Level 3
Level 4
106917L4 Organise and carry out ongoing programmes that demonstrate the linkage between organisational culture and core values 5
Level 5
106905L5 Develop human resource (HR) related analysis to support organisational strategy development 5
106907L5 Implement the organisation’s strategic plan in the human resource (HR) context 5
106911L5 Obtain acceptance and support from major stakeholders in the human resource (HR) strategy development process 5
106912L5 Promote and support corporate governance initiatives 5
106916L5 Promote the organisation’s vision, mission, core values (VMV) and behavioural expectations 5
106921L5 Identify and translate competitive advantages of the organisation to core competencies 5
106922L5 Identify competency gaps and recommend solutions to improve organisational performance 5
106924L5 Identify major stakeholders and assess their change readiness 5
106925L5 Identify change champions to implement change 5
106926L5 Articulate the business case or reasons for change 5
106927L5 Facilitate change and deal with resistance to change 5
Level 6
106908L6 Determine impact of the organisation’s strategic plan on human capital 6
106913L6 Translate human resource (HR) strategies into operational systems and procedures 6
106914L6 Design metrics to measure the effectiveness of human resource (HR) strategies 6
106915L6 Facilitate development of the organisation’s vision, mission, core values (VMV) and behavioural expectations 6
106918L6 Align the organisation’s vision, mission, core values (VMV) and behavioural expectations 5
106919L6 Investigate and devise drivers of organisational effectiveness 6
106920L6 Design organisation development (OD) interventions, programmes and processes to address business needs 6
106923L6 Design change objectives and management plan 6
106928L6 Evaluate effectiveness of change initiatives 5
Level 7
106904L7 Establish and lead the human resource (HR) agenda in the organisation’s strategic planning 7
106906L7 Be a strategic business partner and key member of the board of directors or top management team 7
106909L7 Forecast human capital needs with a good understanding of socioeconomic trends and the organisation’s strategies 7
106910L7 Formulate and align human resource (HR) strategies with the organisation’s strategic plan 7

2. Workforce Planning and Resourcing

QF Level
  Code Name Credit
Level 1
Level 2
106953L2 Schedule interviews with applicants 2
106954L2 Handle and file information of the unsuccessful applicants 2
Level 3
106934L3 Assist in maintaining expenses details of employee cost and recruitment budget 3
106956L3 Contact relevant departments to prepare necessary resources for new employees 3
Level 4
106932L4 Complete employee cost and recruitment budget for functional expenses 4
106933L4 Compile valid job specifications and descriptions 4
106940L4 Search for recruitment channels suitable for the specific operating markets 4
106943L4 Complete recruitment content details and deploy the identified recruitment channels and methods 4
106945L4 Monitor recruitment budget 4
106947L4 Check candidate’s background and experience against job requirements through initial screening 4
106949L4 Interview candidates for junior positions 5
106952L4 Make an employment offer to the successful candidate 4
106957L4 Organise and carry out induction and orientation programme 5
106961L4 Organise appropriate events or produce communication tools to promote the organisation 4
Level 5
106929L5 Analyse current resource level and anticipate future skills demand and potential attrition 5
106931L5 Validate headcount levels and skills requirements 5
106935L5 Validate effectiveness of workforce planning and strategy, and monitor expenditure against budget 5
106936L5 Develop recruitment policy and procedures 5
106937L5 Develop recruitment process 5
106938L5 Develop policy to facilitate internal employee mobility 5
106939L5 Validate effectiveness of recruitment policy and procedures 5
106941L5 Select recruitment agencies / vendors 5
106942L5 Negotiate service terms and conditions with recruitment agencies / vendors and conduct regular review on their performance 6
106944L5 Validate effectiveness of the existing recruitment channels and methods 5
106946L5 Align with and provide training and support to the hiring manager on hiring and selection process 6
106948L5 Interview candidates for senior positions 6
106950L5 Select and apply appropriate assessment tools 5
106951L5 Implement approval process before making employment offer 5
106955L5 Develop onboarding process and procedures 5
106958L5 Advocate the organisation's core values with positive employee experience 5
106962L5 Manage the recruitment process to ensure positive candidate experience is provided 5
Level 6
106930L6 Design resourcing strategy and plan 6
106959L6 Develop employee value proposition and design employer branding strategy 6
106960L6 Design policies, channels and activities to facilitate internal and external communications 6
Level 7

