...1.1 Explain the knowledge, skills and behaviours required to be effective in an identified HR or L&D role. The explanation should refer to the HRPM, and include a summary of the HRPM (particularly 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 CIPD HR Profession Map specifies the activities, knowledge and behaviours involved in different HR/L&D roles. It’s a framework of things you need to do and know in order to be a successful HR professional. The HRPM is made up of 10 Professional Areas, the 4 Bands of Professional Competence and the 8 Behaviours. The two Core Professional Areas are Leading and managing and Insights, Strategy and Solutions. These areas are vital to all HR professionals. Insights, Strategy and Solutions - This area deals with the professional’s understanding and insight into an organisation. Through knowledge of how the business works an HR professional can put into practice strategic solutions to effectively manage an organisation’s specialist requirements. Leading HR - To effectively lead in HR one must act as a ‘role-model leader’. This includes developing yourself professionally, whilst also leading, supporting, and tracking others development. Adding value and making a positive difference with the organisation, and then evaluating this impact is also pivotal within this area. The remaining 8 professional areas cover specialist activities...
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... | |Level |4 | |Credit value |4 | |Assessment method |Written answers to questions | |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 | | | | | |Activity 1 ...
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...1.1 Explain the knowledge, skills and behaviours required to be effective in an HR role The CIPD Profession Map was developed by CIPD in order to pinpoint the professional areas and behaviours required of HR Professionals at every level in accordance with professional competency, in order to successfully carry out the activities within a HR Practitioners role (Leatherbarrow and Fletcher, 2014). Furthermore, the CIPD Profession Map is particularly efficient as a form of self assessment, setting the standards for all HR Professionals, enabling personnel to begin, maintain, specialise and develop their career within HR. Within the CIPD Profession Map; two core professional areas are central to the map, these two core areas are; Insights, strategy and solutions and Leading HR. Insights, strategy and solutions is an area that means to develop insights and solutions that are both tailored and actionable towards a professional organisation (CIPD, 2012). Furthermore, this core area is based on a knowledgeable understanding of a business, for example; the way in which it operates and the specific product or service the business provides. Without a sound, contextual understanding of an organisation; developing insights, strategies and solutions would be challenging and ultimately unviable. Practically, this core professional area includes; developing actionable insight, an example of this according to the CIPD Professional Standards is to “Collate and feed in ideas and observations to...
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... | |Unit review date |Sept. 2011 | Purpose and aim of unit This unit is designed to enable the learner to develop a sound understanding of the knowledge, skills and behaviours required by human resources (HR) professionals, whether in a generalist or specialist role, and as described in the CIPD HR Profession Map (HRPM). The unit embraces the ‘thinking performer’ perspective and covers the competencies needed by the HR professional in a personal capacity, when collaborating and working with others, and when functioning efficiently and effectively in an organisational context. It will enable learners to assess their own strengths and identify a continuing professional development (CPD) plan, based on the capabilities required for ethical, business-focused and interpersonal professional conduct. This unit is suitable for persons who: • seek to develop a career in HR management and development • are working in the field of HR management and development and need to extend their knowledge and skills • have responsibility for implementing HR policies and strategies • need to understand the role of HR in the wider organisational and environmental context. Learning outcomes On completion of this unit,...
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...Introduction This report will aim to evaluate and explain what it means to be an HR Professional with using the CIPD HR Professional Map (HRPM) as the basis for the evaluation. A - Briefly explain how the CIPD HR Professional map defines the HR profession, including gthe professional areas, the bands and the behaviours. B – Evaluate how the 2 core professional areas, and any 2 selected behaviours uphold the concept of ‘HR professionalism’ give examples from the knowledge and activities @ band C- Explain with related examples, why the HR professional needs to be able to manage themselves, manage groups or teams, manage upwards and manage across the organisation CIPD Professional Map – The CIPD HR Profession Map (HRPM) is an accurate tool that guides an HR practitioner’s learning and development through becoming an effective HR professional. HR professionals can use the map for many reasons such as identifying skills and team capability, building role profiles and identify areas that need development (HRPM, CIPD, 2012). Professionalism is defined as a continuous development of outcomes anticipated through appropriate behaviors and conduct that are needed in order to have beneficial business relationships (Gian Fiero, 2008). The principles of professionalism among others commit professionals to have some values such as be customer focused, have proper ethical standards, accountability and reliability, be proactive, responsive and have the willingness to learn and study...
