... 1.1 Introduction 1.2 HR Profession Map Summary 1.3 Key area One; Strategy Insights and Solutions 1.4 Key area Two; Leading and managing HR 1.5 Summary of the Eight behaviours 1.6 Resourcing and Talent planning 1) 2) 2.1 Understanding customer’s needs 2.2 Communicating effectively 2.3 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...
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...The CIPD HR Profession Map is a widespread view on how within an organisation the HR department functions and adds value. It also shows what the role of a HR member from all levels based on the individual’s qualification and experience forms of. The map has been designed to support HR professionals at every stage of their career and sets out the global standards for HR. The clear and flexible framework has been developed for career progression in recognition to the fact that HR roles and career progression vary. The Map Contains 3 key elements: 1. Professional areas - what HR practitioners need to do and know 2. Behaviours - how to carry out activities, divided into four bands of competence from beginner to leadership 3. Bands and transitions - how to develop from one role to another, split into four bands of competence which illustrate the hierarchy of the profession. The HRP Map is built on two key professional areas; Strategy, Insights & Solutions - Develops actionable insights and solutions, prioritised and tailored around a deep understanding of business, contextual and organisational understanding. Leading & Managing – Provides active, insight-led leadership: own, shape and drive yourself, others and activity in the organisation. Whilst working within a HR role you must always consider the 8 behaviours and ensure that these are being achieved or you are working towards achieving them. These behaviours are as follows; 1. Curious - Is future-focused...
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...The HR Profession map The CIPD HR Profession Map sets out the activity, behaviours and knowledge required at different stages of seniority. The HR Profession Map identifies 8 behaviours, 10 professional areas over 4 bands of professional competence. 2 core professional areas (activities and knowledge): Insight, Strategy and Solutions.: promote an understanding of the business purpose and its objectives. Uses this insight to develop strategy and solutions to meet the current and be adaptable for future business needs. Leading HR: be a role model and champion for the HR function. Have the right capabilities and knowledge to provide support for the business and its workforce 8 professional areas (activities and knowledge): Service delivery and information: managing HR information professionally. Organisation design: managing structural change and ensuring the business is appropriately designed. Organisation development: ensuring the business workforce, culture, values and environment will enable it to meet goals and perform well in the future. Resourcing and talent planning: making sure the business attracts the right people. Managing a workforce with the balance of skills needed to meet short and long-term ambitions. Learning and development: making sure that people at all levels of the organisation have the skills needed to contribute to the organisation’s success, and that they are motivated to grow and learn. Performance and reward: making sure that reward...
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...HR Professional Map According to CIPD, the HR Profession Map sets out what HR practitioners need to know and do and how they need to do at every stage of their career. It has the versatility to be used in part, or viewed as a whole, with the core professional areas acting as the key or center that is relevant to all. The architecture of the HR Profession Map includes: PROFESSIONAL AREAS Describes 10 professional areas, 2 areas being the core for any HR profession and other 8 areas identify the activities and knowledge that is needed to provide specialist HR support set out in 4 bands of competence. Core : Insights, Strategy and Solutions Develop understanding of the organization and its con text and use these insights to tailor strategy and solutions to meet current and future organization needs. Core : Leading HR Providing an active and insightful leadership. Be a driving force towards the development and growth of themselves, others and organization activities. Organization Design Ensure organization is appropriately managed to achieve its long and short term objectives and effectively manage structural changes. Organization Development Ensure to develop and retain a culturally fit and committed workforce needed to deliver strategic ambitions of the organization. Resourcing and Talent Planning Ensure that the organization is able to identify and attract key talents to meet changing needs and fulfill long & short term strategies. Learning and Talent...
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...CIPD HR Profession Map and HR Professionalism Looking at the two core professional areas of the map in more detail, the first Insights, strategy and solutions, is about developing and understanding the organisation by using strategies and solutions that can be used now and in the future. The second, Leading HR, is about taking a lead in HR by being a role model in order to maximise the contribution HR can bring by supporting, developing and measuring others across the whole of the organisation. The core professional areas have two things that a HR specialist needs to understand which are “Activity: what you need to do and Knowledge: what you need to know” CIPD (2014c pg 10 and 12). Leading HR 2.13.2 says “Manage the delivery and evaluation...
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...core professional areas, the remaining professional areas, the bands and the behaviours. The CIPD HR Profession Map sets out standards of professional competence for HR practitioners, and is a useful tool to help them identify any future learning and development needs, in order to achieve their professional goals at every level of HR profession. The HR Profession Map describes what HR professionals need to do, what they need to know and how they need to do it, in order to be effective and successful in the HR role. The CIPD HR Profession Map consists of three main components-10 professional areas, 8 behaviours and 4 Bands of professional competence. The Professional areas There are 10 Professional areas in HR Profession Map - Insights, Strategy and Solutions, Leading HR, Organization design, Organization development, Resourcing and talent planning, Learning and talent development, Performance and reward, Employee engagement, Employee relations and Service Delivery and Information. The first two professional areas-Insights, Strategy and Solutions and Leading and Managing the Function, are considered as the core areas, and are applicable for all HR practitioners, regardless of their role and position. First core one-Insights, Strategy and Solutions, explains how to develop actionable insights and solution, which are adjusted to a deep understanding of the business. The HR professionals must know organisation’s strategy, vision, what are the products/services that provides...
