K Knowledge HF-D9.7-001 sector-specific 11 skills
HR policy and instruments
Develops and manages HR instruments such as job architecture, appraisal, reward and mobility and links them to the organisation's staffing needs.
How hrmforce measures this
- Assessment method
- Knowledge test · rho 0.40 (SD 0.13)
- hrmforce instrument
- Knowledge test (client-specific), Competency Check
- Competency (50-framework)
- Consulting Skills
- Trainability
- high
- Demand outlook 2026 to 2030
- stable
Test of declarative job knowledge, usually assembled per client.
Behavioural anchors
| Level | Behaviour at this level |
|---|---|
| N1 Guided | Explains to an employee which HR scheme applies and refers deviant situations to the adviser. works under supervision and follows instruction · routine, one variable at a time · own task |
| N3 Proficient | Independently applies HR instruments to a department's issues and advises the manager on their appropriate use. sets own approach and seeks input proactively · several variables, some ambiguity · own team or process |
| N5 Leading | Determines the organisation's HR policy, links it to the strategy and sets frameworks for all HR instruments. sets the standard and the policy · strategic, under high uncertainty · organisation, value chain or profession |
N2 and N4 are deliberately not anchored. Raters place them between the anchors, following the O*NET convention.
Underlying skills
These skills inherit the assessment route and the behavioural anchors of this construct.
| T | Skill | Definition | Demand outlook 2026 to 2030 |
|---|---|---|---|
| K | Designing a job architecture Job architecture | Builds a coherent system of job families, levels and profiles that matches the way the organisation is set up. | stable |
| K | Applying job evaluation Job evaluation | Weighs jobs with a system such as HR21, Fuwasys, FWG or ORBA and substantiates the grading in a salary scale. | stable |
| V | Writing a job profile Job description | Writes a profile with purpose, result areas, tasks, authority and the knowledge and skills required. | declining |
| K | Designing a performance cycle Performance management | Designs the appraisal cycle with planning, progress and assessment and records criteria and documentation. | stable |
| K | Applying reward and salary structures Reward management | Applies salary scales, increments, allowances and variable pay and records the choice made for each employee. | stable |
| V | Drafting employment condition schemes Employment policy drafting | Writes schemes for example on home working, travel allowance or study and aligns them with collective agreement and works council. | stable |
| V | Strategic workforce planning Workforce planning | Compares expected staffing needs with current headcount and names measures for recruitment and development. | rising |
| V | Performing HR analytics People analytics | Analyses workforce data on turnover, absence, intake and headcount and turns the outcome into a recommendation. | rising |
| T | Administering an HR information system HRIS · AFAS | Manages personnel data, changes and reports in an HR system such as AFAS, Visma or SAP SuccessFactors. | declining |
| V | Maintaining personnel files Personnel records | Keeps personnel files complete and up to date in line with retention periods and privacy legislation requirements. | declining |
| V | Implementing mobility and career policy Internal mobility | Implements schemes for internal mobility, redeployment and career paths and guides employees towards a next step. | rising |