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...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 against the plan, identify learning points for the future and revise the plan accordingly. Bibliography…………………………………………………………………………………………………6 Appendices SWOT Analysis……………………………………………………………………………………………..7 HR Professions Map……………………………………………………………………………………….8 My Personal Devlopment...
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...1 - Explain the knowledge, skills and behaviours required to be effective in an identified HR role. The CIPD professional map determines what HR professionals should know and understand to make a difference to their organisation. The map can be used in its form or in part or be incorporated into organisation’s existing competency structure. The map highlights ten professional areas with the centre of the map focusing on the two core areas which sit at the heart of the HR function and can be applied to all HR professionals regardless of role, location or stage of career. These are: 1. Insights, Strategy and Solutions: o This area deals with the professionals understanding and insight into an organisation, through a deep knowledge of the organisations purpose, objectives, aims, values, activities, strategies and plans. o The strategies created have to focus on the needs of the customers and employees, and add value to the organisation. o Be aware of political, economical, social and technological (PEST) issues and how it can affect the organisation and what can be done to overcome this. 2. Leading HR: o HR professionals act as role models, leaders and maximise the contribution made throughout the organisation through own self and by encouraging others. o They develop the organization across 3 main areas of leadership: Personal leadership, leading others and leading issues. o HR professionals need to be able to lead and manage a fit for purpose HR department...
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...Write a report in which you: • briefly summarise the CIPD professional Map (i.e. the core areas, the professional areas, the bands and the behaviours) • comment on the activities and knowledge specified within any 1 professional area, at either band 1 or band 2, identifying those you consider most essential to your own (or other identified) HR role. The HR Professional Map is designed to identify the skills and behaviours all HR practioners should portray within their role. The map acts a guide of professional competence and how a practioner can develop their skills to move up to the next level of competency. The map can be applied to all HR professionals at all levels within any organisation. The map is made up of 2 core areas, 8 specialist professional areas and 8 behaviours, which are all measured within 4 bands of competence. The two core areas displayed at the heart of the map, Insights, strategy and solutions and Leading HR are believed to be the most vital areas and are applicable to all HR professionals any at stage of their career. The 8 professional areas represent the knowledge needed in order to provide specialist HR support. The 8 behaviours identify how HR practioners need to carry out their job duties and how they contribute to the success of the organisation as a whole. The 4 bands relate to the contribution a professional makes to their organisation at different levels including their relationship with clients and service they provide...
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...hr interview 1. ORGANISATIONAL BEHAVIOUR 1. How can you motivate people/ employees? These days you have a diversified work force. What motivates one individual may not motivate the other. To motivate your employees you have to understand them. You can motivate them through employee recognition programs, employee involvement programs, skill based pay programs, give monetary and non- monetary rewards, provide good work environment, flexibility. 2. Which techniques you use to motivate? Provide meaningful and challenging work, Set clear targets and expectations and measure performance, Give regular, direct, supportive Feedback, Design people's roles so they can use their strengths, Enable input and choice in how work gets done, Reward them for their work 3. What is the theory of motivation? Motivation is an internal drive that activates behaviour and gives it direction. There is not one but many theories of motivation: Content theories, Process theories 4. If one beautiful girl/ smart boy who is working with you in the same floor and if she/ he is after you and don’t like to work how will you manage her/him? Call him/ her and tell him that I don’t like the person and being a HR professional counsel him and tell the consequences of being like that can affect the career. 5. How do you handle people, if some people come late and some people come regularly? Make the work timings flexible; handle it like a performance issue—show them benefits...
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...1.1 Explain the knowledge, skills, and behaviours required to be effective in an identified HR or L&D role. The CIPD have developed an HR Profession Map (HRMP) that sets the standards for all HR professionals in order to be effective within their role. It is designed to help guide professional development within HR and focuses on 10 professional areas, and 8 behaviors essential to excellent HR practice. It spans across 4 bands, progressing from an entry level HR position such as administrator at band 1, to HR director at band 4. The HRMP identifies two core professional areas “that sit at the heart of the profession and are applicable to all HR professionals”(CIPD website) Insights, Strategy and Solutions, and Leading HR. Insights, Strategy and Solutions - This area deals with the professional’s understanding and insight into an organisation. Through knowledge of how the business works an HR professional can put into practice strategic solutions to effectively manage an organisation’s specialist requirements. Leading HR - To effectively lead in HR one must act as a ‘role-model leader’. This includes developing yourself professionally, whilst also leading, supporting, and tracking others development. Adding value and making a positive difference with the organisation, and then evaluating this impact is also pivotal within this area. The remaining 8 professional areas cover specialist activities and knowledge that include: Organisation Design, Organisation...