3. Reward Management

QF Level
  Code Name Credit
Level 1
Level 2
Level 3
106982L3 Assist in maintaining an updated payroll and benefits system 3
Level 4
106972L4 Coordinate market benchmarking survey 4
106974L4 Ensure legal and regulatory compliance of compensation scheme 4
106979L4 Ensure legal compliance and related tax treatment 4
106986L4 Implement the communication plan on change of reward policy, procedures and practices 4
106990L4 Liaise with experts to minimise risk exposure of the organisation and the assignee 4
106991L4 Provide assistance and support to assignee (and family) 4
Level 5
106966L5 Develop and manage a compensation and benefits budget 5
106968L5 Conduct job evaluation and analysis 5
106971L5 Conduct periodic pay and grading review exercise 5
106975L5 Select compensation and benefits (C&B) vendor and manage vendor relationship 5
106976L5 Articulate the adopted compensation scheme with stakeholders and manage their expectations 5
106977L5 Develop and manage payroll process 5
106978L5 Define the coverage of benefit scheme 5
106980L5 Select payroll vendor and manage vendor relationship 5
106981L5 Articulate the adopted benefit scheme with stakeholders and manage their expectations 5
106983L5 Facilitate and manage the pay review exercise 5
106984L5 Validate effectiveness of the application and impact of pay-for-performance process and system 5
106985L5 Develop a communication plan on change of reward policy, procedures and practices 5
106987L5 Conduct benefit review exercise 5
106988L5 Develop and manage international assignment programme 5
106989L5 Select vendor for regional / international mobility and manage vendor relationship 5
Level 6
106965L6 Design reward policy, procedures and practices, and develop reward system 6
106967L6 Evaluate competitiveness and effectiveness of reward system 6
106969L6 Design job / pay grade structure 6
106970L6 Design base pay structure 6
106973L6 Design compensation scheme 6
Level 7
106963L7 Formulate reward strategy in alignment with the organisational strategic objectives and human resource (HR) strategies 7
106964L7 Formulate a reward philosophy as guiding principles 7

4. Talent Management

QF Level
  Code Name Credit
Level 1
Level 2
Level 3
107012L3 Assist in organising learning and development (L&D) programmes 3
107013L3 Assist in maintaining updated records of learning and development (L&D) programmes 3
Level 4
107004L4 Provide assistance to target individuals in constructing their individual development plans (IDPs) 4
107010L4 Organise and / or deliver learning and development (L&D) programmes 5
107011L4 Monitor employee development plan and make necessary adjustments 4
107017L4 Monitor the communication process of performance feedback to employees 4
Level 5
106994L5 Conduct talent reviews to establish human capital inventory 5
106995L5 Identify the organisational capacity gaps 5
106996L5 Analyse business impact or return on investment (ROI) of the talent management and development strategy 5
106998L5 Select potential successors and assist them in developing individual development plan (IDP) consistent with succession roles 5
106999L5 Identify development programmes to support potential successors for continuous learning 5
107001L5 Develop a regular talent review exercise and revise the succession plan 5
107003L5 Identify target individuals for leadership development 5
107005L5 Develop and / or conduct leadership training and other relevant activities to support target individuals' continuous learning 6
107008L5 Conduct training needs analysis 5
107009L5 Develop learning and development (L&D) programmes 5
107016L5 Develop performance assessment tools 5
107018L5 Conduct calibration of the performance scores distribution, and facilitate development discussion and decision 5
107019L5 Identify performance gaps and development needs for individual career progression and organisation’s human capital inventory 5
Level 6
106993L6 Design talent management and development policy and process 6
106997L6 Determine key roles for succession planning and the required competencies 6
107000L6 Evaluate effectiveness of the development activities for the potential successors 5
107002L6 Design leadership competencies and intervention tools 6
107006L6 Evaluate effectiveness of leadership development interventions, and update individual development plans (IDPs) 5
107007L6 Design learning and development (L&D) policy and procedures 6
107014L6 Evaluate effectiveness of learning and development (L&D) interventions 5
107015L6 Design performance management policy, procedures and system 6
Level 7
106922L7 Formulate talent management and development strategy 7

