7 - Develop and Manage Human Capital

Delivering processes traditionally defined as "human resources". Process groups include those related to developing and maintaining workforce strategy, recruiting employees, developing and counseling employees, managing employee relations, rewarding and retaining employees, redeploying and retiring employees, managing employee information, and managing employee communications.

7.0Develop and Manage Human Capital  
7.1 Develop and manage human resources planning, policies, and strategies
7.1.1  Develop human resources strategy   Identify strategic HR needs   Define HR and business function roles and accountability   Determine HR costs   Establish HR measures   Communicate HR strategies   Develop strategy for HR systems/technologies/tools   Manage employer branding
7.1.2  Develop and implement workforce strategy and policies   Gather skill requirements according to corporate strategy and market environment   Plan employee resourcing requirements per business unit/organization   Develop compensation plan    Establish incentive plan   Develop succession plan   Develop high performers/leadership programs   Develop employee diversity plan   Develop training program   Develop recruitment program   Develop other HR programs   Develop HR policies   Administer HR policies   Plan employee benefits   Develop workforce strategy models   Implement workforce strategy models
7.1.3  Monitor and update strategy, plans, and policies   Measure realization of objectives   Measure contribution to business strategy   Communicate plans and provide updates to stakeholders   Review and revise HR plans
7.1.4  Develop competency management models
7.2 Recruit, source, and select employees 
7.2.1  Manage employee requisitions   Align staffing plan to work force plan and business unit strategies/resource needs   Develop and maintain job descriptions   Open job requisitions   Post job requisitions   Modify job requisitions   Notify hiring manager   Manage requisition dates
7.2.2  Recruit/Source candidates   Determine recruitment methods and channels   Perform recruiting activities/events   Manage recruitment vendors   Manage employee referral programs   Manage recruitment channels
7.2.3  Screen and select candidates   Identify and deploy candidate selection tools   Interview candidates   Test candidates   Select and reject candidates
7.2.4  Manage new hire/re-hire   Draw up and make offer   Negotiate offer   Hire candidate 
7.2.5  Manage applicant information   Obtain candidate background information   Create applicant record   Manage/track applicant data    Complete position classification and level of experience   Archive and retain records of non-hires
7.3 Manage employee on boarding, development, and training
7.3.1  Manage employee orientation and deployment   Create/maintain employee on-boarding program    Develop employee induction program    Maintain/Update employee induction program   Evaluate the effectiveness of the employee on-boarding program   Execute on-boarding program
7.3.2  Manage employee performance   Define employee performance objectives   Review, appraise, and manage employee performance   Evaluate and review performance program
7.3.3  Manage employee development   Define employee development guidelines   Develop employee career plans and career paths   Manage employee skill and competency development
7.3.4  Develop and train employees   Align employee with organization development needs   Define employee competencies   Align learning programs with competencies   Establish training needs by analysis of required and available skills   Develop, conduct, and manage employee and/or management training programs   Manage examinations and certifications    Liaise with external certification authorities    Administer certification tests    Appraise experience qualifications    Administer certificate issue and maintenance
7.4 Manage employee relations  
7.4.1  Manage labor relations 
7.4.2  Manage collective bargaining process
7.4.3  Manage labor management partnerships
7.4.4  Manage employee grievances 
7.5 Reward and retain employees  
7.5.1  Develop and manage reward, recognition, and motivation programs   Develop salary/compensation structure and plan   Develop benefits and reward plan   Perform competitive analysis of benefit and rewards   Identify compensation requirements based on financial, benefits, and HR policies   Administer compensation and rewards to employees   Reward and motivate employees
7.5.2  Manage and administer benefits   Deliver employee benefits program   Administer benefit enrollment   Process claims   Perform benefit reconciliation
7.5.3  Manage employee assistance and retention   Deliver programs to support work/life balance for employees   Develop family support systems   Review retention and motivation indicators   Review compensation plan
7.5.4  Administer payroll  
7.6 Redeploy and retire employees 
7.6.1  Manage promotion and demotion process
7.6.2  Manage separation  
7.6.3  Manage retirement  
7.6.4  Manage leave of absence 
7.6.5  Develop and implement employee outplacement
7.6.6  Manage workforce scheduling   Receive required resources/skills and capabilities   Manage resource deployment
7.6.7  Relocate employees and manage assignments   Manage expatriates 
7.7 Manage employee information and analytics
7.7.1  Manage reporting processes 
7.7.2  Manage employee inquiry process
7.7.3  Manage and maintain employee data
7.7.4  Manage human resource information systems HRIS
7.7.5  Develop and manage employee metrics
7.7.6  Develop and manage time and attendance systems
7.7.7  Manage/Collect employee suggestions and perform employee research
7.8 Manage employee communication 
7.8.1  Develop employee communication plan
7.8.2  Conduct employee engagement surveys
7.9 Deliver employee communications 

Process and performance improvement, helps organizations adapt to rapidly changing environments, build new and better ways to work, and succeed in a competitive marketplace. With a focus on productivity, knowledge management, benchmarking, and quality improvement initiatives, organisations such as the APQC works with its member organizations to identify best practices; discover effective methods of improvement; broadly disseminate findings; and connect individuals with one another and the knowledge, training, and tools they need to succeed.
This APQC Process Classification Framework® (“PCF”) is an open standard developed by APQC, a nonprofit that promotes benchmarking and best practices worldwide. The PCF is intended to facilitate organizational improvement through process management and benchmarking, regardless of industry, size, or geography. To download the full PCF or industry-specific versions of the PCF, as well as associated measures and benchmarking, please visit www.apqc.org/pcf.

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