වරලත් මානව

සම්පත්
කළමනාකරණ
පාඨමාලාව

wÈhr : udkj iïm;a l<ukdlrKh ms,n

s | ämaf,dau mdGud,dj
ldKavh : DPHRM - S1
ieish : udkj iïm;a l<ukdlrKh jD;a;Sh mßphla f,i
ku / úNd. wxlh :
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Y%S ,xld jr,;a msßia l<ukdlrK wdh;kh ^ixia:dms;&
Y%S ,xld jr,;a udkj iïm;a l<ukdlrK wdh;kh
www.cipmlk.org
 Unit Title HRM as a Professional Practice
Level Diploma in Professional HRM
Competency HRM and Administrative Expertise
Credit Value 1

Unit Code DPHRM/S1

Unit Review Date 12th July 2021
Equivalent to SLQF 03

Purpose and aim of the unit

This unit provides knowledge on the knowledge, skills and behaviors required to be a Human Resource
Professional either as a Generalist or a Specialist. The unit provides knowledge on the broad perspective
to be developed by a Human Resource Practitioner and the competencies to acquired. The unit also
explains the need for an HR Practitioner to be ethical, business focus with good interpersonal skills.

Learning Outcomes

 On the completion of this unit students will.

 Understand how to display knowledge, skills, competencies and behaviours to be an effective HR
Practitioner
 Understand how to develop a broad perspective as a HR Practitioner
 Understand the importance of being ethical, just, and equitable and fair in all dealings and decision
making while functioning as HR Practitioner.
 Understand the importance of good interpersonal skills while practicing HR Management
 Understand how to effectively implement a Personal Development Plan.

Assessment modes

 Assignment on preparation of a Personal Development Plan (Compulsory Assignment)

Guided Learning Hours

The guided learning hours for this unit would be 06 with an additional 40 hours of self-managed learning

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Y%S ,xld jr,;a udkj iïm;a l<ukdlrK wdh;kh
Scope of the Session

Session Topic Scope of the Topic

1. HRM as a 1.1 Development of HRM as a Professional Practice
Professional 1.2 Developing a career in HRM
Practice 1.3 Key focus of an HRM Practitioner
1.4 Knowledge, Skills, Competencies and Behaviours for an HRM
Practitioner
2. Key attributes of 2.1 Ethics, justice, and fair play in HR Management
an HR 2.2 The importance of interpersonal skills in developing
Professionals. professionalism
2.3 Playing the role of HR Generalist and HR Specialist.

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Y%S ,xld jr,;a udkj iïm;a l<ukdlrK wdh;kh
Contents
udkj iïm;a l<ukdlrKh jD;a;Sh mßphla f,i (HRM as a Professional Practice) ...................... 5
ye¢kaùu (Introduction) .................................................................................................................... 5
udkj iïm;a jD;a;slhkaf.a ld¾hNdrh (The Role of HR Professionals) ....................................... 6
udkj iïm;a ks¾ñ;h (HR Architecture) ......................................................................................... 7
udkj iïm;a jD;a;slfhl=f.a yjq,aldß;aj NQñldj (Partnership Role of HR Professional) ............ 8
udkj iïm;a l<uKdlref.a kfjda;amdok NQñldj (Innovative Role of HR) ................................. 9
udkj iïm;a fjkia lsÍfï ksfhdað; NQñldj (The Change Agent Role of HR) ............................ 10
fiajd iemhSu udkj iïm;a ld¾hNdrh (Service Delivery Role of HR) ........................................ 10
udkj iïm;a ksmqK;d (HR Competencies) .................................................................................... 11
udkj iïm;a yeisÍï (HR Behaviors) ............................................................................................ 11
udkj iïm;a jD;a;sh iy wdpdr O¾u (The HR Profession and Ethics) ........................................ 12
iodpdrd;aul ;SrK iy úksYaphkaf.a iajNdjh (The Nature of Ethical Decisions and Judgements)
........................................................................................................................................................ 12
udkj iïm;a iodpdrd;aul ud¾f.damfoaY (HRM Ethical Guidelines) ............................................ 13
idudkHh ud¾f.damfoaY (General Guidelines) ................................................................................. 13
bf.kqï yd ixj¾Okh (Learning and Development) ..................................................................... 14
ld¾h idOk l<ukdlrKh (Performance Management) ............................................................... 14
m%;sodk$m%odk l<ukdlrKh (Reward Management) .................................................................... 15
fiajl in|;d (Employee Relations) .............................................................................................. 15
/lshd ms<sfj;a (Employment Practices) ......................................................................................... 15
ks.ukh (Conclusion) ..................................................................................................................... 16

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Y%S ,xld jr,;a udkj iïm;a l<ukdlrK wdh;kh
udkj iïm;a l<ukdlrKh jD;a;Sh mßphla f,i (HRM as a
Professional Practice)

ye¢kaùu (Introduction)

