| Organizational Performance |
| RPC:144 |
Aligns OLDT with business objectives and needs. |
| 144.01 |
Strategic HR Management |
| 144.02 |
The organization’s strategic business plan |
| 144.03 |
Principles and practices of effective learning, training and organizational development |
| 144.04 |
Business operations |
| 144.05 |
Training and development needs analysis techniques (i.e., skill assessment strategies and levels of training needs analysis) |
| 144.06 |
Training cost-benefit analysis and training evaluation techniques |
| 144.07 |
Research methods and designs (including measurement of HR) |
| 144.08 |
Measurement and assessment tools and techniques (and their limitations) |
| 144.09 |
Statistical analyses and evaluation |
| 144.10 |
Stakeholders in training & development |
| 144.11 |
Administration, maintenance and analysis of automated HR information |
| 144.12 |
Change management techniques |
| 144.13 |
Organization structures and management practices |
| 144.14 |
The nature of the business environment and the competitive position of the company within the industry |
| 144.15 |
Organization culture and values |
| RPC:145 |
Determines the most effective learning and development initiatives required for organizational success. |
| 145.01 |
Adult learning principles |
| 145.02 |
Instructional design and delivery |
| 145.03 |
Facilitation techniques |
| 145.04 |
Training and development program design and administration |
| 145.05 |
Methods of training and development (Games and simulations, case method, lecturing, on-the-job training, distance learning, role-play, videoconferencing, group discussion) |
| 145.06 |
Types of alternative approaches to training |
| 145.07 |
Training and development needs analysis techniques (i.e., skill assessment strategies and levels of training needs analysis) |
| 145.08 |
Domains and levels of learning |
| 145.09 |
Methods of matching skills and people |
| 145.10 |
Conditions necessary for training success |
| 145.11 |
Training cost benefit analysis and training evaluation techniques |
| 145.12 |
Statistical analyses and evaluation |
| 145.13 |
Industry best practices |
| 145.14 |
Internal and external resources |
| 145.15 |
Organizational goals and financial capabilities |
| RPC:146 |
Develops and implements training and development initiatives to address current capabilities and future training needs. |
| 146.01 |
Adult learning principles |
| 146.02 |
Instructional design and delivery |
| 146.03 |
External and internal resources |
| RPC:147 |
Monitors and reports on the impact of development activities on organizational performance. |
| 147.01 |
Data gathering techniques |
| 147.02 |
Stakeholders in training & development |
| 147.03 |
Training cost-benefit analysis and training evaluation techniques |
| 147.04 |
Administration, maintenance and analysis of automated HR information |
| 147.05 |
Research methods and designs (including measurement of HR) |
| 147.06 |
Measurement and assessment tools and techniques (and their limitations) |
| Development Programs |
| RPC:148 |
Designs career development programs that align with business needs. |
| 148.01 |
Organizational structure and management practices |
| 148.02 |
Business operations |
| 148.03 |
Training and development program design and administration |
| 148.04 |
Methods of training and development (Games and simulations, case method, lecturing, on-the-job training, distance learning, role-play, videoconferencing, group discussion) |
| 148.05 |
Training and development needs analysis techniques (i.e., skill assessment strategies and levels of training needs analysis |
| 148.06 |
Methods of matching skills and people |
| 148.07 |
Training programs delivery techniques |
| 148.08 |
Principles of effective career planning and development |
| 148.09 |
Job analysis techniques |
| 148.10 |
HR planning principles and techniques |
| 148.11 |
Organization culture and values |
| 148.12 |
Organization positions and their requirements |
| 148.13 |
Organizational goals and financial capabilities |
| RPC:149 |
Assesses and recommends internal and external suppliers of development programs. |
| 149.01 |
Adult learning principles |
| 149.02 |
Training and development needs analysis techniques (i.e., skill assessment strategies and levels of training needs analysis) |
| 149.03 |
External resources |
| 149.04 |
Training cost-benefit analyses and training evaluation techniques |
| 149.05 |
Training and development program design and administration |
| 149.06 |
Methods of training and development (Games and simulations, case method, lecturing, on-the-job training, distance learning, role-play, videoconferencing, group discussion |
| 149.07 |
RFP preparation and evaluation of proposals |
| RPC:150 |
Applies general principles of adult learning to ensure appropriate development methods and techniques. |
| 150.01 |
Adult learning principles |
| 150.02 |
Internal and external resources |
| 150.03 |
Training and development program design and administration |
| 150.04 |
Methods of training and development (Games and simulations, case method, lecturing, on-the-job training, distance learning, role-play, videoconferencing, group discussion |
| 150.05 |
Domains and levels of learning |
