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COMPETENCY GUIDE

COMPETENCY GUIDEFOR CHRP AND CIRCTHREE KEY COMPONENTS THAT WORK TOGETHER SYNERGISTICALLY :ETHICSCOMPREHENSIVE VISIONRELATIONALINTELLIGENCEDIGITALLITER ACYCONTINUOUSLEARNINGINFLUENCEPROJECTMAN AGEMENTANALYSISAND SYNTHESISCOMMUNICATIONAGILITYGUIDANCEBUS INESSACUMENGENERAL COMPETENCIESINNOVATIONTECHNOLOGYCOMPETEN CYDEVELOPMENT ANDSUCCESSION PLANNINGTOTAL COMPENSATION AND MOBILITYORGANIZATIONAL DEVELOPMENTOCCUPATIONALHEALTH, SAFETYAND WELLNESSHEALTH ANDORGANIZATIONALRELATIONSHIPSSTRATEGICD EVELOPMENTOF ORGANIZATIONSINTEGRATED TALENT MANAGEMENTLABOURRELATIONSTEAMWORKSTAFFIN GPROFESSIONAL FIELDS OF COMPETENCYLANGUAGELEVEL OF COMPETITION UNION PRESENCECOLLECTIVEAGREEMENTSDECISION-MAK ING PROCESSSPEED OFINNOVATIONSECTORORGANIZATION S MARKET PHASEBUSINESS UNITS INTHE ORGANIZATION ORGANIZATION STERRITORY OF ACTIVITY SIZE OFORGANIZATIONAGE OFORGANIZATIONORGANIZATION TYPE/LEGAL STRUCTUREREGULATION TYPEINFLUENCE OFEXTERNAL POLICY SUSTAINABLEDEVELOPMENT TECHNOLOGYIN ORGANIZATION TECHNOLOGY IN YOUR PROFESSIONAL ROLE ROLE AS HR/IRPROFESSIONALSIZE OFHR/IR TEAMMEDIAEXPOSUREOHS RISK LEVELPSYCHOSOCIAL RISK LEVEL DIVERSITYCONTEXT OF PRACTICE- 2 - THREE KEY COMPONENTS 2 PRESENTATION 45 DEFINITION OF COMPETENCY 6 MULTI-LEVEL

The objective of the Guide is to redefine the HR/IR profession today and in the future through competencies, in the context of organizational transformation. The Guide is divided into three major sections, which work in synergy: • General competencies • Professional fields of competency (grouped in families) • Context of practice

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