udkj iïm;a l<ukdlrKh hkq ffjoH úoHdj" kS;sh" bxðfkare úoHdj" .KldêlrKh"
wf,úlrKh" úoHdj" .Dy ks¾udK Ys,amh jeks fjk;a ´kEu jD;a;shla fukau jD;a;shls¡ udkj
iïm;a l<ukdlrKh úIh m:h ms,sn| úYaf,aIKh lsÍfï§" th l<ukdlrK iy Wmdh ud¾.sl
wx. we;=,;a mam%Odk m%;sM, lafIa;%hkag wod< ksmqK;djhka iy fjk;a l<ukdlrK úIhka yd
iïnkaO oekqï iïNdrho iys; jQ jD;a;shla f,i ye¢kaúh yelsh¡ udkj iïm;a l<ukdlrKhg
wdh;khl we;s wfkl=;a ish¨u l<ukdlrK lafIa;% iu. Rcq iïnkao;djhla mj;S¡ tneúka udkj
iïm;a l<ukdlrKh taldnoaO m%fõYhls. jHdmdr id¾:l;ajh i|yd iM,odhS ueÈy;aùula ;=,ska
udkj iïm;a jD;a;slfhda jHdmdßl yjq,alrejl=f.a ld¾hNdrh o bgq lr;s¡
tneúka" iEu udkj iïm;a jD;a;slfhl= udkj iïm;a l<ukdlrK yd mßmd,k m%ùK;djhg
wu;rj úúO ksmqK;d /ila m%.=K l< hq;=h¡
jr,;a msßia l<ukdlrK wdh;kh udkj iïm;a jD;a;slhska i|yd jk uQ,sl ksmqK;d 10 la my;
mßÈ yÿkajd§ we;¡
1. udkj iïm;a l<ukdlrK iy mßmd,k úfYaI{Ndjh (HRM and administrative Expertise)

2. jD;a;Sh úYajikSh;ajh (Professional Credibility)

3. jHdmdßl ksmqK;ajh (Business Acumen)

4. jHjidhl;aj m%ùK;djh (Entrepreneurial Expertise)

5. Wmdhud¾.sl kdhl;ajh iy ixp,kh (Strategic Leadership and Navigation)

6. ;sridr nj flfrys we;s wjOdkh (Sustainability Focus)

7. YlH;d f.dvke.Su iy jeä ÈhqKq lsÍu (Capability Building and Enhancement)

8. ld¾h idOkh u.ska fufyhùu (Performance Driven)

9. úoHq;a úfYaI{Ndjh (Digital Expertise)

10. úm¾h l<ukdlrKh (Change Management)

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Y%S ,xld jr,;a udkj iïm;a l<ukdlrK wdh;kh
udkj iïm;a jD;a;slhska fuu ksmqK;d wksjd¾hfhka m%.=K l< hq;= w;r by; i|yka tla tla
ksmqK;djkag .e,fmk uQ,sl yeisÍï m%o¾Ykh lsÍug o Tjqkg a yels úh hq;=h¡ tfukau udkj
iïm;a jD;a;slhska yg fuu ms<s.;a ksmqk;d m%ñ;skg ,.dúh yelskï" wdh;khla ;=, ;rÕldÍ
jdis w;alr .ekSu i|yd Rcq odhl;ajhla ,nd Èh yels w;r ienE udkj iïm;a jD;a;slfhl=f.a
ld¾hNdrh ;=,ska udkj iïm;a m%;sM, ,.dlr.ekSug " l%shd;aul lsÍug yels ksmqk;d mßmq¾K
mqoa.,fhla jkq we;¡
udkj iïm;a jD;a;slhska jvd;a WmlruYS,s yd mq¾j.dó úh hq;= nj fï yd iïnkaO l;sldj;a ;=,
udkj iïm;a l<ukdlrKfha m%ùKhl= jQ fâõ W,aßÉ (Dave Ulrich) ^1998& uy;d m%ldY lr ;sfí¡
Tyqf.a Ñka;khg wkqj udkj iïm;a jD;a;slfhda ixúOdkhla ;=< my; i|yka ld¾hNdr y;rla
bgq lrñka jHdmdßl yjq,a lrejka njg m;a úh hq;=h¡
 Wmdhud¾.sl yjq,alre (Strategic Partner)

 úm¾hldrl ksfhdað; (Change Agent)

 fiajl ශූරයා (Employee Champion)

 mßmd,k úfYaI{ (Administrative Expert)

udkj iïm;a l<ukdlrK jD;a;slfhl= jYfhka ,udkj iïm;a jD;a;slfhl=, hk ixl,amh

yeoEÍu udkj iïm;a l<ukdlrKfha jeo.;a me;slvls¡¡ fuys§ ,jD;a;slhd, hk fhÿfuys w¾:h
f;areï .ekSu b;d jeo.;ah¡
wm okakd f,iska udkj iïm;a l<ukdlrK ixúOdkhl" md¾Yjlrejkaf.a wjYH;djhka i|yd
j.úh hq;=h¡ tfukau Tjqka udkj iïm;a uq, lafIa;% (KRAs) ;=< úYsIG
a yelshdjla fmkakï
q l,
hq;=h¡ ;SrK .ekSfï§ jqkf
a .a wNsñ;sh m%o¾Ykh l< hq;= w;r Tjqkg
a mjrd we;s wêldÍuh n,h
;¾ldkql=, whqßka Ndú; l< hq;=h¡

udkj iïm;a jD;a;slhkaf.a ld¾hNdrh (The Role of HR Professionals)

