...1.1 Briefly summarise the HRPM-the 2 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...
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...and deliver across every aspect and specialism of the profession. (Source: CIPD) It outlines what you need to know, what you need to do and how you need to do it. Covering 10 professional areas and 8 behaviours, set out in 4 bands of competence, which covers every level of the HR profession. Each professional area of the map has activities, knowledge and behaviours that are essential for an effective HR practitioner. The two professional areas at the core of the map are ‘Insights, strategy and solutions’ followed by ‘Leading HR. The remaining 8 are as follows; Organisation design, Organisation development, Resource and talent planning, Learning and development, Performance and reward, Employee engagement, Employee relations, Service delivery and information.’ The following 8 behaviours identify how professionals need to carry out their activities and make a contribution to organisational success; Curious, Decisive thinker, Skilled influencer, Personally credible, Collaborative, Driven to deliver, Courage to challenge and Role model. The 4 bands of the professional competence define the contribution that professionals make at every stage of the HR career. Band 1 at the start of a HR career, progressing to Band 2 and 3 through to Band 4 for the most senior leaders. The sequence in which the Professional Areas appear is significant; Insights, strategy and solutions is right at the heart of the map from where everything else stems from. This means developing actionable insights...
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...The Map is based on extensive research with HR professionals in different organisations, at different levels and based all around the world. It is developed to create prioritized and situational HR strategies that can make a difference in HR. Professionals use the map in their own careers for a variety of reasons from seeking a promotion, learning about the profession, interview preparation, building a case for development and many more. The framework of the core skills, knowledge and behaviours that form the basis of HR. It is designed to help professionals become equipped with the appropriate skills needed for current practice and growth areas across HR. It sets out in a simple style what the HR professional, needs to know and do at every stage of their career. The map recognises that HR professionals can enter the HR profession from a wide range of backgrounds. The CIPD Profession Map contains three key elements. It includes ten professional areas, eight behaviours and are displayed in four bands. The ten professional areas. This element describes what activities you will need knowledge of and what activities you will need to do for each area of the human resource profession at the four bands of professional competence. The eight behaviours, this element describes the behaviours that are needed to carry out the HR activities. The behaviours are described across the four bands. The four bands are professional areas of competence from beginner to leadership...
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...Professionalism is a vital aspect in the education preparation program. In the article, professionalism is defined as “the ideal to which individuals and occupational groups aspire, in order to distinguish themselves from others” (Creasy). Professionals are people who acquire specific knowledge so that they can make the right judgments and follow the standards to which they are accountable.Professionalism can be broken down into three categories. A teacher must first adhere to the professional parameters like the legal and ethical issues. They must learn to follow the local, state, and federal laws pertaining to issues like “No Child Left Behind” and “Child Maltreatment”. The next category would be professional behaviors. Teachers must...
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...Human Services Clients Tracie Seidelman BSHS/305 March 10, 2014 Darla Roberts Human Services Clients A human service professional is an individual who assist clients, such as groups, families, and communities, to avoid or endure crisis, change, and stress. This prepares them to function freely in areas of life and living. Human service professionals are trained with skills to properly treat and help their clients. When working with clients, human service professionals look at them as a whole person. They take into consideration that this client could have a dilemma with any component in their life. During the helping process, the professional is always aware of the client’s obstacles they may be facing. However, the professional is constantly prepared to concur more than one problem. Normally when an individual seeks professional help, they are among more than the single issue. Working in the human service field can accumulate a wide variety of problems and issues from a range of clients. Due to the variety of clients that human service professionals work with, the issues vary depending on the type of client. When working as a human service professional, it is critical to keep an open mind when dealing and helping clients. In today’s society, the range of problems that clients are facing more and more are housing, childcare, food, medical, etc. With the lack of education in our society, clients are more negligent to get their basic needs. When clients no longer have food...
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...Evaluate what is means to be a HR professional with reference to the CIPD’S HR Professional Map 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...
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...The Profession of Arms: Why do we need a campaign to understand the Profession of Arms and the Professional Soldier? By definition a Profession is “a calling requiring specialized knowledge and often long and intensive academic preparation.” The Army has evolved into a profession that is endlessly changing and through time getting more advanced. Being in the Army requires balance, professionalism, trust and respect for operations to run efficiently and effectively while upholding and protecting all standards. Every profession consists of a specific culture and climate related with and ingrained within. Service members and occupations within the Army all have a specific purpose and role in order for the Army to be effective and successful...
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...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. Working in this area you need to ensure all employees throughout the company...
