5 Steps to building frame capacity hr (standard template 2025)

An obvious fact is, the system possesses modern software is not synonymous with efficient operation, if the operation is not enough capacity to deploy, maintain, process standard. So, the construction of frame capacity hr no longer is the theory academy, which is an essential part in the process standardized – automation – optimization.

This article will help you learn in depth about the concept, why frame this capacity should be standardized in the commissioning of how to implement the actual system matching process of LV-DX Dynamic Workflow.

1. Frame capacity hr manager, what is?

Concepts in conversion of

Ongoing business processes number of role hr is no longer merely “administrative” which evolved into “strategy,” “digital”. Therefore, the frame capacity hr should also be designed to:

• Combining management capability tradition, technology
• Closely linked with the management system process number
• Standardized behavioral skills, to synchronize the entire operation personnel

Distinguished professional capacity, behavior, digitized

The separate clearly the team in this capacity to help businesses easily digitize the evaluation criteria, in particular when using the system process number – where the frame capacity can be attached to a threaded browser process, scoring, performance, or roadmap automatic training.

2. How to build the frame capacity hr pattern-matching operator number

Build competency framework for hr in the context of operation of not only the listed skills or ask for general terms, which is the process of standardized comprehensive roles, behaviors, skills, ability to interact with the system of culture. Frame capacity must be guaranteed to be two main factors:

• Practicality: in accordance with the strategic direction, organizational model specific.
• Integrated: can connect, compatible with the management system of existing or are deployed.

Here are 5 detailed steps to help business build a competency framework complete for hr:

Step 1: analysis, strategy, business models, operating

Before going into specific capacity, enterprises need to determine:

• Strategic objectives 1-3 years what is next? (extended, streamlined conversion of comprehensive, or increase the performance, internal?)
• Corporate culture now on the transition number?
• The scale, organization structure, current: number of personnel, the manager, the model operated centralized or decentralized?
• Hr processes are digitized, what is? (for example: recruitment, training, timekeeping, payroll, reviews, vacation, work...)

From here, the business can visualize the role of hr is not just manage people, but also the coordination – integrated – deploy the system, the number of goods in the internal.

Step 2: Identify the core competencies

Frame capacity hr should be divided into the competencies the following:

• Capacity for strategic thinking
  • Ability to analyze strategic personnel associated with your business goals
  • Recognize hr trends, data operator
  • Built-oriented personnel in accordance with the conversion of
• Professional competence of personnel
  • Understand and apply labor laws
  • Design policy salary – bonus – benefits
  • Construction development roadmap, retain talent
• Capacity behavior, leadership
  • Admin emotions, inspire
  • To communicate effectively, persuade superiors, lead your subordinates
  • Skills coaching, mentoring, internal
• Technology capacity, digitization processes
  • Understand the principles of construction system of personnel number
  • Capable of operating software, HRM, process automation, e-learning platform, dashboard KPI...
  • Understanding of data management, information security personnel
• Cultural competence, professional ethics
  • Make the right ethical standards in human resource management
  • Management-employee relationship transparent, fair
  • Is the spread of cultural institutions in an active way

Each group capacity should be presented in a table with name, capacity – description – acts evidence – assessment tool.

Step 3: build scale, ability levels

Frame capacity doesn't just stop at “yes or no”, which should split level developers to be able to assess, track progress. A common pattern is divided into 4 levels:

Step 4: Attach the power on each of the actual process

This step is important to help frame capacity hr does not only lie on paper that can be applied to operating procedures. Suggestions the steps taken:

• Make a list of the processes HR core: for example, recruit, onboard, timekeeping, reviews KPI, the holiday.
• Mark the position of head of HR at each process: they are responsible for what, approval, what control point.
• Mounting criteria capacity corresponding to each action step – EX: to be assigned the right to approve new wage system, the HR Manager must achieve level 3 in capacity “design welfare policies”.

This helps businesses build process according to the degree of capacity, not according to the title – create background for transparency, fairness in internal administration.