udkj iïm;a jD;a;Sh hkq udkj iïm; iy ixúOdk ms,sn| úfYaI{ oekqu iys; jHjydßl"
jHdmdßl úIhla f,i CIPD (UK) ^iSwhsmSã & wdh;kh úiska ksl=;a lr we;s jD;a;Sh f,aLkfhys
i|yka lr we;¡
Y%S ,xld jr,;a msßia l<ukdlrK wdh;kh my; i|yka mßÈ udkj iïm;a l<ukdlrKh
w¾:l;kh lr ;sfí¡
“ixúOdkhl úYsIG a ;ajh yd iudc iqN isoaêh Wfoid fhda.h jQ mßirhla f.dv ke.Sug WÑ; jQ
m%;sm;a;s Ndú;d yd l%shdj,s iu. wod< fuj,ï ;=,ska ixúOdkhg wjYH ksmqK;d w;am;a lr .ekSug
ixúOdkh .kq ,nk Wmdhud¾.sl yd taldnoaO jQ m%fõYhls”¡
jD;a;Shuh Ndjh ms<sn| ixl,amh b;d meyeÈ,sj u;=jkafka wdh;ksl id¾:l;ajhg odhl ùfï
wruqKska Wmdhud¾.sl wNsm%dh we;sj taldnoaO m%fõYhla i|yd udkj iïm;a jD;a;slhka jD;a;Sh
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Y%S ,xld jr,;a udkj iïm;a l<ukdlrK wdh;kh
jYfhka lghq;= l< hq;= nj fuu ks¾jpkfhka meyeÈ,s fõ¡ Y%S ,xld jr,;a msßia l<ukdlrK
wdh;kh úiska jr,;a udkj iïm;a jD;a;slfhl= iïnkaOfhka § we;s w¾:l;kfhka by; i|yka
woyi ;jÿrg;a ;yjqre lr we;¡
“Wmdh ud¾.sl ;k;=rla orK udkj iïm;a lafIa;%fha ksYaÑ; uÜgfï ksmqK ;d ,nd we;s Y%S ,xld
jr,;a msßia l<ukdlrK wdh;kh úiska úêu;a mßÈ jr,;a ;;ajh m%Odkh lr we;s mqoa.,fhl=
jr,;a udkj iïm;a jD;a;slfhl= f,i” Y%S ,xld jr,;a msßia l<ukdlrK wdh;kh úiska ks¾jpkh
lr ;sfí¡

udkj iïm;a ks¾ñ;h (HR Architecture)

hï wdh;khl udkj iïm;a ksrñ;fhys kHIaÀh" udkj iïm;a moaO;sh" udkj iïm;a Ndú;h"
udkj iïm;a wdlD;sh u; ixúOdkhg wkql+,j f.dv kef.a¡ uQ,sl jYfhka my; i|yka m%Odk
m%;sM, lafIa;% (KRAs) ;=<ska udkj iïm;a ks¾ñ;h biau;= fõ¡

1) udkj iïm;a ie,iqï lsÍu (HR Planning)

2) fiajl iïm;a iemhSu ^n|jd .ekSu" f;dard .ekSu" wkqi:
a dmkh" ia:dk.; lsÍu& (Employee
Resourcing (Recruitment, Selection, Induction, Placement))
3) m%;s,dN l<ukdlrKh ^f.ùï iy m%;s,dN& (Reward Management (Pay and Benefits))
4) mqyqKqj yd ixj¾Okh (Training and Development)
5) ld¾h idOk l<ukdlrKh (Performance Management)
6) fiajl in|;d iy ld¾ñl iïnkaO;d (Employee Relations and Industrial Relations)
7) ixúOdk jHqy ks¾udKh iy j¾Okh (Organization Design and Development)
8) úoHq;a (Digital) udkj iïm;a iy udkj iïm;a úYaf,aIK (Digital HR and HR Analytics)
9) udkj iïm;a ú.Kkh iy udkj iïm;a .sKqïlrKh (Human Resource Audit and HR
Accounting)

fyd|u ld¾h idOk j,ska hq;= ixúOdk j, Ndú;fhka id¾:l njg Tmamq lr we;s l%ufõohka u;
udkj iïm;a Ndú; l%shd lsÍu u.ska udkj iïm;a l<ukdlrKfha iM,j;a nj mokï úh hq;=h¡
Ndú;h ;=,ska fyd|u udkj iïm;a Ndú;d njg ms<s.;a Ys,amh S l%u úYsIG
a udkj iïm;a Ndú;d f,i
ie<lsh yelsh¡ mS*S*¾ (Pifeffer) (1994) úiska ,o m¾fhaIK j, m%;sM, wkqj my; i|yka lreKq
úYsIG
a Ndú;d j,g WodyrK f,i oelaúh yelsh¡

 úYsIg
a ld¾hidOkh i|yd uQ,H Èß.ekaùï¡ (Financial Incentives for Excellent Performance)

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Y%S ,xld jr,;a udkj iïm;a l<ukdlrK wdh;kh
 fiajl W;aidyhka wNsfma%rKh jk ixúOdk Ndú;djka¡ (Organizational Practices that Motivate
Employee Effort)
 f;dard fírd lrkq ,nk oeä f;dard .ekSfï l%ufõohka¡ (Rigorous Selection and Selectively in
Recruiting)
 fiajl fldgia ysñlï¡ (Employee Share Ownership)
 mq¿,a f;dr;=re yqjudrej (Extensive Information Sharing)
 ;SrK .ekSu úuOH .; lsÍu yd n, .ekaùu (Decentralization of Decision Making and
Empowerment)
 iajhx l<ukdlrK lKavdhï u; mokïj jev ixúOdkh lsÍu¡ (Organization of Work Based on
Self-managing Teams)
 mqyqKqj yd ksmqK;d ixj¾Okh i|yd by< wdfhdackhla,nd §u¡ (High Investement in Training
and Skill Development)
 nyqúO olaI;d iy /lshd N%uKh (Multiple Skills and Job Rotation)
 idOdrK jQ jegqma iy m%;s,dN¡ (Equitable Pay and Benefits)
 wNHka;r Wiiaùï (Promotions from Within)
 jD;a;Sh m%.ukh ,eîï (Career Progression)
 udkj iïm;a Ndú;hka uekSu iy m%;sm;a;s l%shd;aul lsÍu (Measurement of HR Practices and
Policy Implementation)
 hym;a සසේවක in|;d (Good Employment Relations)

