CUPA-HR Learning Framework

Guided by the association’s mission and core values, the CUPA-HR Learning Framework represents our commitment to promote and encourage the highest standards of higher ed HR leadership and development.

A competency is a combination of observable and measurable knowledge, skills, abilities and personal attributes that contribute to enhanced employee performance, which can ultimately attribute to institutional success. Components of competencies:
  • Knowledge is gained from formal training and/or experience.
  • A skill is the proficient manual, verbal or mental manipulation of data or things that allows for the execution of well-specified tasks (psychomotor abilities).
  • Ability is the power to perform an observable activity at the present time.
  • Personal Attributes is a personal quality or characteristic

Building and Developing Self and Others

Who We Are
  1. Self Awareness
  2. Critical Thinking
  3. Relationship Management
    • Conflict engagement
    • Facilitation skills
    • Consulting skills
    • Challenging established practices
    • Constructive inquiry
    • Collaboration
  4. Change Management
  5. Ethics

Building and Developing Talent and Your Organization Management

How We Operate
  1. Identifying & Recruiting Talent
    • Sourcing & recruiting
    • Workforce planning – principles & models
  2. Mission-Driven Performance Management
    • Aligning talent (the right people on the bus & in the right seats)
    • Aligning performance to mission, strategies, goals
    • Measuring performance & outcomes
    • Recognition, rewards, strategic retention
  1. Employee & Leadership Development
    • Career development
    • Continuous learning
    • Adaptive leadership
  2. Cultural Architect & Steward
    • Inclusivity
    • “Employer of Choice” mentality
    • Diversity & internationalization of talent & talent pool
    • Creating conditions that enable employees to perform at their very best
    • Changing environment & nature of work
  3. Professional Network

Accessing/Utilizing Knowledge, Information and Technology

Why We’re Relevant
  1. Leading the Way: The Higher Ed Business Model
    • Metrics that matter to whom?
    • Measuring the work & defining what success looks like
    • Understanding demographics from your own institution
    • Diversity & inclusion data
    • Building an HR model for the future
  2. Collaboration & Managing Key Relationships
    • Working with constituents – focus on them with data
    • Managing vendor relationships
    • Asking the right questions
  1. HR Transformation
  2. Process Reengineering & Practice
    • Insourcing rather than outsourcing
    • HR technology tools that will help leverage HR work
    • Making the case for technology investment
    • Social media/networking