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...Activity 1 - The CIPD Human Resources Profession Map The CIPD Human Resources Profession Map (HRPM) provides the foundations for global professional competency in Human Resources (HR). The HRPM 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. Insights, Solutions and Strategy – this underpins the direction of the profession as an applied business discipline through a deeper understanding of the business context and organisational challenges and needs. Leading and managing the HR function – understanding the business challenge enables HR professionals to design an HR function to meet specific business needs and priorities. Surrounding the 2 core areas are the eight remaining professional areas, which includes Learning and Talent Development. The professional areas are divided into 4 bands of professional competence which define the different levels of work activities and responsibilities for each area: * Band 1 – Support; * Band 2 – Advisory/Manager; * Band 3 – Consultant/Partner; * Band 4 – Manager/responsible for delivering an organisation’s HR Strategy. The edge of the map highlights 8 key behaviours which include the three essential behaviours for Learning and Talent Development professionals working within Band 2: Curious: Open minded, focusing on the future and...
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...Band Description/ Definition | My evidence of activity at this band (use personal experience/ professional examples/ academic work/ current activity) | Band OneSupports colleagues with administration and processes. Effectively manages information and data and is customer orientated. | | Band TwoAdvises on and/or manages HR related issues relating to an individual or a team. Has a clear understanding of the evaluation process and the solutions available. | | Band ThreeLeads a professional area acting as a consultant or partner, addresses key HR challenges at an organisational level for the medium and long-term. | | Band FourLeads and manages a professional area(s) and/or the organisation. Responsible for developing and delivering organisational and HR strategy. | | Professional Areas | The three areas of most interest and value to me are (for definition see over page): | I have this interest because… | I will develop my knowledge in this area in the following ways: | 1 | | | 2 | | | 3 | | | Professional Area | | MSc HRM Modules | 1 | Contemporary Issues in Human Resource ManagementThe aim of this module is to introduce the student to the theory and practice of human resource management and to critically examine contemporary local, national and international issues that impact on the changing role and function of human resource management. | 2 | Managing Change and Organisational LearningThe module aims to develop knowledge and skills with...
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...The CIPD HR Profession Map is a widespread view on how within an organisation the HR department functions and adds value. It also shows what the role of a HR member from all levels based on the individual’s qualification and experience forms of. The map has been designed to support HR professionals at every stage of their career and sets out the global standards for HR. The clear and flexible framework has been developed for career progression in recognition to the fact that HR roles and career progression vary. The Map Contains 3 key elements: 1. Professional areas - what HR practitioners need to do and know 2. Behaviours - how to carry out activities, divided into four bands of competence from beginner to leadership 3. Bands and transitions - how to develop from one role to another, split into four bands of competence which illustrate the hierarchy of the profession. The HRP Map is built on two key professional areas; Strategy, Insights & Solutions - Develops actionable insights and solutions, prioritised and tailored around a deep understanding of business, contextual and organisational understanding. Leading & Managing – Provides active, insight-led leadership: own, shape and drive yourself, others and activity in the organisation. Whilst working within a HR role you must always consider the 8 behaviours and ensure that these are being achieved or you are working towards achieving them. These behaviours are as follows; 1. Curious - Is future-focused, inquisitive...
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...1.1 Knowledge, Skills and Behaviors required to be effective in a HRM/D role Human Resources (HR) is fundamental to business performance and has a pivotal role to play in the decision making that enables organisations to operate effectively. In 2009, the CIPD introduced the HR Profession Map which is structured around the areas of HR activity, it focuses on what professionals need to know, do and deliver to be effective throughout all stages of a career in HR. The map is not specific to an organisations size or structure or the sector it operates in and is relevant to all HR professionals regardless of level or role. The map (fig 1.) is structured in 3 elements: 10 Professional Areas, 8 Behaviours and 4 bands of Competence. fig 1. http://www.cipd.co.uk/cipd-hr-profession/profession-map/default.aspx The Professional areas Describes what the HR professional needs to do (activities) • Core These apply to all HR professionals, regardless of role, and define how the can sustain organisational performance. • Function These focus more on specialist areas within an organisation. Behaviours Describes the behaviours needed to carry out the activities within the professional areas. These are all required for the HR professional to be successful in their role and, as with the Professional areas; they are measured in 4 Bands. The Bands Describes level of professional competence and the challenges faced when moving from one to the next: 1...
