...------------------------------------------------- Assessed Coursework Cover Sheet ------------------------------------------------- ------------------------------------------------- ------------------------------------------------- Student Name : ------------------------------------------------- Organisation : ------------------------------------------------- Unit Title : Developing Yourself As An Effective HR / L&D Practitioner ------------------------------------------------- Unit Code : 4DEP ------------------------------------------------- Coursework Component : Written Assignment ------------------------------------------------- Date of Submission : ------------------------------------------------- Total Word Count : ------------------------------------------------- Introduction The HR professional map highlights how the HR helps an organization achieve its strategic vision, mission and goals. In the HRPM, there are ten professional areas, 8 types of behaviour and 4 bands which are vital to every HR practitioners. These skills and knowledge will help the HR practitioner to lead the employees and the organizations to reach their respective goals and objectives The 10 professional areas describe what activities are needed to be done and what knowledge is needed to know for each are of HR. Two areas from the ten are core areas which are insights, strategy and solutions and leading HR. The rest of the eight areas comprises of organizational design...
Words: 1594 - Pages: 7
...Certificate in Human Resources Practice 2013/14 Student; Jason Hal (21303364) Assignment 1 Developing Yourself as an Effective HR Practitioner Tutor; Sara McTrusty/Val Swales Submission date; 06th November 2013 Venue: Darlington College Contents 1. Introduction…………………………..............…………………………............3 2. Activity 1 Summarise The HRPM…………………………..…......................4 2.1 Insights, Strategy and Solutions............................................................5 2.2 Leading HR Resourcing Band 1.............................................................6 3. Activity 2 Timely and Effective Service……………………………………...6 3.1 Employees......................………………………………………................6 3.2 Managers..............................................................……………………....6 3.3 Recruitment Agencies............................……………………….............7 3.4 Communication..........................…………………………………………...8 3.5 Effective Service Delivery........................................................................8 3.6 Delivering Service.....................................…………..…………………….8 3.7 Difficult Customers…...............................................................................9 3.8 Resolving Complaints…..........................................................................9 4. Development....................
Words: 1923 - Pages: 8
...Activity 3 Statement Criteria for CIPD Associate Member status Having considered the criteria for CIPD Associate Member status, I have identified some areas that I would need to develop in order to meet the criteria for Associate membership: Complete the DHRP course. Further my knowledge of the HR role and Employment Law. Add value to what I do - how I manage the HR function within my organisation. Develop my behaviour in a more precise manner, appropriate to each given situation. Build on my personal credibility as a professional. Why I believe CPD to be important t Keeping knowledge up to date As professionals we have a responsibility to keep our skills up to date. This is especially pertinent in the field of Human Resources where ever-changing legislation and economic factors can affect our working lives. To be competent To be a professional you must have the competence to practise. Your role may change, you may have different demands placed on you and you may not be competent to meet these. Career progression It can help us assess our development through reflective learning, identifying what we need to do to meet our career aspirations. Devising my PDP In devising my own plan I considered what I needed to progress. I decided to study for a professional qualification (Diploma in HR Practise) as good way of expanding my knowledge and gaining a formal, professional qualification. Networking is a low cost option where I can meet...
Words: 329 - Pages: 2
...HR, sit at the heart of the profession Map. These Professional areas are applicable to all HR professionals, regardless of role, location or stage of career. They underpin the direction of the profession as an applied business discipline with a people and organisation specialism. The core professional areas can be defined as follows: • Insights, strategy and solutions - develop an understanding of the organisation and its context and use these insights to tailor strategy and solutions to meet organisational needs now and in the future. • Leading HR – Act as a role model leader, maximising the contribution that HR, or your specialist function, makes throughout the organisation both thorough own efforts and through supporting, developing and measuring others across the organisation. Activity 1b – Whilst concentrating on Leading Hr, there are numerous activities to practice and specified knowledge to categorize...
Words: 1732 - Pages: 7
...are 2 CORE professional areas – ‘Insights, strategy and solutions’ and ‘Leading HR’ Insights, strategy and solutions The practitioner has a deep understanding of the organisation including where it sits within its business sector, then uses this information to adapt strategy and solutions to meet present and future organisational needs. Leading HR The practitioner acts as an exemplar in the field, and capitalises on the contribution that HR makes via HR, simultaneously as a support function across the organisation, and implementing performance and development measures throughout the organisation. There are a further 8 SPECIALIST professional areas: Service delivery and information Effective and cost-efficient business improvement and customer-focused HR service excellence lies at the centre of this core area, delivered through exceptional process and projects. Organisation design The practitioner will make sure the organisation is suitably designed to deliver the utmost impact in both the short and long term. Organisation development Aligning business strategy with the organisations capacity to achieve its intended outcomes, the practitioner will focus on planning and implementing change management projects to bring about the required culture, behaviours, skills and performance. Resourcing and talent planning The practitioner will make sure the organisation can readily source the talent and...
