This model emphasizes that 70% of learning occurs through experiential, on-the-job experiences, 20% through social learning and collaboration. The HR Competency Mappings presented here are designed to support this vision by providing illustrative examples of how experiential learning modalities—such as job shadowing, rotational assignments, action learning projects, mentorships, and peer coaching circles—can be aligned with the technical competencies required for HR practitioners in the Jamaican public service. These mappings serve as a practical tool to assist in the creation of Individual Development Plans (IDPs) that are both effective and aligned with organizational goals.
A comprehensive overview of a menu of options for the Government of Jamaica’s experiential learning initiatives, aligned with the HRM&D competency framework. It outlines six experiential learning opportunities designed to develop critical skills and competencies across various levels of proficiency. These include:
1. Strategic Assignment Programmes: Focused on real-world problem-solving, these assignments target specific HR challenges, such as workforce cost management or digital transformation, to build strategic capabilities. Temporary or “stretch” assignments directly embed practitioners in new environments or on key transformation projects.
2. Rotational Placement Initiatives: Designed to provide cross-functional exposure, these placements help participants understand the interconnectedness of HR functions, with tailored tracks for foundational and intermediate-level practitioners. Planned multi-month secondments across different HR specialisms, ministries, or public sector agencies. Each placement aligns with a structured competency plan and yields practical artefacts or outcomes.
3. Action Learning Projects: These projects emphasize collaborative problem-solving and innovation, enabling participants to address complex organisational challenges while developing strategic and leadership skills. Cross-functional teams tackle a real business challenge linked to competencies from the framework.
It is important to note that these competency mappings are not intended to be prescriptive or rigid. Instead, they are a flexible framework that can be adapted to meet the unique needs of each HR practitioner.
1. Specificity: Each experiential learning modality is paired with concrete, real-world activities that directly align with the technical competency and proficiency level.
2. Progression: Activities are tailored to the skill level of the practitioner, ensuring a clear pathway from foundational to expert proficiency.
3. Alignment: Recommendations are designed to meet the performance standards outlined in the updated GoJ HRM&D competency model.
Assist in data collection and entry for workforce analysis.
Lead the development of a workforce plan for a small department, focusing on aligning resources with organizational needs.
Take ownership of a workforce optimization project, including forecasting, gap analysis, and resource allocation.
Design and implement a government-wide workforce strategy, integrating predictive analytics and succession planning.