5. Human Resource Policies and Processes

QF Level
  Code Name Credit
Level 1
Level 2
107030L2 Record and file change history 2
107044L2 Handle human resource (HR) data and file HR records 2
Level 3
107028L3 Check and update information on a regular basis 3
107043L3 Assist in ensuring data protection, control and compliance on the release of personal data 3
107045L3 Obtain full understanding of capabilities, functions and applications of Human Resource Management System (HRMS) and / or Human Resource Information System (HRIS) used in the organisation 4
Level 4
107022L4 Communicate human resource (HR) policies and procedures 4
107023L4 Maintain workflows and processes 4
107024L4 Complete and update human resource (HR) policy related communication materials 4
107029L4   4
107029L4 Arrange system handover, communicate important and necessary information to vendor and monitor vendor in an effective manner 4
107035L4 Ensure data security throughout the organisation and maintain the system 4
107038L4 Provide effective support on system maintenance in the human resource (HR) context 4
107029L4   4
107040L4 Carry out regular data quality assurance to ensure data accuracy 4
107046L4 Measure user experience and improve efficacy of Human Resource Management System (HRMS) and / or Human Resource Information System (HRIS) to end-user 4
107047L4 Adopt tools to help employees handle job related tasks 4
107048L4 Provide training to all employees on new features and functions of Human Resource Management System (HRMS) and / or Human Resource Information System (HRIS) 5
107052L4 Provide accurate and ongoing update of human resource (HR) metrics to management 4
107053L4 Measure and report human resource (HR) impact on business performance 4
Level 5
107020L5 Conduct cost analysis and set up budget of human resource (HR) operations 5
107025L5 Develop and review structure and responsibilities of human resource (HR) operations and services 5
107026L5 Develop required human resource (HR) capabilities, validate effectiveness and efficiency of HR operations and service delivery 5
107027L5 Develop improvement solutions for human resource (HR) operations and service delivery 5
107031L5 Select vendor for human resource (HR) operations and manage vendor relationship 5
107032L5 Define requirements of the system and select appropriate hardware and software 5
107033L5 Develop and implement project plan with timeline and resources 5
107034L5 Set up contingency plan and manage system integration and data migration 5
107036L5 Validate effectiveness and efficiency of the system 5
107037L5 Select system vendor and manage vendor relationship 5
107039L5 Revise the system to address changes in internal / external environment 5
107042L5 Consult and incorporate internal / external legal advice when changing human resource (HR) policies, procedures and operations 5
107049L5 Identify improvement opportunities brought by new information technology and human resource (HR) solutions 5
107050L5 Identify key factors that drive employee productivity and configure them into human resource (HR) systems 5
107051L5 Deploy predictive analytics to reduce attrition and optimise employee performance 5
Level 6
107021L6 Design human resource (HR) policies and procedures in line with stakeholders’ needs 6
107041L6 Evaluate effectiveness of human resource (HR) policies, procedures, operations and systems 5
Level 7