Words: 1952 - Pages: 8
...eight Professional Areas on the map detect the specific activities and knowledge you need based on your competency in HR which would allow you to have an idea of the banding you currently come under on the HR Profession Map. Throughout your HR Career you are bound to face transitional changes in your competence which in effect will change your banding on the HR Profession Map. “The 10 Professional areas describe what you need to do (activities) and what you need to know (knowledge) for each area of the HR profession at four bands of professional competence.” (CIPD, 2015) In the centre of the HR Map you have the two core professionals which include insights, Strategy and Solutions and Leading HR. Most HR Professionals works deeply into developing their staff, leading your team and looking at potential strategies which may benefit the business. “The successful HR professional provides active, insight-led leadership: owning, shaping and driving themselves, others and activity in the organisation.” (CIPD 2015) As reported by the CIPD, there are 8 behaviours included on the HR Profession Map and they influence how an HR Professional needs to plan their daily activities. The behaviours...
Words: 1914 - Pages: 8
...Introduction: The purpose of this report is to outline the responsibilities of a H.R practioner and users of the service. It explains the different communication methods used whilst providing effective service delivery. Task 1.1 Explain the knowledge, skills and behaviours required to be effective in an identified HR role. Refer to the HRPM, and include a summary of the HRPM (including the 2 core professional areas) and an explanation of the activities and knowledge, at either band 1 or 2, of any one of the professional areas. The H.R profession Map is used in all organisations as a criteria for those in the H.R profession to set standards so that those in H.R can succeed and achieve to its full potential through their whole career. The map consists of 10 professional areas that persons need to carry out to deliver the skills and knowledge. The 10 areas are: Stategy, Insights and Solutions – This should be the core of every business to set a good foundation for great H.R capability, individuals need a understanding of the business and its context so that it can plan methods and solutions to meet needs of the organisation present and for the future. Insights involve understanding, collecting data, analysing and assessing situations. Understanding its customers and external factors that could effect the business . Its good to be pro-active and plan for the future growth of the organisation to try and avoid any risks to the business. Insights need to be directed into strategies...
Words: 1753 - Pages: 8
...Developing Yourself as an Effective Human Resources Practitioner Activity 1 This is a brief summary of the Human Resources Professional Map: Professional Areas Insights, strategy & solutions: The two professional areas insights, strategy & solutions & leading HR are the core of the profession & apply to all HR professionals regardless of role, location or stage of career: be it inside an organisation or working within them. They’re the foundation of the profession as an applied discipline & describe how HR professionals work for HR’s purpose – supporting organisation performance- to be made real by using insights to create HR strategies & deliver solutions that remain, taking people with them & staying active & innotive. Develops actionable insights & solutions, prioritised & tailored around a deep understanding of business, contextual & organisational. Leading HR: Provides active, insight-led leadership: owning, shaping & driving themselves, others, & activity in the organisation. Service delivery & information: Ensures that HR services & information are delivered effectively, efficiently, accurate, timely & cost effective & that human resource data is managed professionally. Organisation design: Ensures that the organisation is correctly designed to deliver organisation...
Words: 1645 - Pages: 7
...Developing Yourself as an Effective Human Resources or Learning and Development Practitioner Activity 1 * briefly summarise the CIPD Profession Map (i.e. the 2 core professional areas, the specialist professional areas, the bands and the behaviours) The CIPD HR Profession Map has been developed with the help of HR professionals around the world. Many organisations use the CIPD profession map to measure their HR capability, address areas for development, and to develop their employees within HR. The HR profession map is made up of ten professional areas, eight behaviours and four bands of professional competence (Bands and transitions.) The Professional areas describe the activities you need to undertake and what you need to know for each of the 10 professional areas at each band level (Levels 1 – 4.) There are two core professional areas; Leading HR, and Insights, Strategy and Solutions. The core areas are applicable to all HR professionals, even those just beginning of their HR careers. There are 8 further Specialist professional areas: Employee Relations, Service delivery and information, Organisation Design, Organisation Development, Resourcing and Talent Planning, Learning & Development, Performance and reward, Employee Engagement and Employee relations. The behaviours describe the 8 key behaviours each HR professional needs to be successful within their role. Each behaviour is described across each of the band levels. The eight behaviours are; Role...
Words: 1731 - Pages: 7
...the future. • Leading HR – Having leadership skills allows you to work collaboratively with colleagues. You are able to guide and advise, enabling everyone, as a whole, to deliver valued skills and outstanding performance. These two areas are seen to be a requirement of any HR professional, regardless of their role, location or stage of their career. The Specialist Professional Areas: There are also 8 specialist professional areas that coincide with the HRPM. • Organisation Design - Ensuring that every aspect of the organisation is designed correctly and efficiently to deliver the maximum impact. • Organisation Development – is imperative. It sets requirements and strategies that need to be met to achieve goals. By training and developing individuals, you set out to have a team of people who have the appropriate skills, behaviours, culture and performance needed in an organisation. • Resourcing and Talent Planning – Ensures that an organisation has the appropriate strategies in place to attract suitable candidates. • Learning and Development – Providing members of staff with current up to date training. This provides staff with new skills and knowledge to use in the...
