Resourcing RESC
(unchanged)
Acquiring, deploying and onboarding resources.
SFIA 9 is in development
- SFIA 9 beta due in early July 2024
- SFIA 9 planned for publication October 2024
This is a prototype for SFIA 9. It is subject to change before publication.
Moving to SFIA 9
- Updated guidance notes including clarification of intended application of this skill
- New level 2 added to support entry-level roles
- SFIA 8 skill descriptions will remain available for you to use
- Previous SFIA assessments are not impacted by this change
Guidance notes
(modified)
Resources include, but are not limited to, salaried employees, temporary staff, consultants and contractors. Resourcing may be undertaken for departments, teams, projects, or individual roles. Resourcing should be attributed to those whose role is the specialised practice of acquiring and integrating resources into the organisation.
Activities may include, but are not limited to:
- recruiting, selecting, deploying, onboarding and transitioning resources
- assessing candidates using methods such as, but not limited to, interviews, assessment centres, CV/resume review, tests, exercises
- ensuring compliance with relevant statutory or external regulations and codes of good practice
- enhancing recruitment using workforce and process analytics
- proactively building talent pipelines aligned to future strategic skills
- adapting sourcing approaches to attract candidates for hard-to-fill needs
- measuring the effectiveness of resourcing approaches using methods such as, but not limited to, retention analysis, media and supplier assessment, customer satisfaction and validation of selection methods.
Understanding the responsibility levels of this skill
Where lower levels are not defined...
- Specific tasks and responsibilities are not defined because the skill requires a higher level of autonomy, influence, and complexity in decision-making than is typically expected at these levels. You can use the essence statements to understand the generic responsibilities associated with these levels.
Where higher levels are not defined...
- Responsibilities and accountabilities are not defined because these higher levels involve strategic leadership and broader organisational influence that goes beyond the scope of this specific skill. See the essence statements.
Developing skills and demonstrating responsibilities related to this skill
The defined levels show the incremental progression in skills and reponsibilities.
Where lower levels are not defined...
You can develop your knowledge and support others who do have responsibility in this area by:
- Learning key concepts and principles related to this skill and its impact on your role
- Performing related skills (see the related SFIA skills)
- Supporting others with tasks (generic examples are provided by the essence statements for each level)
Where higher levels are not defined...
- You can progress by developing related skills which are better suited to higher levels of organisational leadership.
Levels
| Defined at these levels: | 2 | 3 | 4 | 5 | 6 |
Click to learn why SFIA skills are not defined at all 7 levels.
Show/hide extra descriptions and levels.
Level 1
Resourcing: Level 2
(new)
Assists with resourcing tasks under routine supervision.
Helps with recruiting and onboarding new employees.
Supports the documentation and tracking of resourcing activities.
Resourcing: Level 3
(unchanged)
Supports managers and teams in resourcing and recruitment activities.
Uses recommended tools for planning, scheduling and tracking resourcing activity.
Provides guidance on resource management and recruitment software, procedures, processes, tools and techniques.
Resourcing: Level 4
(unchanged)
Facilitates and supports the execution of resourcing activities in collaboration with managers and teams.
Analyses resource requests to determine tasks, skills and effort required. Creates and communicates open positions internally and externally. Conducts interviews and assessments using a planned format and structure.
Implements internal resource allocation matching skills to tasks. Contributes to transitioning of resources, complying with relevant statutory or external regulations and codes of practice.
Resourcing: Level 5
(unchanged)
Plans and manages the acquisition and deployment of resources to meet specific needs and ongoing demand.
Defines and manages the implementation of resourcing processes and tools. Advises on available options and customises resourcing approach to meet requirements. Adheres to standards, statutory or external regulations and codes of practice and ensures compliance.
Engages with external parties in support of resourcing plans.
Measures effectiveness of resourcing processes and implements improvements.
Resourcing: Level 6
(unchanged)
Defines the resourcing approach for a significant part of the organisation in line with workforce plans and strategic business goals.
Communicates the resourcing approach and obtains organisational commitment. Advises on standards, statutory or external regulations and codes of practice and ensures compliance.
Maintains a strong external network and supplier framework to support sourcing and acquiring resources.
Leads the development of plans and budget to ensure that the organisation has appropriately skilled resources to meet organisational objectives and commitments. Reviews the ongoing success and effectiveness of resource management processes.