“iqÿiq udkj iïm;a ks¾ñ;h iy wdh;ksl l%shdldß;ajhg odhl jk l%shdj,Ska” flfrys wjOdkh
fhduq l< hq;= nj m¾fi,a (Purcell) ^1999:38& ys fhdackd lr ;sfí¡

udkj iïm;a jD;a;slfhl=f.a yjq,aldß;aj NQñldj (Partnership Role of HR

Professional)

udkj iïm; iïnkaO jHdmdr .eg¿ " udkj iïm; iïnkaO .eg¿" udkj iïm;a Wmdh ud¾."
m%;sm;a;s" l%shdmámdá iy Ndú;d l%shd;aul lsÍu ms<sn| .eg¿ ms<sn|j f¾Çh l<uKdlrejka iu.
b;d iómj lghq;= lsÍu fuu ikao¾Nh ;=, udkj iïm;a jD;a;slfhl=f.a jHdmdßl yjq,aldß;aj
NQñldj f,i ie,lsh yelsh¡ ixúOdkfha jeä hym; i|yd taldnoaO Wmdhud¾.sl m%fõYhla iys;j
udkj iïm;a jHdmdßl lghq;= i|yd wkq.; jk wkaoñka" udkj iïm;a jD;a;slhska f¾Çh
l<ukdlrejka iu. iyfhda.fhka hq;=j lghq;= l, hq;=h¡ f¾Åh l<ukdlrejkaf.a .eg¿j,g

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Y%S ,xld jr,;a udkj iïm;a l<ukdlrK wdh;kh
ixfõ§ fjñka tu .eg¿ i|yd blauka úiÿï ,nd §fuka udkj iïm;a l<uKdlrejka f¾Çh
l<ukdlrejkaf.a .eg¿ j,g m%;spdr oelaúh hq;=h¡

udkj iïm;a l<uKdlref.a kfjda;amdok NQñldj (Innovative Role of HR)

udkj iïm;a jD;a;slhka úiska kfjda;amdok m%fõYhka flfrys wjOdkh fhduq lrkafka kï
ixúOdkfha iM,j;a nj" ld¾hlaIu;dj iy ksIm a dok;djh j¾Okh lsÍu i|yd iM,j;a l%shd
mámdá wúYajdihlska f;drj y÷kajd §ug yels jkq we;¡
udkj iïm;a úYsIG
a Ndú;d iuÕ ikaikaOkh lsÍfuka miq yd ixúOdkh ;=< olakg we;s udkj
iïm;a .eg¿ y÷kd .ekSfuka iy úYaf,aIKh lsÍfuka miq tjeks .eg¿ i|yd ia:r
s idr úi÷ï ,nd
§ug udkj iïm;a jD;a;slhka m%fõY úh hq;=h¡
udkj iïm;a jD;a;slhka ;ukag wjxl úh hq;=h¡ tfukau" ixúOdkhl by, l<ukdlrejkaf.a
wjOdkh ;uka fj; fhduq lr .ekSug jvd wdh;khg jvd;a iqÿiq foa isÿ lsÍug j.n,d .; hq;h
= ¡
l<ukdlrK úoajf;l= jk “v%l¾” (Drucker) (1955: 243) fuh wjOdkula f,i my; mßÈ úia;r
lrhs¡
“jHdmdrhg odhl;ajhla imhk nj Tmamq lsÍug fkdyels ùu ish¿u msßia mßm,lhskfa .a ksrka;r
jQ lKiai,a,ls¡ l<ukdlrK i.hkaf.a is;a weo.kakd iq¿ jHdhduhla fiùu ms,sn| Tjqkfa .a is;a
ksrka;rfhka fhduq ù ;sf픡
l%shd;aul lsÍfï§ ÿIalr;d u;= úh yels iy .eg¿ ksrdlrKh fkdlrk úi÷ï §fuka udkj iïm;a
jD;a;slhka je,lS isáh hq;=h¡ tjeks úi÷ï f¾Åh l<ukdlrejka úreoaOjd§ m%;spdr oelaùug fya;=
úh yelsh¡ fï wkqj udkj iïm;a kfjda;amdok i|yd ud¾f.damfoaY my; mßÈ fõ;

 idlaId;a lr.; hq;af;a l=ulao hkak iy wehso hkak ms<sn|j meyeÈ,s jkak¡
 Tn úiska bgq lrkq ,nk l¾;jHh wdh;kfha Wmdh ud¾.hg" ixialD;shg yd oekg mj;sk
;;ajhkag .e,fmk njg iy;sl jkak¡
 ú,dis;d wkq.ukh fkdlrkak¡

jßkajr ú,dis;d f,i biau;= jk udkj iïm;a l<ukdlrKfõo wkq.ukh fkdlrkak¡

ixúOdkhg .e,fmk iy wod< Tng wfõKsl ld¾hkaj, ksr; jkak¡ ¡

 wêl f,i ixlS¾K ùu wid¾:l ùug fmdÿ fya;=jla jk neúka ir, jkak¡ (simple-over-
complexity)¡
 kfjda;amdokh ks¾jpkh lsÍu iy f¾Çh l<ukdlrejka Ndú;d lrk fhÿï Ndú;d lrñka
Tjqkf
a .a NdIdfjka kfjda;amdokh ks¾jpkh lrhs¡
 blauka fkdjkak- Tn is;kjdg jvd jeä ld,hla .;jkq we;¡

