Public Sector Learning
and Development Portal

CORE
COMPETENCIES
PROFESSIONAL PATHWAYS / TECHNICAL COMPETENCIES
CORE VALUES
GOJ
Competency
Model
HR Technology and Analytics

Managing HR technology solutions to enhance efficiency and innovation. This includes selecting, integrating, and overseeing systems to support digital transformation and improve operational effectiveness.

Sub-competencies

Behavioural Competencies

Return to Clusters
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Technical Competency: HR Technology and Analytics
Professional Descriptors for HR Technology and Analytics
Foundational

Responsibilities and Expertise

Demonstrate a basic understanding of HR technology systems and data handling principles. They focus on data entry, basic reporting, and system navigation while adhering to security protocols.

Sample Job Roles

Assistant HR Information Systems Officer.

Qualifications and/or Certification

  • Associate degree in HRM, Business Administration or a related field
  • 0-1 year of experience
  • Bachelor’s Degree in HRM, Business Administration, Public Administration, Psychology, or a related field

Responsibilities and Expertise

Independently manage HR technology operations, including system configurations and basic analytics. They design reports, identify workforce trends, and provide first-line technical support.

Sample Job Roles

Human Resource Information Systems Officer; Senior Human Resource Information Systems & Records Officer.

Qualifications and/or Certification

  • Bachelor’s Degree in HRM, Business Administration, Public Administration, Psychology, or a related field
  • 1-2 years or more of relevant work experience
  • Postgraduate Certificate/Diploma

Responsibilities and Expertise

Lead complex HR technology projects, develop predictive models, and drive data-driven decision-making. Excel in stakeholder management and champion digital transformation initiatives.

Sample Job Roles

Director – Documentation, Information & Access Services; Director Human Resource Management.

Qualifications and/or Certification

  • Bachelor’s degree in management studies, HRM&D, Public Sector Management, Public/Business Administration, or a related discipline.
  • 3 years of relevant work experience
  • Master’s Degree
  • Certification in HRM&D, Industrial Relations or related discipline

Responsibilities and Expertise

Shape enterprise-wide HR technology strategies, drive innovation, and establish industry-leading practices. Align HR technology initiatives with national development priorities, ensuring a competitive and future-ready public sector workforce.

Sample Job Roles

Principal Director HR Policy Development, Research and Information Management; Principal Director Corporate Services.

Qualifications and/or Certification

  • Master’s Degree in HRM&D, Organizational Development, Organizational Design, Public Administration/Policy
  • 5 years of managerial work experience in a related field
  • Advanced Certification in Change Management and/or Leadership
Performance Indicator for HR Technology and Analytics
Foundational
  • Maintains employee data within HRIS with a 98% accuracy rate.
  • Generates standard reports using established templates within specified timeframes.
  • Completes assigned technology training modules and demonstrates competency.
  • Adheres to data-security protocols and maintains confidentiality standards.
  • Designs and implements standard reports that meet stakeholder requirements.
  • Conducts data analysis to identify workforce trends and patterns.
  • Configures system settings and user permissions independently.
  • Provides effective training and support to end-users on HR technology platforms.
  • Leads successful implementation of major HR technology projects within scope and budget.
  • Develops advanced analytics models that demonstrate measurable business impact.
  • Establishes data-governance protocols, ensuring compliance and security.
  • Creates comprehensive dashboards and reporting frameworks for senior leadership.
  • Develops and executes comprehensive HR technology strategies aligned with business objectives.
  • Establishes predictive analytics capabilities for proactive workforce planning.
  • Influences C-suite decision-making through sophisticated people analytics.
  • Demonstrates measurable ROI from HR technology investments exceeding industry benchmarks.

Learning Pathways Operating Models

HR Business Partners
HR Shared Services Centre
Centres of Expertise