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...What is Human Services The National Organization of Human Services define the profession of as “one which promotes improved service delivery systems by addressing direct services, accessibility, accountability, and coordination among professionals and agencies in service delivery.” Even thou the term of Human Services profession has a very broad meaning, the goal have the same meaning for all professionals. To assist in the development of skills necessary for the client to become self-sufficient, by empowering, modeling and, caring. Furthermore, the professional should also have the objective of teamwork at all times in order to achieve the proper goal. The work of the Human Service professional can be very difficult to achieve a goal without a committed client successfully. In this paper we will analyze and describe the goal, history, common intervention in the Human Services along with some important ethical considerations. The history of human services on the United States was in the beginning influenced by England’s social welfare during the eleventh century. By the time poor citizens were victims of slavery and discrimination from part of the wealthy class. The poor were forced to work the rich lands in order to survive, by receiving care and support in exchange from their hard work. (Martin, M. (2007) During that time, the poor were considered a necessary component of society in order for the rich to show their grace toward the less fortunate...
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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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...MBA programs expose students to the full depth of business function because they are created to apply science to management. The MBA is something that individuals in the more technical industries (math, science, etc.) obtain to expand their opportunities beyond what is available to them. An MBA means these individuals are now candidates for new, managerial positions – going from working “with things” and going into working “with people”. Similar to these individuals, I want to earn my MBA to open future professional opportunities. Personally, an MBA will help me bring value to my family and community. I currently hold a B.S.in Business with an emphasis in Information Technology and work in the Risk Assurance field. While I have a business degree, the work is do is technical in nature – programming, reading code, auditing and developing technical strategies to address risks. While I interact with individuals from the business it’s generally with other developers or programmers to discuss and address technical issues. As I progress my career at my workplace, I can see that the functions of my job will change. I see my superiors doing less of the technical work and more work with the business and our clients. Currently, some of my peer group and coworkers hold masters degrees, but they are all in accounting. While this is valuable, I feel an MBA will go much further. By earning an MBA, I will be able to bridge the gap between my technical knowledge and the managerial side of my...
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...response to and in anticipation of the direction of human needs and human problems in the late twentieth century.” (“The Chief Goal of the Human Services Professional is to support individuals as well as communities function as their maximum potential, overcoming personal and social barriers as effectively as possible in the major domains of living” (Martin, page 1). Ethical Considerations Each person has their own belief to what they believe is moral behavior. What is moral to one may not be the same for others. For this reason the ethical standards and professional values are used in many professions. Professional people following the same professional values will help to eliminate emotions, bias and misguided commitments. • Common Intervention strategies As a Human Services professional you will have clients that need different levels of assistance. To be able to assist your clients fully, you may use intervention strategies. You will have to be able to display both sympathy and empathy for your client. This will require you to reach within yourself and actually be able to imagine what your client may/may have experienced to be able to fully appreciate what it is your client has been through. You will have to set boundaries between yourself and the client. If boundaries are not set and the professional is overstepping the boundaries, they may actually be harming the client instead of helping them. Your client my require the use of Psychological test....
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...said: “The HR profession is changing. More will be required of the HR professional of the future, and today’s practitioners need to be equipped with the capabilities to meet these demands. Roles are more diverse, career paths more complicated and the capacity to impact on the strategic future of the business greater than ever before” As part of the overhaul, the CIPD has introduced an HR Professional Map (HRMP), which will set out the new foundations for professional competency in HR and the criteria for new and revised CIPD qualification. The map highlights 10 professional areas at four different levels and the eight key behaviours HR professionals need to operate. CIPD’s HRPM sets out the activities, knowledge and behaviour needed for success. Use the standards in the CIPD HRPM for professionals and their organisation to: • define great HR • diagnose areas of success and improvement • build HR capability • recognise achievement through professional qualifications and membership The 2 core professional areas: The HRPM has two cores sitting at its heart – Insights, strategies and solutions and Leading HR. The cores are the building blocks of a successful HR career irrespective of the role, location and stage of the career. The cores combine strategies for sustainable organisational performance ensuring actionable and purposeful plans and simultaneously install leadership values in HR professionals. Insights, strategies and solutions * Building a picture ...
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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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...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. Delivering fundamentals 2. Advises on issues 3. Consultant, co-operative partner 4. Leads and coaches 1.2 My Role The main responsibility in my current role requires the delivery of class room based training to a field work force. Reference this against the Profession Map (fig1.), the most relevant Professional areas of focus are; Learning...
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