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Y%S ,xld jr,;a udkj iïm;a l<ukdlrK wdh;kh
 tljr ´kEjg jvd fohla lsÍug W;aidy fkdlrkak - j¾Ol m%fõYhla (incremental approach)
jvd;a iqÿiqh¡
 iïm;a wjYH;djhka iy msßjeh fj; m%fõY jkak¡
 jHdmD;s ie,iqï lsÍu iy l<ukdlrKh ms<sn|j ióm wjOdkhla fhduq lrkak¡
 kfjda;amdokfha id¾:l;ajh r|d mj;skf
a ka" l%shdjg kexùfï l%shdj,sfha M,odhs;djh u; nj
u;l ;nd .kak¡ ^f¾Çh l<ukdlref.a yia; ksmqK;d ;SrKd;aulh& ukao tfia fkdfõ kï"th
ixl,amfha .=Kd;aulNdjh u; isÿ jk mßÈ fõ¡
 úm¾h l<ukdlrK (Change management)" ikakf
s õokh" iyNd.S jk iy mqyqKq lsÍu flfrys
wjOdkh fhduq lrkak¡

udkj iïm;a fjkia lsÍfï ksfhdað; NQñldj (The Change Agent Role of HR)

le,aâfj,a (Caldwell) “2001” u.sk"a udkj iïm;a fjkia lsÍfï ksfhdað;hka wdldr 4lg my; mßÈ
j¾.SlrKh lf<ah;
1. udkj iïm;a m%;sm;a;sfha m%Odk fjkiaùï jk úmßKdu fjki (Transformational Change)¡
2. l%ñl j¾Ol fjki (Incremental Change), thska woyia lrkafka udkj iïm;a m%;sm;a;s yd
Ndú;hka l%ufhka fjkia lsÍuhs¡
3. udkj iïm;a l%shdldß;ajh hkq Wmdh ud¾.sl jHdmdßl yjq,alrejl= nj ikd: lsÍu i|yd
jákdlï iy úYajdihka (Values and Beliefs) iuQyhla jk udkj iïm;a oelau¡ (HR Vision)
4. udkj iïm;a úfYaI{;djh hkq udkj iïm;a jD;a;slhdf.a woaú;Sh odhl;ajh ks¾jpkh lrk
udkj iïm;a l=i,;d h¡

fiajd iemhSu udkj iïm;a ld¾hNdrh (Service Delivery Role of HR)

udkj iïm;a jD;a;slhkaf.a ld¾hNdrh l%shd;aul jkafka jHdmdr wruqKq iy fiajlhskf

a .a wjYH;d
imqrd,Su i|yd udkj iïm;a Wmdh ud¾." m%;sm;a;s" ixj¾Okh lr l%shd;aul lrk mßj¾;k
uÜgñkah¡ fndfyda udkj iïm;a jD;a;slhka n|jd .ekSï" mqyqKqj iy tÈfkod /lshd lghq;= fukau
fndfyda úg lïlre kS;s .eg¨ wdjrKh jk mßÈ fiajlhska iïnkaO .eg¿ úi£u jeks .kqfokq
lghq;= i|yd ld,h .; lrhs¡ tneúka fiajd iemhSu udkj iïm;a jD;a;slhska i|yd mq¿,a mrdihl
l%shdldrlï fõ¡

P a g e 10 of 16
Y%S ,xld jr,;a udkj iïm;a l<ukdlrK wdh;kh
udkj iïm;a ksmqK;d (HR Competencies)

fn%dalanEkala (Brockbank) tÜ wE,a ^1999& m¾fhaIKhg wkqj" m%Odk udkj iïm;a ksmqK;d úIhm:
(competency domains) my; mßÈ w¾: olajd we;;

1) mqoa.,sl úYajikSh;ajh (Personal Credibility)

2) fjki l<ukdlrKh lsÍfï yelshdj (Ability to Manage Change)
3) ixialD;sh l<ukdlrKh lsÍfï yelshdj (Ability to Manage Culture)
4) udkj iïm;a ms<sfj;a ,nd §u (Delivery of HR Practices)
5) jHdmdrh ms<sn| wjfndaOh (Understanding of the Business)

by; ksmqK;d jiï yereKq úg" m%spd¾â (Prichard) “2010” ys my; i|yka w;sf¾l ksmqK;d wdjrKh
jk mßÈ udkj iïm;a Wmdhud¾.sl yjq,aldr NQñldj i|yd ksmqK;d rduqj w¾: oelaùh;

 úYajdiodhl WmfoaYl (Trusted advisor)

 fjki fmrgq lsÍu (Leading change)
 úfõpkd;aul Ñka;kh (Critical thinking)
 uQ,H ksmqK;djh (Financial acumen)
 uQ,H iïmdokh (Financial formulation)

fn%dalanEkala wdlD;shg (Brockbank Model) iy m%spd¾â wdlD;shg (Prichard Model) wkqj" udkj
iïm;a jD;a;slhka by; i|yka l< mßÈ ksmqK;d oyh ^10& m%.=K l< hq;=h¡ flfia fj;;a" “udkj
iïm;a l<ukdlrKfha jr,;a iqÿiqlï” ^2020& ys úIh ks¾foaYhg we;=<;a lr we;s CIPM
^iSwhsmStï& ksmqK;d wdlD;sh jeks ;j;a ksmqK;d udkhka lsysmhla wkq.ukh l< yelsh¡

udkj iïm;a yeisÍï (HR Behaviors)

´kEu udkj iïm;a ksmqK;d wdlD;shla" tla tla ksmqK;djhg iómj wkqrEms;" udkj iïm;a yeisÍï
ksrEmKh l< hq;=h¡ udkj iïm;a yeisÍï ms<sn| WodyrK lsysmhla ^CIPD 2013 wkqj& my; mßÈ
fõ;

 l=;=y,h olajkakd¡ (Curious)

 ;SrKd;aul Ñka;lhd (Decisive thinker)
 olaI n,mEïlre (Skilled influencer)
 m%;sm,hg ,.djkakd (Driven to diliver)

P a g e 11 of 16
Y%S ,xld jr,;a udkj iïm;a l<ukdlrK wdh;kh
 iyfhda.s;ajh olajkakd (Collaborative)
 fm!oa.,slj úYajikShhs (Personally credible)
 wNsfhda. lsÍug ffO¾hh wE;a;d (Courage to challenge
 wdo¾Yj;a mqoa.,hd (Role model)

udkj iïm;a jD;a;sh iy wdpdr O¾u (The HR Profession and Ethics)