| 150.06 |
Effective learning objectives |
| 150.07 |
Issues regarding the transfer of training to the job |
| 150.08 |
Training delivery techniques |
| 150.09 |
Conditions necessary for training success |
| RPC:151 |
Uses a variety of methods to deliver development programs. |
| 151.01 |
Adult learning principles |
| 151.02 |
Program design |
| 151.03 |
Facilitation techniques |
| 151.04 |
Methods of training and development (Games and simulations, case method, lecturing, on-the-job training, distance learning, role-play, videoconferencing, group discussion) |
| 151.05 |
Domains and levels of learning |
| 151.06 |
Training programs delivery techniques |
| 151.07 |
Conditions necessary for training success |
| RPC:152 |
Develops and implements measurement tools and processes to evaluate program effectiveness. |
| 152.01 |
Organization goals and financial capabilities |
| 152.02 |
Training and development goals and learning objectives |
| 152.03 |
Training cost-benefit and training evaluation techniques |
| 152.04 |
Techniques to analyse and interpret training results |
| 152.05 |
Research methods and designs (including measurement of HR) |
| 152.06 |
Measurement and assessment tools and techniques (and their limitations) |
| 152.07 |
Statistical analyses and evaluation |
| 152.08 |
Program evaluation techniques |
| Career Management |
| RPC:153 |
Helps supervisors/managers to identify career options for employees that align with business needs. |
| 153.01 |
Future HR needs of the organization and capabilities of current employees |
| 153.02 |
Principles and techniques of effective career development/management |
| 153.03 |
Essential elements of HRP process (i.e., importance/benefits of human resource planning) |
| 153.04 |
Organization structure and management practices |
| 153.05 |
Organizational goals and financial capabilities |
| 153.06 |
Internal and external resources for career development |
| 153.07 |
Administration, maintenance and analysis of automated HR information |
| RPC:154 |
Provides assessment tools for career development. |
| 154.01 |
Principles and techniques of effective career development/management |
| 154.02 |
Training and development needs analysis techniques (i.e., skill assessment strategies and levels of training needs analysis) |
| 154.03 |
Measurement and assessment tools and techniques (and their limitations) |
| 154.04 |
Statistical analyses and evaluation |
| 154.05 |
Positions and their requirements |
| RPC:155 |
Ensures performance management information is an integral component of employee development. |
| 155.01 |
Principles and techniques of effective performance management systems, including assessment, development and performance improvement |
| 155.02 |
Principles and techniques of effective career development/management principles |
| 155.03 |
Performance appraisal processes |
| 155.04 |
Career and succession planning and management |
| 155.05 |
Measurement and assessment tools and techniques (and their limitations) |
| 155.06 |
Administration, maintenance and analysis of automated HR information |
| RPC:156 |
Assists employees in identifying career paths, establishing learning plans and activities required for achieving personal and organizational success. |
| 156.01 |
Future HR needs of the organization and capabilities of current employees |
| 156.02 |
Principles and techniques of effective career development/management |
| 156.03 |
Core competencies required for organizational success |
| 156.04 |
Internal and external training and development resources |
| 156.05 |
Position requirements, including licenses, certifications, etc. |
| 156.06 |
Methods of training and development (Games and simulations, case method, lecturing, on-the-job training, distance learning, role-play, videoconferencing, group discussion) |
| 156.07 |
Training and development needs analysis techniques (i.e., skill assessment strategies and levels of training needs analysis) |
| 156.08 |
Effective learning objectives |
| 156.09 |
Methods of matching skills and people |
| 156.10 |
Conditions necessary for training success |
| RPC:157 |
Facilitates the implementation of developmental work assignments. |
| 157.01 |
Principles and techniques of effective career development/management |
| 157.02 |
Domains and levels of learning |
| 157.03 |
Effective learning objectives |
| 157.04 |
Organizational structure and management practices |
| 157.05 |
Position requirements |
| RPC:158 |
Monitors, documents and reports on career development activities. |
| 158.01 |
Procedures for collection, manipulation and analysis of information |
| 158.02 |
Administration, maintenance and analysis of automated HR information |
| 158.03 |
Principles of effective career development |
| 158.04 |
Communication theories, tools, techniques, and processes |
| 158.05 |
Measurement and assessment tools and techniques (and their limitations) |
| Training |
| RPC:159 |
Ensures compliance with legislated training obligations. |
| 159.01 |
Relevant professional and technical licensing, certification and/or accreditation requirements |
| 159.02 |
Relevant legal and regulatory environment (health and safety, etc.) |
| 159.03 |
Internal and external resources |
| RPC:160 |