Step 5: Evaluation, training, periodic updates

Finally, the competency framework has meaning only if is rate – tracking – updates periodically. Hint deployment:

• Rated capacity every 6 months or 1 year: may through 360 degree assessment, palette, dot, reviews the results of work...
• Build roadmap training based on competency gaps: if a HR Manager only at level 2 in capacity “analysis of hr data”, then the need to have specific academic programs to reach level 3.
• Re-frame design capacity when business transfer phase: for example, from the company's traditional manufacturing to operate according to the model of comprehensive.

3. Detailed analysis of the competencies in the competency framework hr

Frame capacity of the Head of the Personnel department not only is the job description expand, which is a map of strategies to define, measure, develop effective leadership personnel in the business. Below is the group's core competencies, which are divided according to 4 main pattern matching operator number:

Team leadership, strategic thinking

This is the group capacity platform, demonstrating leadership role of hr manager in linking human resource strategy with business goals.

• Systems thinking, strategic thinking: ability to learn in depth about the relationship between the departments, processes, high-level strategic to planning, hr policies accordingly. In business operation number, this is especially important to connect the HR data to operate the entire system.
• Ability to make decisions on data platform (data-driven decision making): can use the report to the dashboard analysis to make the book timely, instead of relying on feelings or past experiences.
• Skills, inspire, lead change: Not only admin, but also must be motivated to help employees adapt to the change from shipping change number.

According to a survey by Deloitte 2024, 78% of businesses fail in the number conversion due to lack of leadership strategies from the hr department.

Group capacity, operation, organization resources

In the operating environment of personnel not only people management, but also to master the workflow (workflow), data, and technology support personnel.

• Design, optimization processes, human resources (HR Process Design): Know how to digitize the recruitment process – training – evaluation – reward. At the same time monitor the performance metrics of human resources (HR KPIs).
• Effective management of the organization (Organizational Effectiveness): ability to determine the point of congestion, organization, coordination improvements related departments, use digital tools to track productivity team.
• Capacity, budget management, personnel according to the plan flexible (Agile HR Budgeting): Instead of forecasting personnel on a quarterly basis or year, can be allocated quickly according to market volatility – which platform operator number allows to control in real time.

Group technology capacity, data analysis

This is a group of new capacity be put into the frame capacity of resources, modern, meet the requirements of a role the hr manager.

• Understanding, using HR tools Tech: Have the ability to implement or monitor the operating software personnel management (HRIS), recruitment tool automatically assess employee competencies through digital platforms.
• Data analysis hr (People Analytics): Know how to read, presentation, data mining personnel (churn rate, duration, recruitment, only the number of mounts...). Can convert data into insight to help improve operational processes.
• Security, compliance, data: In the context of hr data is stored, analyzed on the cloud system, the hr manager needs to understand about information security, regulation GDPR Law, network Security...

A report from McKinsey 2023 shows the company has HR data analysis good increase in effective recruitment, retention, hr higher than 15% compared with the general population.

Group capacity soft behave organization

Although the frame technical capacity, digitization, but the human factor, the ability to connect, as still as the last column to frame the capacity to promote efficiency.

• The ability to listen, resolve the conflict: During the period of culture, the conflict between the generations, between people, technology is very easy to arise.
• Skills construction corporate culture of: Know how to lead the cultural flexible, transparent, connecting – especially with the team work remotely dispersed.
• Thinking internal services (Internal Customer Thinking): Watch the other parts are “customers” to serve, companion, instead of control.

4. Why need to build a competency framework for hr staff in operating number?

Hr middle – chain key-in switch number

According to the report of McKinsey (2023), with up to 74% conversion project of failure in part or in whole due to lack of capacity to operate at a middle management level. In it, hr is one location can influence depth to the entire transformation journey:

• Impart strategy from leadership to staff
• Deployment of training programs, recruitment, evaluation
• Lead the change on culture, systems, work habits

If you don't have a frame, capacity, clear, standardized activities on susceptible feelings, lack of system, which leads to interrupted flow operation number.

Attached capacity with process number – conditions need to automate success

In the system LV-DX Dynamic Workflow, every process from recruitment, evaluation KPI approval, salary bonus can all be automated. However, to operate the process, the hr manager needs to reach the standard of:

• Understanding the process flow
• Manage hr data accuracy
• Feedback, handle the situation of goods in a consistent way

The lack of capacity in sync with the process number will make the system even though modern is also “tighten bottleneck” at the human. Therefore, frame construction, capacity resources, not only are hr solutions, which is part of architecture operating system number.