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...Jill Miller, Research Adviser - HR Capability Sarah Bryant, Project Coordinator - HR Capability 19 February 2013 What is the HR Profession Map? How are people like you using the Map? Helping you get the most from the Map What is the HR Profession Map? How are people like you using the Map? Helping you get the most from the Map What is the CIPD HR Profession Map (HRPM)? • A framework of things you need to do, things you need to know in order to be a successful HR professional, based on ongoing research over the last 5 years. • Covers the whole profession • Covers every stage of every HR career • The HRPM is there for all HR professionals to use - Use it to define, diagnose, develop and recognise your and your organisation's HR capability. What is the HR Profession Map? How are people like you using the Map? Helping you get the most from the Map How to use the HRPM and CIPD Define... Diagnose… Develop… Recognise… …your and your organisation's HR capability CPD planning Position yourself against the map Building a case for development Learning about the profession Seeking a promotion Membership assessment preparation Interview preparation Developing specialist expertise Preparing for an appraisal or review 8 Benchmark team capability Developing specialist expertise Building a case for development programs Identify areas for development ...
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...1: * HRP Map – write something brief. * 3 components * Each components write something * Write about key professional areas ( summary). Part 2 of the activity is to choose one of the professional areas and comment on the activities, knowledge and behaviours. ( band 1 or 2 ) CIPD reveals HR profession map to replace old standards By Louisa Peacock on 21 Apr 2009 in Careers in HR, CIPD, HR qualifications, Latest News, The HR profession The CIPD has unveiled an ‘HR Profession Map’ which will replace the institute’s professional standards structure ahead of the launch of new qualifications next year. The map is designed to help professionals become equipped with the relevant skills needed for current practise and future growth areas across HR, in preparation for an overhaul of Chartered Institute of Personnel and Development (CIPD) qualifications expected to be introduced in 2010. It recognises that people could enter the HR profession from a diverse range of backgrounds, and that career paths are more complicated now than when the original standards were set, the CIPD said. The map contains three key elements: * Professional areas – what HR practitioners need to do and know * Behaviours – how to carry out activities, divided into four bands of competence from beginner to leadership * Bands and transitions – how to develop from one role to another, split into four bands of competence which illustrate the hierarchy of the profession. The news comes...
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...The CIPD Profession Map consists of eight behaviours, eight specialist professional areas, and two core professional areas which are in the centre of the map. The HR Profession Map also includes bandings. Each area is set out in four bands, which enables you to check your level of professional competence in your current role. The HR Profession Map helps determine the required strategies, behaviours and planning needed to have a successful career in HR. “The concept is simple. Covering ten professional areas and eight behaviours set out in four bands of competence, CIPD’s HR Profession Map sets out the activities, knowledge and behaviour needed for success.” (Charity-Works 2015) The 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...
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...The CIPD HR Profession Map sets out comprehensively how HR adds the greatest sustained value to the organisation it operates in, now and in the future. It describes the highest standards of professional competence for the organisation. It captures what successful and effective HR people do and deliver across every aspect and specialism of the profession, and sets out the required underpinning skills, behaviour and knowledge. The Map is used to develop products and services that not only support the profession as a whole but also support and accelerate the professional development of individuals. There are 10 professional areas within the Map. The two core professional areas Insights, Strategy and Solutions and Leading HR sit at the heart of the profession and are applicable to all HR professionals regardless of role, location or stage of career, whether inside organisations or working with them. For each particular area the Map describes what you need to do (the activities) and what you need to know at four bands of professional competence, as well as outlining the predominant behaviours that you need to exhibit when carrying out the activities. The CIPD Profession Map has been designed to be flexible, so you can focus on the areas most relevant to your role, your next career steps, your organisation’s needs or just curiosity! 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...
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...What is the HRPM? The CIPD HR Profession Map comprehensively sets out how HR adds the greatest sustained value to the organisation it operates in, now and in the future. It describes the highest standards of professional competence to deliver sustained performance for the organisation. It captures what successful and effective HR people do and deliver across every aspect and specialism of the profession, and sets out the required underpinning skills, behaviour and knowledge. Covering 10 professional areas and 8 behaviours, set out in 4 bands of competence, the HRPM covers every level of the HR profession: from Band 1 at the start of an HR career through to Band 4 for the most senior leaders. b. On what research was the HRPM based? We built the original version of the map through engagement with 36 organisations, 19 of whom operate in global markets. Approximately 1/3rd of the organizations consulted are headquartered outside the UK. In total, these organisations cover an employee base of over 3 million individuals. The research included a comprehensive review of documents on the HR profession such as CIPD, academic and practitioner research and publications, and organisation structure charts and competency frameworks (behavioural and technical). We also carried out interviews with 32 organisations (see appendix for list), covering: • Structure and purpose of the HR function • Technical...
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