Conducts training needs assessments. |
| 160.01 |
Principles of effective training, learning and organizational development |
| 160.02 |
Training and development needs analysis techniques (i.e., skill assessment strategies and levels of training needs analysis) |
| 160.03 |
Administration, maintenance and analysis of automated HR information |
| 160.04 |
Measurement and assessment tools and techniques (and their limitations) |
| RPC:161 |
Recommends the most appropriate way to meet identified learning needs. |
| 161.01 |
Training and development needs analysis techniques (i.e., skill assessment strategies and levels of training needs analysis) |
| 161.02 |
Principles of effective training, learning and organizational development |
| 161.03 |
Organizational goals and financial capabilities |
| 161.04 |
Training and development program design and administration |
| 161.05 |
Methods of training and development (Games and simulations, case method, lecturing, on-the-job training, distance learning, role-play, videoconferencing, group discussion) |
| 161.06 |
Domains and levels of learning |
| 161.07 |
Effective learning objectives |
| 161.08 |
Training delivery techniques |
| 161.09 |
Internal and external resources |
| RPC:162 |
Establishes training priorities based on needs analysis. |
| 162.01 |
Priority setting |
| 162.02 |
Principles of effective training, learning and organizational development |
| 162.03 |
Training and development needs analysis techniques (i.e., skill assessment strategies and levels of training needs analysis) |
| 162.04 |
Stakeholders in training & development |
| 162.05 |
Assessment and forecasting techniques for HR Requirements (including benefits and types of qualitative and quantitative forecasting methods) |
| 162.06 |
Organizational goals and financial capabilities |
| RPC:163 |
Facilitates post training support activities to ensure transfer of learning to the workplace. |
| 163.01 |
Situational leadership |
| 163.02 |
Coaching |
| 163.03 |
Methods to establish interpersonal effectiveness |
| 163.04 |
Domains and levels of learning |
| 163.05 |
Issues regarding the transfer of training to the job |
| 163.06 |
Conditions necessary for training success |
| 163.07 |
Communication theories, tools, techniques, and processes |
| RPC:164 |
Develops training budgets and monitors expenditures. |
| 164.01 |
Fundamental accounting and budgeting principles |
| 164.02 |
Methods of preparing operating budgets |
| 164.03 |
Procedures for, and issues pertaining to, budget preparation (including cost forecasting; operating budget; budgeted income statement; budgeted balance sheet; cash flow budget |
| 164.04 |
Estimates of internal and external training and development costs |
| RPC:165 |
Identifies and accesses external sources of training funding available to employees. |
| 165.01 |
Sources of available funding |
| 165.02 |
Application procedures |
| 165.03 |
Roles of the federal and provincial governments in providing training and development |
| 165.04 |
Roles of municipal governments, unions, and professional associations in training and development |
| 165.05 |
Training needs of the organization |
| RPC:166 |
Develops and reviews requests for proposals (RFP) and reviews submissions by third parties. |
| 166.01 |
RFP preparation |
| 166.02 |
Proposal evaluation |
| 166.03 |
Research methods and designs (including measurement of HR) |
| 166.04 |
Measurement and assessment tools and techniques (and their limitations) |
| 166.05 |
Statistical analyses and evaluation |
| 166.06 |
Needs analysis |
| RPC:167 |
Recommends the selection of external training providers. |
| 167.01 |
External resources and service providers |
| 167.02 |
Contract administration |
| 167.03 |
Methods of training and development (Games and simulations, case method, lecturing, on-the-job training, distance learning, role-play, videoconferencing, group discussion) |
| 167.04 |
Measurement and assessment tools and techniques (and their limitations) |
| 167.05 |
Principles of effective learning, training and organizational development |
| 167.06 |
Proposal evaluation |
| 167.07 |
Training and development program design and administration |
| RPC:168 |
Participates in course design and selection and delivery of learning materials. |
| 168.01 |
Adult learning principles |
| 168.02 |
Instructional design & delivery |
| 168.03 |
Facilitation techniques |
| 168.04 |
Training and development program design and administration |
| 168.05 |
Methods of training and development (Games and simulations, case method, lecturing, on-the-job training, distance learning, role-play, videoconferencing, group discussion) |
| 168.06 |
Domains and levels of learning |
| 168.07 |
Effective learning objectives |
| 168.08 |
Issues regarding the transfer of training to the job |
| 168.09 |
Training delivery techniques |
| RPC:169 |
Ensures arrangements are made for training schedules, facilities, trainers, participants, and equipment and course materials. |
| 169.01 |
Adult learning principles |
| 169.02 |
Instructional design & delivery |
| 169.03 |
Contract administration |
| 169.04 |
Training programs delivery techniques |
| 169.05 |
Conditions for successful learning |
| 169.06 |
Internal and external resources |