Capacity to process efficiency

Once the frame capacity of resources, well-designed, businesses can:

• Standardized recruitment: based on specific capacity, not according to the sense
• Automation rating: mounted criteria capacity into the system KPI internal
• Increase the possibility of cloning: when expanding branches, or implement new processes

5. Practical examples from the business has developed

Case Study: ABC corporation Logistics – frame construction, capacity resources, in the process of conversion of

Context of business

• ABC Logistics is one of the logistics company, leading in Vietnam, with a scale of nearly 2,000 personnel, the system branches across the country.
• In the year 2023, the leadership decided to implement the conversion of the operating system, starting from the block support, including hr, finance, operate warehouses.
• Our team of personnel having more difficulty in adapting to the system administrator new (ERP integrated module HR, timekeeping – KPI – training – performance rating).

Problem sets

• Hr traditional just about business administration, recruitment, lack of capacity, data analysis, process design, digital, capacity to accompany organizational change.
• Therefore, the company should frame construction, new capacity for the position of head of hr fit models operate numbers.

Solution deployment

• Rebuilt frame capacity HRM Manager based on 3 main power:
  • Core competencies: strategic thinking, ability to adapt to change, thinking of (digital mindset).
  • Professional competence: understanding of HRM in modern software application, HR Tech, data analysis, hr.
  • Leadership and collaboration: internal communications, coaching, team lead conversion numbers.
• Perform reviews current capability of hr:
  • Use pattern 360 degree assessment + test capacity digitization (digital readiness assessment).
  • Results: head of HR reached only 45% of the criteria in the group capacity of capacity to analyze data.
• Plan refresher, standardized capacity:
  • Sent to study short-term courses on “HR Analytics and change Management in the digital era”.
  • Apply mentoring from the director of operations and IT in the project to digitize internal.
• Applied testing, competency framework hr new in system performance management:
  • Head of HR was assessed according to the KPI associated with new capacity: % process improvement, HR % automation stitching onboarding – assessment – training.
  • After 6 months: process Onboarding automation reaches 90%, the system performance evaluation OKR is widely applied throughout the company.

Results achieved after 1 year

• Capacity head of HR upgrade pronounced rated 4.2/5 in the internal survey.
• Hr become the “partner switching” instead of just administrative department.
• Enterprise enterprise wide frame, this capacity at the level deputy hr professionals.

Lessons learned

• In the process of digitizing operator competency framework of the hr manager needs shifting power of technology, data, and lead change.
• The applied model assessment – training & development, competency framework associated with KPI specific help, head of HR not only capacity but also prove of practical value in the switch number.

6. Benefits when integrated competency framework hr in the process of

With LV-DX Dynamic Workflowbusinesses can set the frame capacity as a “backbone” operation, integrated straight into the process, help digitize personnel in a systematic way, effective.

7. FAQ – answers to frequently asked questions

Question 1. Any business should build competency framework for hr manager?
➡ Any business with 50 hr and above, or deployment process of all need to have frame capacities to ensure the operator is not dependent on the personal computer.

Question 2. Competency framework should be updated soon once?
➡ At least 1 time/year, or when business change, strategy, restructuring, or update the system processes a new number.

Question 3. Can use frame capacity international applied in Vietnam?
➡ Can refer to, but it should be localized to fit the culture, laws, context enterprise.

Question 4. Can be integrated competency framework to software management not?
➡ Entirely possible. Platform LV-DX Dynamic Workflow allows for the definition of ability levels, assigned to process, track the development progress according to each individual.

In the era of business not just software, but need a system running is – right people – right – right on target, then frame capacity hr the main step is the foundation. Remember: technology is the tool, the human person is the operator. And to operate successfully, level team as head of HR should be standardized on capacity – from strategic thinking, expertise, to potential technological applications.

If your business is in, or about to deploy the solution process of LV-DX Dynamic Workflow, don't ignore the frame construction personnel capacity as a part of architecture operate overall.

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