úfYaIfhka foaYmd,kh we;=¿ úúO jD;a;Sky a s kshe,S isák whf.a wfmalaI;

s yeisÍug" wdpdrO¾u
yd iodpdrh iómj ne£ we;¡ udkj iïm;a l<ukdlrKho jH;sf¾lhla fkdjk w;r udkj iïm;a
l<ukdlrK wdh;khg wE;=,;a jk wh" wksjd¾hfhkau iEu úgu Yla;su;a iodpdrh iy
iodpdrd;aul yeisÍu fmkaúh hq;=h¡ yeï,ska (Hamline) tÜ w,a ^2001: 98& ie,ls,a,g f.k we;s
whqßka wdpdrO¾u hkq ksjerÈ iy jerÈ foa y÷kd .ekSug wmg WmldÍ jk kS;sÍ;s iuqyhls¡ laf,.a
(Clegg) tÜ w,a ^2007: 111& mejiqfõ “iodpdrfha iudc ixúOdkh f,i wms wdpdr O¾u f;areï .ksuq”¡
udkj iïm;a iudc j.lSï bgq lrk w;r Tjqkf a .a yeisÍï iy ;SrK j, m%;sM, i|yd
md¾Yjlrejkag j.lsj hq;=h¡
tla w;lska hful=f.a yEisÍu iïnkaOj"iodpdrh" pß;h" wjxlNdjh iy wjxllu we;=<;a fõ¡
tneúka" udkj iïm;a wdpdrOd¾ñl udkh iy wdpdr O¾u uQ,O¾uj, iajNdjh" udkj iïm;a j,
iodpdrd;aul Nñldj f;areï .ekSug udkj iïm;a iu;a úh hq;=h¡ iodpdrd;aul WNf;dafldaálhka
úi£u i|yd iqÿiq m%fõYhka Ndú;d lrñka j.lSfuka hq;=j lghq;= lsÍug Tjqka bÈßhg f.k hk
wdpdr O¾u ud¾f.damfoaY rgdjla Tjqka wkq.ukh l< hq;=h¡ udkj iïm;a uQ,sl ksmqK;djkag
.e,fmk hful=f.a uQ,sl yeisÍï úoyd oElaúh hq;=h¡ fuu uQ,sl yeisÍï udkj iïm;a jD;a;sh ;=<
wjYH jk iodpdrd;aul udkhka ksrEmKh lrk “jD;a;Sh úYajikSh;ajh” iuÕ uQ,sl ksmqK;dj
iuÕ hd hq;=h¡

iodpdrd;aul ;SrK iy úksYaphkaf.a iajNdjh (The Nature of Ethical Decisions and

Judgements)

úfYaIfhka udkj iïm;a jD;a;sh f.dvkeÕsh hq;af;a wdpdr O¾u ;SrK iy úksYaphka jgd h¡ tfia
jkafka úfYaIfhka" l<ukdlrKfha" fuu úkh uyck l<ukdlrK wx.hg fl,sku a iïnkaO jk
fyhsk¡s tneúka" udkj iïm;a jD;a;slhka ;SrK .ekSfï§ úl,am lsysmhla w;ßka f;aÍï .; hq;=h¡
iodpdrd;aul oDIaá fldaKhlska .;a úg" ;SrKfhka n,mEug ,lajQ ish¨ md¾Yajhkag idOdrK yd
iudk jk ksjerÈ f;aÍula lsÍug fuh Tjqkj a fhduq lrhs¡ udkj iïm;a jD;a;slhka ;u ixúOdk
;=< .kakd iEu ;SrKhlu m%;súmdl .ek oekqj;aj isák ksjerÈ Ñka;kh" ;d¾lsl ukila we;s"
;d¾lsl ;SrK .kakka njg mßK; úh hq;=h¡

P a g e 12 of 16
Y%S ,xld jr,;a udkj iïm;a l<ukdlrK wdh;kh
udkj iïm;a iodpdrd;aul ud¾f.damfoaY (HRM Ethical Guidelines)

n|jd .ekSï yd f;aÍï" bf.kqï yd ixj¾Okh" ld¾h idOk l<ukdlrKh" m%;s,dN l<ukdlrKh"
fiajl in|;d" ld¾ñl iïnkaO;d iy idudkH /lshd mqreÿ jeks úúO udkj iïm;a l%shdldrlï
iïnkaOfhka wdpdrOd¾ñl idOl wjfndaO lr .ekSug udkj iïm;a jD;a;slhkag Wmldr lsÍu
i|yd iodpdrd;aul ud¾f.damfoaY wjYH fõ¡ udkj iïm;a jD;a;slhka .kakd ish¿u ;SrK fuu
lafIa;%hka iuÕ hï iïnkaO;djhla we;s lr .kakd w;r ;SrK .ekSfï§ fodaIfha wdka;slh wvq
lsÍu i|yd Tjqkga wkq.ukh l< hq;= fmdÿ ud¾f.damfoaY wjYH fõ¡

idudkHh ud¾f.damfoaY (General Guidelines)

wdïiafg%dax.a (Armstrong) ^14 jk ixialrKh& g wkqj" my; oelafjk fmdÿ ud¾f.damfoaY ks¾foaY
lrkq ,efí∙

