HRM.Reference:3.1 - Keep the result of each act recognizable
A person can be capable but ineligible under an applicable rule, eligible but not selected, selected but not appointed, appointed but unable to obtain the promised access, correctly graded but incorrectly paid, or willing to continue under conditions that cannot currently be supplied. These differences select different work.
| Needed result | Obtain it through | Return to HR when |
|---|---|---|
| A worthwhile direction or revised commitment | Strategy and the responsible undertaking owner | Work, staffing or terms must change to make it obtainable |
| Feasible operating work and a warranted interpretation of results | Operations Management, including OPS.22 for operating assessment | The result is proposed for selection, reward or a participation decision; that further inference needs its own grounds |
| A changed organization or way to obtain a contribution | Organization Change Engineering, including OCE.8 for whole obtaining alternatives | Assignments, authority, opportunities and participation terms must fit the selected arrangement |
| Effective permissions, dates, provision and obligations | Organization Administration under the applicable personnel instruction | A rule, professional judgement or contested entitlement is missing; administration cannot invent it |
| A human capability selected for later work | Human Capability Development, with C.40.JD when the way, holder and provision need joint development | Learning access, use opportunities and personnel consequences need an HR arrangement |
| A clinical, occupational-health, safety, legal or qualified assessment result | The competent professional supplier for the actual question and setting | Its conditions must change work, terms or the personnel inference |
| Actual participation in a shared practice | Community Management and the practice’s own Methods | Employer commitments, reward or personnel uses become material |
A professional referral becomes useful when its output can enter the receiving decision. State the actual work question, relevant conditions and permitted information; obtain the supplier’s conclusion, scope, uncertainty and reconsideration condition. Receive what the decision needs, not every underlying private record. Then identify the owner able to change the work, terms or decision. A recommendation sent to HR has not yet changed a schedule or authorized leave.