6. Compliance and Risk Management

QF Level
  Code Name Credit
Level 1
Level 2
107087L2 Keeping inventory of personal protective devices and safety equipment 2
Level 3
107054L3 Keep abreast of knowledge of employment related ordinances 6
107067L3 Assist in organising employee activities 3
107068L3 Assist in monitoring the process of employee separation 3
107069L3 Conduct employee separation 3
107084L3 Contact different departments to carry out occupational safety and health (OSH) educational programmes 3
Level 4
107055L4 Ensure all human resource (HR) policies, procedures and practices are in compliance with regulatory requirements 4
107057L4 Ensure employee understanding and commitment to human resource (HR) compliance 4
107059L4 Monitor non-compliance cases and provide support to any proceedings 4
107062L4 Maintain effective employee communication within the organisation 4
107066L4 Monitor the process of employee separation 4
107071L4 Maintain open communication with union and / or employee representatives 4
107074L4 Liaise with managers to resolve industrial relations issues 4
107075L4 Keep abreast of employment market trend and issues that affect employment 4
107077L4 Carry out necessary actions to mitigate or reduce people risks 4
107078L4 Complete and communicate business continuity plan (BCP) to maintain smooth HR related operation 4
107082L4 Liaise with different departments to promote the contributions of occupational safety and health (OSH) to business success 4
107083L4 Liaise with different departments to set and fulfil occupational safety and health (OSH) performance targets and indicators 4
Level 5
107056L5 Ensure senior management understands and commits to human resource (HR) compliance 5
107058L5 Develop procedures to detect and manage non-compliance cases 5
107061L5 Develop policies and procedures to handle disciplinary and grievance cases 5
107063L5 Provide training and support to managers in handling employee personal and performance issues 6
107064L5 Promote amicable working relationship in the workforce and resolve workplace conflicts effectively 5
107065L5 Develop policies and procedures to manage employee separations 5
107072L5 Conduct consultations and bargaining negotiations with union and / or external parties 5
107073L5 Develop policies and procedures to handle labour disputes, investigate employee grievance cases and resolve workplace conflicts 5
107076L5 Identify critical risks which affect business development continuity and people risk profile 5
107079L5 Validate and revise business continuity plan (BCP) periodically 5
1070858L5 Implement hazard identification, evaluation and risk management measures 5
Level 6
107060L6 Design employee relations policies, procedures and measures 6
107070L6 Design strategy, principles and policies in managing industrial relations 6
107080L6 Evaluate organisational or key business risks of human resource (HR) functions 5
107081L6 Design occupational safety and health (OSH) strategies and policies 6
107086L6 Evaluate effectiveness of occupational safety and health (OSH) strategies and policies 5
Level 7

7. Employee Engagement

QF Level
  Code Name Credit
Level 1
Level 2
Level 3
107089L3 Assist in organising employee communication activities 3
107105L3 Assist in organising employee wellness and work-life balance initiatives 3
107109L3 Assist in forming volunteer teams to promote and implement corporate social responsibility (CSR) initiatives 3
Level 4
107091L4 Search for smart and creative tools for employee communication 4
107093L4 Measure employee engagement level 4
107099L4 Communicate the policies and practices to maintain equal opportunities and diversity 4
107104L4 Organise health education activities related to employee wellness 4
107110L4 Liaise with other organisations to carry out corporate social responsibility (CSR) initiatives 4
Level 5
107088L5 Promote an effective and open communication culture 5
107090L5 Act as internal public relations (PR) to increase effectiveness of employee communication 5
107094L5 Identify key drivers of employee engagement 5
107095L5 Develop and manage organisational and departmental action plans for employee engagement 5
107097L5 Develop a work environment to promote equal opportunities and diversity 5
107100L5 Coach managers in delivery of equal opportunities and diversity practices 6
107102L5 Identify and prioritise different employee wellness initiatives 5
107108L5 Ensure major stakeholders’ support in corporate social responsibility (CSR) initiatives 5
Level 6
107092L6 Evaluate effectiveness of employee communication strategy 5
107096L6 Evaluate effectiveness of employee engagement initiatives 5
107098L6 Design policies and procedures to uphold equal opportunities and embrace diversity 6
107101L6 Evaluate effectiveness of policies and procedures of equal opportunities and diversity 5
107103L6 Design policies to nurture employee wellness and work-life balance 6
107106L6 Evaluate effectiveness of employee wellness and work-life balance initiatives 5
107107L6 Design corporate social responsibility (CSR) strategy and policies 6
107111L6 Evaluate effectiveness of corporate social responsibility (CSR) initiatives 5
Level 7
Note:
  1. The SCSs have been moderated by the Hong Kong Council for Accreditation of Academic and Vocational Qualifications (HKCAAVQ) to ensure consistency of QF level across industries.
  2. The contents of all SCSs will be updated regularly.
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