1. wdh;kfha Wmdhud¾.sl wruqKq" fiajlhskf

a .a fukau jHdmdrfha whs;sjdislï wjYH;d o ms<s.;

hq;= nj y÷kd .EkSu wjYH fõ¡

2. mqoa.,sl wjYH;d" n,dfmdfrd;a;= iy wjysr iys; mQ¾K ukqIHhka f,i fiajlhska j ie,lSug

whs;sh we;s nj y÷kd .ekSu wjYH fõ¡

3. Tnf.a ksIm
a dok l%shdj,sfha wjika wÈhr fyda yqÿ idOlhla hehs is;d Tn fiajlhd ir, f,i

fkdie,lsh hq;=h¡

4. idudkHfhka fiajlhskg
a Tjqkaf.a iajdNdúl whs;sjdislï idOdrKj yd f.!rjfhka" ie,lsh hq;=

wdldrj,ska" y÷kd .ekSu wjYH fõ¡

wdïiafg%dax.af.a (Armstrong) udkj iïm;a l<ukdlrK mßph ^14 jk ixialrKh& ys olajd we;s
mßÈ my; oelafjk m%Odk m%;sM, lafIa;%hka ys (KRAs) ikao¾Nh ;=< udkj iïm;a ;SrK .ekSfï
iodpdrd;aul idOlh wduka;%Kh l< hq;=h¡

1. n|jd .ekSu yd f;dard .ekSu (Recruitment and Selection) - /lshd wfmalaIlhsk"a Tjqkf
a .a o;a;

,nd .kakd fudfydf;a isg ksis mßÈ yeisrúh hq;=h¡ n|jd .ekSu ms<sn| ;SrK wkjYH m%udohlska

f;drj wfmalaIlhskg
a oekqï Èh hq;=h¡

P a g e 13 of 16
Y%S ,xld jr,;a udkj iïm;a l<ukdlrK wdh;kh
2. iïuqL mÍlaIK wmlaImd;S" idOdrK yd wkjYH wd;;sfhka f;dr úh hq;=h¡

3. wfmalaIlhskaj" Tjqkf
a .a fm!reI;ajh fyda fjk;a lsiÿ
s wxYhla u; úfõpkh fkdl< hq;=h¡

4. iqÿiq f;dard .ekSfï ks¾Kdhl Ndú;d l< hq;=h¡

5. wfmalaIlhskg
a ;u úuiqï bÈßm;a lsÍug yd m%Yak weiSug idOdrK wjia:djla ,nd Èh hq;=h¡

6. wm%udKj;a idlaIs u; mokïj wfmalaIlhska ms<sn| blauka ks.ukj,g t<öfuka je,lsh hq;=h¡

7. /lshd wfmalaIlhdg /lshdj ms<sn| ksjerÈ yd iïmQ¾K f;dr;=re iemhSh hq;=h¡

8. ksis f,i j,x.= lrk ,o mÍlaIK muKla isÿ l< hq;=h¡

9. fjkia fldg ie,lSu fyda mlaI.%dyS mÍlaIK isÿ fkdl< hq;=h¡

10. mÍlaIK m%;sM, ms<sn| wfmalaIlhskg

a m%;s fmdaIKh ,nd Èh hq;=h¡

11. f;dard .ekSfï ;SrK wmlaImd;Sj yd fkdfjkiaj isÿ l< njg" iy;sl l< hq;=h¡

bf.kqï yd ixj¾Okh (Learning and Development)

1. wNsudkh" wd;au wNsudkh iy fm!oa.,sl;ajh i|yd mqoa., whs;sjdislïj,g .re l< hq;=h¡

2. fiajlhskg
a Tjqkf
a .a ld¾h idOkh jeä ÈhqKq lsÍu i|yd oekqu" l=i,;d iy yelshdjka ,nd

.ekSug" bf.kSfï wjia:d ,nd §fï wjYH ;djh y÷kd .; hq;=h¡

3. bf.kSfï lghq;= j,g iyNd.S jk fiajlhskg

a " fIaka (Schein) ^1993: 91& m%ldY l< u;hg wkqj

udkislj wdrlaI;
s njla we;s l< hq;=h¡

4. mkjd we;s wdh;ksl jákdlï ms,s .EkSfï§" fiajlhka yeisrùug hdfuka je,lsh hq;=h¡

ld¾h idOk l<ukdlrKh (Performance Management)

iagqj¾Ü-iañ;a (Stuart-Smith) ^1996&g wkqj ld¾h idOk l<ukdlrKfha my; i|yka wdpdr O¾u
uQ,O¾u w¾: olajd we;;

1) mqoa.,hdg ^fiajlhdg& .re l< hq;=h¡

2) ld¾hidOk l<ukdlrKhg iïnkaO md¾Yajhka w;r wfkHdakH f.!rjh we;s l< hq;=h¡
3) ld¾h mámdál idOdrK;ajh (Procedural fairness) - ld¾h idOk l<ukdlrK l%shd mámdáh
idOdrK wdldrhlska l%shd;aul úh hq;=h

P a g e 14 of 16
Y%S ,xld jr,;a udkj iïm;a l<ukdlrK wdh;kh
4) úksúoNdjh (Transparency) - ;SrK u.ska n,mEug ,lajQ mqoa.,hskag ^fiajlhskg
a &" ld¾h idOk
l<ukdlrKh ;=<ska u;=jk ;SrK .;a moku fidaÈis lr ne,Sug wjia:dj ;sìh hq;=h¡

m%;sodk$m%odk l<ukdlrKh (Reward Management)