Words: 1631 - Pages: 7
...Developing Yourself as an Effective Human Resources Practitioner. DEP (HR) I am taking this course Within the HR Profession Map there are 2 core areas, 8 professional areas, 10 behaviours and 4 bands which are required to be an effective HR practitioner. This tool has been developed to be applicable to HR professionals around the world. There are 2 core professional areas for all HR professionals no matter where you are in your HR career. The 2 core areas are: • Insights, Strategy and Solutions - This professional area underpins the direction of the profession as an applied business discipline. This area also allows HR Profession, to develop actionable insights and deliver situational HR solutions that stick. • Leading HR – This professional area focuses on HR Professionals that are active and insight-led and are actively leading others who own, shape and driving the organization. They develop the organization across 3 main areas of leadership: Personal leadership, leading others and leading issues. The other 8 professional areas advise HR what we need to do and what they need to know. The 10 behaviours describe how an HR professional should carry out their actives whilst the 4 bands show the contributions a practitioner should be making at every stage of their career. Out of the 8 professional areas I consider Learning and Development to be the most essential to my role within HR. We need Learning and development to move forward as a company and as an HR Professional...
Words: 755 - Pages: 4
...3 Building and maintain effective service 3. References 1.1Introduction I work as a HR administrator at Sphere Group, which operates in the recruitment sector. This report will outline the HR profession map, its two core areas and eight behaviours, before discussing the Professional area of Resourcing and talent planning. Part Two will discuss how an HR practitioner should ensure that the services they provide are timely and effective, commenting on understating the customers’ needs, effective communication methods and how to build and maintain effective service. Part One 1.2 My HR Profession Map summary The HR profession Map (HRPM) is key to helping HR practitioners understand what they are good at, what they can improve on and what they need to do to develop. The map is made up of ten professional areas that HR practitioners are involved in and need to know about, eight behaviours to demonstrate in these professional areas and four bands of professional competence. The ten professional areas are: Strategy, insights and solutions, leading and managing HR, organisation development, resourcing and talent planning, learning and development, performance and reward, employee engagement, employee relations, service delivery and information and organisation design. 1.3 Strategy, insights and solutions Key activities in this area revolve around developing insights and solutions to a business, and also developing your own understanding of...
Words: 1868 - Pages: 8
...Introduction Developing Yourself as an Effective Practitioner I am doing this CIPD foundation course as I have currently been asked to be involved with the HR role in my work place as we do not have an HR department. I feel that by doing this course it will further my career and give me great opportunities for my future ahead. At the moment I work alongside my manager to help associate with the basics of HR. Activity 1 Briefly summaries the HRPM (i.e. the 2 core professional areas, the remaining professional areas, the bands and the behaviours) The CIPD HR Profession Map can be found on the CIPD website, it is an online self-assessment tool which summaries the activities, knowledge and behaviours that the CIPD believe to be required to many different HR organisations. It describes how successful and effective HR people are, and explains what HR people do and how they deal with every situation of their profession, and set out required targets to reach the, skills, behavior and knowledge required. It supports HR in every step of their career. The Human Resources map is divided into ten professional areas and eight behaviors, which describe what you need to do, and what you need to know, so that you can focus on the areas in which is most relevant to your role, and what will be your next career’s steps. There are eight professional areas and two core professional areas. The eight professional areas are, • Organisation design, • Organisation development...
Words: 1534 - Pages: 7
...4DEP F3203A (HR) CIPD Assessment Activity Template |Title of unit/s |Developing Yourself as an Effective Human Resources Practitioner | |Unit No/s |4DEP (HR) | |Level |Foundation | |Credit value |4 | |Assessment method |Written, Discussion | |Learning outcomes: | |1. Understand the knowledge, skills and behaviours required to be an effective HR practitioner. | |2. Know how to deliver timely and effective HR services to meet users’ needs. | |3. Be able to reflect on own practice and development needs and maintain a plan for personal | |development. | |All activities should be completed ...
Words: 520 - Pages: 3
...Developing Yourself as an Effective Human Resources or Learning and Development Practitioner Unit 4DEP Developing Yourself as an Effective Human Resources or Learning and Development Practitioner Unit 4DEP Contents Introduction…………………………………………………………………………………………………1 Methodology………………………………………………………………………………………………..1 1.0 Understand the knowledge, skills and behaviours required to be an effective HR or L&D practitioner……………………………………………………………………………………………..2 2.1 Explain the knowledge, skills and behaviours required to be an effective in an identified HR or L&D role. 2.0 Know how to deliver timely and effective HR services to meet users’ needs…………………..3 3.2 Identify the needs of those using HR services within an organisation and explain how conflicting needs are identified and priorities. 3.3 Identify different methods of communication and explain the advantages and disadvantages of each. 3.4 Describe how to build and maintain effective service delivery. 3.0 Be able to reflect on own practice and development needs and maintain a plan for personal development……………………………………………………………………………………………4 4.5 Explain the concept and importance of CPD. 4.6 Undertake a self-assessment of capabilities as an HR or L&D practitioner and identify development needs. 4.7 Evaluate options to meet identified development needs. 4.8 Produce a plan to meet personal development objectives 4.9 Reflect on performance...
Words: 2574 - Pages: 11
