1. 2014 Developing Competencies for HR Success
Summary of Changes

2. Potential Audience
The Developing Competencies for HR Success is specifically designed for more senior HR staff who:
Are seeking information on how to more fully integrate the HR function in their respective organization’s strategic operations;
Want to expand access of the HR function to all levels within the organization;
Are seeking access to professional certification within the public sector HR community;
Have a firm understanding of many of the functional areas within a public sector HR operation, but are seeking guidance in increasing their sphere of influence and visibility within their organizational setting.

3. Other Training opportunities
Less senior staff (less than 3 to 5 years of experience) may want to explore other professional development opportunities available through IPMA-HR:
Public Sector HR Essentials Course
Selection courses
Classification and Compensation courses.
Interested organiztions/employees should check IPMA-HR’s website ( or call ( ) for more information on other course offerings.

4. Course formats This course is offered in two formats:
Four-day classroom sessions for groups of approximately 12 to 30 participants.
Online over an eleven week schedule.
The suggested arrangement of presenting the course remains unchanged from the prior version of the course:
Module One: Introduction and Overview
Module Two: HR Leader
Module Three: Business Partner
Module Four: Change Agent

5. Instructor requirements
Due to the potential audience for this course, instructors must meet the following requirements:
Have a current IPMA-CP Certification;
Have at least five (5) years of progressively responsible HR experience;
Have signed a trainer agreement with IPMA-HR.
Must be a current member of IPMA-HR

6. Restrictions on Use of course materials
The DCHRS course is the intellectual property of IPMA-HR.
Organizations and instructors who are authorized to use it must not:
Modify, add to, or alter the course content in any manner without first having obtained prior, written approval from IPMA-HR.
Course content includes the written material and PowerPoint slides.
Failure to comply with the above requirements may result in:
withdrawal of approval to use the course materials, and/or
termination of instructor status to teach the course in the future.

7. Ancillary course materials

8. Participant’s Self-assessment
Self evaluation process has been changed:
Elimination of point scoring system, with different point thresholds for determination of development needs
Replaced with:
Three point scale on relevance to the employee’s job – high/medium/low
Two point scale on personal proficiency:
Plus (+) : no need for additional development
Minus (-): need for further development

9. Instructor’s Guide
Has been comprehensively revised, and new material has been added in a number of sections. The following is a summary of the changes:
Teaching online versus classroom sessions.
Material on the following areas has been modified, and retained:
Adult learning principles
Beginning the course
Icebreakers
Transferring the learning
Some of the appendices included in the current course have been moved from the course material to the Guide.
A summary of the changes from the existing to the new course has been added.

10. Bibliography
Has been updated to include books, articles, conference presentations and websites used in 2014 revisions to the course.
Older books and articles, dating from the 1960’s to 80’s, have been deleted if they are no longer referenced in the course.

11. Major Additions Throughout the Course
Summary of changes
Major Additions Throughout the Course

12. Major Changes
Inclusion of material on the HR Expert Role in the Introduction and Overview Module.
Inclusion of material on employee engagement in the Change Agent Module.
Consolidation of material on negotiation, mediation, and “win-win” strategies in the HR Leader Module.
Consolidation of material on influence in the HR Leader Module.
Inclusion of material on emotional intelligence in the HR Leader Module.
Inclusion of an action planning form at the conclusion of the Change Agent, Business Partner and HR Leader Modules.
While similar in style, the action planning form is an opportunity for participants to determine how they might employ the concepts taught in each Module in their organization.
Elimination of selected exercises, and inclusion of a few new exercises throughout the course.

13. Module One: Introduction and Overview
Summary of changes
Module One: Introduction and Overview

14. Introduction and Overview Module
Inclusion of material, for the first time, on the HR Expert Role:
Approximately six (6) pages of text
Exercise on strategic planning in an HR context
A new opening section has been added, including an exercise on perceptions of public sector HR management.
The 20 competency statements were modified and simplified.

15. Summary of changes
Module Two: HR Leader

16. Hr Leader module The following sections were rewritten:
“The Role of the Leader in Human Resources”
“Defining and Exercising Leadership”
The section, “How Leadership is Exercised” has been modified and renamed as “Leadership Is…”.
The following sections were modified:
“Sources of Power – Authority and Influence”
“Influencing Without Authority”
The section, “The Tool of Influence: Mastering the Power to Change Anything” was moved from the Change Agent Module, and additional content was added.
The case study, “Coalition Building Within a Human Resources Division” has been modified to reflect emphasis on use of power and influence.

17. HR leader module, #2
The graph and text on “The Team Performance Curve” has been relocated in front of the exercise on “Human Resources Assigned to Collect Taxes”.
Additional content was added to the section, “Leadership and Decision-Making”.
Content in the section, “Leadership and Ethical Behavior in the Public Sector” has updated and expanded.
A new exercise, “The HR Ethics Dilemma” has been added.
The section, “Inspiring and Promoting Diversity” has been rewritten, and additional content added.
Consolidation of course material on negotiation, mediation, and “win-win” strategies.
Previously duplicated in both the Change Agent and HR Leader Modules.
References to Sharks/Carps/Dolphins has been eliminated.
Intention is to cover this material completely in this Module.
A new section on Emotional Intelligence has been added.

18. Module Three: Business Partner
Summary of changes
Module Three: Business Partner

19. Business Partner Module
Elimination of the exercise, “Mary Morgan – Phases of the Consulting Process”.
To provide additional guidance on risk-taking, a description of IPMA-HR’s 2013 Small Agency Award for Excellence, with a discussion of how risk was managed in regard to the Kindler model, was added to this section.
Additional content was added to the following sections:
“Afterthought/Integration/Isolation”
“Transitioning to the Business Partner Role”
“Fulfilling the Role of Internal Consultant”
Section on “Taking a Performance Perspective” was rewritten.
Content on workforce analytics was added to the section on “Return on Investment – Program Performance Measures”.
The ROI exercise was shortened.

20. Module Four: Change Agent
Summary of Changes
Module Four: Change Agent

21. Change Agent Module
Inclusion of several pages of material on employee engagement
Reference is made to these concepts in the HR Leader, but is just for reinforcement.
Inclusion of more HR-related material.
New opening article on change to introduce change concepts
Section on “Understanding Your Environment: Gaining a Seat at the Table” has been extensively modified.
New exercise, “Combining an Environmental Scan: Gaining a Seat at the Table” has been added.

22. Change Agent module, #2
Section on “Establishing and Maintaining Customer Relationships” has been extensively rewritten.
Exercise, “Change is Good…Except in Our Backyard” has been modified to reflect new emphasis on customer relationships.
Section on “Shifting Paradigms” has been rewritten.
Section on “Tomorrow’s HR Management” has been extensively modified.
New exercise, “What Are Tomorrow’s HR Issues in Your Organization?” has been added, replacing an existing exercise.
Section on “Breaking Old Patterns in Favor of Risk and Reward Tradeoffs” has been rewritten.
The current exercise has been eliminated.

23. Change Agent module, #3
Section on “The Shifting of Human Resources Workplace Paradigms” was rewritten.
Section on “Foundations of Change” includes new material, and incorporates content from “Identifying Barriers to Effective Change: Resistance to Change”, which has been eliminated.
The material previously included in the section, “The Tool of Influence: Mastering the Power to Change Anything” has been moved to the HR Leader Module.
Section on “Creating an Atmosphere for Change” has been modified and new material added.
The section on “Characteristics of an Effective Change Agent” has been rewritten.

24. Questions and Discussion