1. ld¾h mámdál yd fnod yeÍfï hqla;sfha uQ,O¾u wkq.ukh l< hq;=h¡

2. m%odk l<ukdlrK m%;sm;a;s iy Ndú;hka" idOdrK" úksúo fmfkk iy ksrka;rfhka l%shd;aul
jk njg iy;sl úh hq;=h¡
3. fiajlhkaf.a odhl;ajh wkqj Tjqkg ysñ ;Hd.hka ,ndÈh hq;=h¡
4. m%odk ysñùfï moku iy Tjqkf
a .a m%odk meflach (Reward Package) ;SrKh lrkafka flfiao
hkak ck;dj oek isák njg iy;sl úh hq;=h¡
5. idOdrK yd wdrlaIdldÍ jegqma wjl,khka (Defensible pay) mj;ajd .; hq;=h¡
6. iudk jákdlulska hq;a ld¾hhka ioyd iudk jegqmla ,nd fok njg iy;sl úh hq;=h¡
7. idOdrK yd idOdrK ks¾Kdhl u;" ld¾h idOk jegqma fyda m%ido §ukd ms<sn| uQ,sl ;SrKh
mj;ajd .; hq;=h¡
8. kqiÿ
q iq yeisÍï Èßu;a lrjk" m%ido §ukd fhdackd lsÍï j,ska jE,lsh hq;=h¡
9. Ôjk jegqmg jvd wvq uqo,la fkdf.úh hq;=h¡

fiajl in|;d (Employee Relations)

1. iEuúg idOdrK;ajhla ,nd Èh hq;=h¡

2. fiajl wdodk fhojqï (Employees’ input) újD;a; ùu iy /lshd m%;sm;a;s iy Ndú;hka ms<sn|
wjOdkh fhduq fldg" m%Yakj,g idOdrKShj iy W;ail
q j m%;spdr olajd isáh hq;=h¡
3. fiajlhskg
a ;u woyia m%ldY lsÍug iy Tjqkag n,mdk ldrKd iïnkaOfhka ;SrK .ekSug"
wjHdc wjia:d iy ksis ud¾.hka ,nd Èh hq;=h¡
4. fyd| úYajdihlska idlÉPd l, hq;=h¡

/lshd ms<sfj;a (Employment Practices)

1. fi!LH iïmkak" wdrlaI;

s iy ;Dma;su;a fiajd mßirhla ks¾udKh l, hq;=h¡
2. fiajlhskf
a .a /lshd Èúfha .=Kd;aulNdjh jeä ÈhqKq lsÍfuka iy /lshd Èúfha iunr;djh
jeä ÈhqKq lr hymeje;au m%j¾Okh lsÍu l, hq;=h¡
P a g e 15 of 16
Y%S ,xld jr,;a udkj iïm;a l<ukdlrK wdh;kh
3. fiajlhskg
a we;s jk wd;;sh wju lsÍu i|yd úfYaI ie,ls,a,la oelaúh hq;=h¡
4. n|jd .ekSu yd f;dard .ekSu" bf.kSu yd ixj¾Okh" l=i,;d l<ukdlrKh" jD;a;Sh m%.;sh
iy Wiia lsÍu iïnkaOfhka ieug iudk wjia:d ,nd Èh hq;=h¡
5. úúO;ajh iy we;=<;a lr.ekSu l<uKdlrkh l, hq;=h¡
6. úkh lghq;= fufyhùu iajdNdúl hqla;sfha uQ,O¾u wkqj isÿ l, hq;=h¡
7. mqoa.,hskag ^fiajlhskg
a & kS;Hdkql+, ÿla.ekú,s we;s nj y÷kdf.k tajdg laIKslj" mQ¾K yd
idkqlïms;j m%;spdr oelaúh hq;=h¡
8. /lshd iqrlaI;
s ;dj yels;dla wdrlaId lr lr .; hq;= w;r" wksjd¾h w;sßla;hka j<lajd .ekSu
i|yd úl,am l%shdud¾. .ekSu isÿ l, hq;=h¡
9. wksjd¾h w;sßla;h je<elaúh fkdyels kï" /lshdjla fidhd .ekSug mqoa.,hskag ^fiajlhskg
a &
Woõ lsÍfuka mSvdj iukh lr .ekSu isÿ l, hq;=h¡
10. jerÈ foa .fõIKh lrk úia,a-íÆj¾jrekag (Whistle-blowers) oඬqjï lsÍug bv fkdÈh hq;=h¡

ks.ukh (Conclusion)

idukH jYfhka ke.S tk l,uKdlrk ;k;=rla f,ig ysñ lï lsj yels ;;ajhlg udkj iïm;a
l,ukdlrkh m;aj we;¡ l,dmSh" cd;sl iy cd;Hka;rh fkdfhla uÜgñka ;u Wkka¥ ksfhdackh
lsÍug udkj iïm;a l,uKdlrkhg wdh;khla we;¡ mq¿,a f,i úúOdldrfhka ye¢kaúh yels
jHdmdr l<ukdlrK jD;a;sh ;=<" úfYaI; s m%jk;djhlska hq;a fuu jD;a;sh yg m%uqLia:dkhla ysñ
fõ¡ l<ukdlrK jD;a;shla f,i" wdh;kfha md¾Ylrejkaf.a wfmalaId Wfoid fnfyúka bjy,a jk
wdh;ksl idrO¾u uqÿkam;alr.ekSug udkj iïm;a wxYh lemúh hq;=h¡ mßmd,kuh" ;dlaIKsl
yd Wmdhud¾.sl f,i fkdfhl=;a NQñldjka ysñ úúOdldr jQ udkj iïm;a jD;slhkaf.ka hq;a
lKavdhï we;¡ fï wkqj" ;sridr ;rla jdishla ,nd .ekSu Wfoid jHdmdr m%;sM, fufyhjd muqKqjk
W;afma%rlhla f,i udkj iïm;a jD;a;Sh olajkq ,efí¡

fhduqj (References)

Armstrong, M. and Taylor, S., 2014. Armstrong's Handbook of Human Resource Management Practice,
14th Edition. London: Kogan Page.
Brockbank, W, Ulrich, D and Beatty, D (1999) HR professional development: creating the future creators
at the University of Michigan Business School, Human Resource Management, 38, Summer, pp 111-17

P a g e 16 of 16
Y%S ,xld jr,;a udkj iïm;a l<ukdlrK wdh;kh