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...Understanding Organisations and the role of Human Resources The author of this assignment will describe his findings on how HR activities in an organisation support a organisations strategy and how they assist the achievement of business objectives in a modern world through internal and external factors. An organisation will encounter all kinds of problems and can be affected by culture, size, law and many others. By looking at these factors a person can understand how Human resources and Learning and development can help to ensure an organisation will survive in its environment. According to Shein.E (1988) Organisational Psychology in: Mullins.L (1985) Management and Organisational Behaviour a pitman publishing imprint “a formal organisation is the planned co-ordination of the activities of a number of people for the achievement of some common, explicit purpose or goal, through division of labour and function, and through a hierarchy of authority and responsibility.” The purpose of (company name ) Is to forward customers tangible goods to (company Name) to build cars, to become globally recognised and to be the most dominant and profitable supplier of third party logistics service to the chosen clients by offering standards of excellence unachievable by competitors. A Swot analysis quoted by Mullins.L (1985) Management and organisational Behaviour Financial Times Pitman Publishing Imprint “can offer a number of potential...
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...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 ...
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...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 Activity 1 (Note: The CIPD Human Resources Profession Map (HRPM) can be accessed at: www.cipd.co.uk/cipd-hr-profession/hr-profession-map/explore-map.aspx ) Write a report in which you: • briefly summarise the HRPM (i.e. the 2 core professional areas, the specialist professional areas, the bands and the behaviours) • comment on the activities and knowledge specified within any 1 professional area, at either band 1 or band 2, identifying those you consider most essential to your own (or other identified) HR role. Activity 2 With reference to your own (or other identified) HR role, outline how an HR practitioner should ensure the services they provide are timely and effective. You should include: • understanding customer needs (include examples of 3 different customers and 1 need for each, and explain how you would prioritise conflicting needs) • effective communication (include examples of 3 different communication methods and the advantages and disadvantages of each) • effective service delivery (include: delivering service on time, delivering service on budget, dealing with difficult customers, handling and resolving...
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...HR PROFESSION MAP HR Profession Map is an online self-assessment tool for CIPD members. It can be used to assess your capability against the activities, knowledge and behaviours in the CIPD Profession Map and access recommendations for development. HRPM describes knowledge, activities, skills and behaviours that any HR professional needs to posses to be successful in their HR role. It consists of ten professional areas including two core areas which are Strategy, Insights and Solutions and Leading HR. The core areas present sets of skills that every HR professional should be competent at regardless which of the four bands they fall into. Band one is for those in supportive/assistant admin roles. Band two is for those in an advisory role or those who are managing a small team. Band three is for those at a consultancy level leading professional areas. Those in band four are HR managers or directors leading organisation’s HR. There are also eight professional behaviours in HRPM that every HR professional should present to successfully carry out their activities. These are: curious, decisive thinker, skilled influencer, driven to deliver, collaborative, personally credible, courage to challenge and role model. PROFESSIONAL AREAS In my job role I operate within band one. The professional areas I have decided to focus on in regards to my job role are Employee Relations, Employee Engagement and Performance and Reward. Working as a HR in a casino it is rather difficult to support...
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...3HRC Activity 2 Tracy King PURPOSE I have been asked to provide a report that supports the retention of the HR function within our organisation. In this report I will explain how Human Resource activities support the organisations strategy and how HR professionals support line managers and their staff. INTRODUCTION The strategies adopted by our organisation can be influenced by both internal and external factors. HR are involved in the initial planning process and assisted with the formation of a business plan detailing objectives for departments to achieve. HR liaise between management and employees to ensure that policies and procedures are applied fairly and consistently and interaction with the HR department is utilized on a daily basis to support and advise line managers and staff. I will explain in more detail some of the activities provided by HR. RECRUITMENT AND SELECTION When vacancies arise within our organisation it is essential that we attract and recruit the best talent. HR have an extensive knowledge of our objectives, the role of different departments, our skills base and our culture. We use this information firstly to ascertain whether a vacancy can be filled internally, so reducing expenditure, and secondly to analyse skills and competencies required for the role, and attract capable external applicants. HR are involved in every step of recruitment incorporating: * Shortlisting to create a pool of suitable candidates * Assessments...
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