...4DEP Activity 2 How an HR Practitioner ensures the services they provide are timely and effective. Understanding Customer Needs for 3 different customers of HR Employees – Require information on employment contracts Managers – Require staff who can fulfill their job role efficiently and meet performance targets. Applicants – Require a clear induction policy and training plan taking their individual needs into account. Prioritising Conflicting Needs The needs of customers may sometimes be conflicting (for example, managers want production results and longer working hours whereas employees want more time off and focus on work/life balance). HR would ascertain which demands were the most urgent and important, taking into account the ease and speed of dealing with each issue whilst maintaining focus on the overall needs of the organisation. It is important to keep all customers informed of what HR can provide in the way of services and set realistic expectations. HR needs to be flexible, easy to contact and able to respond swiftly and effectively. However on occasions where the customer’s need cannot be dealt with promptly, a full explanation must be given along with estimated timescales for resolution. Effective Service Delivery Delivering Service On Time By prioritising needs, HR can ensure that issues are handled according to urgency. For example, taking into account the effect of each request on the business and considering: * Maintaining...
Words: 1018 - Pages: 5
...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
...4DEP – Activity 1 Activity 1: The HR Profession Map was developed by Human Resource (HR) practitioners for HR practitioners. The HR map has been designed to deliver what HR excellence looks like in an easy to understand and relevant way. (Source: 4DEP Course Companion) The Profession Map captures what successful and effective HR individuals do 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...
Words: 540 - Pages: 3
...what HR excellence looks like in an easy to understand and relevant way. (Source: 4DEP Course Companion) The Profession Map captures what successful and effective HR individuals do 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...
Words: 307 - Pages: 2
...Certificate in HR Practice Unit 1 (4DEP) – Developing Yourself as an Effective Human Resources Practitioner Activity 3 – Ability to reflect on own practice and development needs and maintain a plan for personal development Assessment Activity – 4DEP-F301A-(HR) Issued in September 2013 Name: To be inserted CIPD No: To be inserted Contents Ability to reflect on own practice and development needs and maintain a plan for personal development 3 Self-assessment against the CIPD Associate Membership Criteria –AC3.2 3 Development Plan and Records – AC3.4 3 Definition and Importance of Continuing Professional Development – AC3.1 3 Discussion with the Tutor (Optional) –AC3.1 4 Development Options for meeting my CPD needs – AC3.3 4 Appendix A – Development plan and records 5 Development Plan – 1 September 2013 to 31 August 2014 5 Development Records for the period – 1 September 2013 to 31 August 2014 5 Development Plan – 1 September 2014 to 31 August 2015 5 Ability to reflect on own practice and development needs and maintain a plan for personal development This is probably the most demanding section! Self-assessment against the CIPD Associate Membership Criteria –AC3.2 Once you have downloaded the AM criteria, you should be able to identify activities, knowledge and behaviours that you will need to develop. You should now see where the detailed information from activity one is useful. You should have detailed information on one of the areas and...
Words: 1124 - Pages: 5
... |4DEP | |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 ...
Words: 4634 - Pages: 19
...4DEP (HR) Course: Human Resource Practice – level 3 Title of the unit: Developing Yourself as an Effective Human Resources Practitioner Activity 1.1 The HR Profession Map is a tool in constant evolution developed to enable professionals in all sectors to carry out a self-assessment of the method used by their organisation in HR.. The Map is divided into 10 professional areas and 8 behaviours, analysed in all the actions necessary to improve and optimize the HR competencies. Its core area concerns the Insights, Strategy and Solutions: people involved know well the context in which the organisation operates, the needs of customers and employees, and drive HR towards the best way to satisfy them. This area is combined with Leading HR that manages the HR so that they have a deep understanding of the organisation and the right capability to operate in the best way. Around the two areas above we can find a set of specialistic areas. The Organisation Development looks at where the organisation is now, where it wants to be and how to get there and the Organisation Design builds the best structure to get its short and long-term goals. The Service Delivery and Information ensures that all the HR data are managed accurately and the delivery of all the service and information from HR to leaders, managers and the rest of the staff within the organisation are always right, timely and efficient. The Employee Relations area ensures a professional relationship between the organisation...
Words: 851 - Pages: 4
... | |Your Tutor |Lisa Stevens | |Date of Submission |01/11/2015 | |Number of words used in this TMA (discount references and tables, charts and graphs) | | Save this document as Full name, Unit, Cohort, Assessment For example AngelaSample_3PRM_Jan15_Assessment It will be returned as AngelaSample_3PRM_Jan15_Assessment_Feedback CIPD Assessment Activity |Title of unit/s |Supporting Good Practice in Performance and Reward Management | |Unit No/s |3PRM | |Level |3 | |Credit value |6 | |Assessment method |Written report, Observation...
Words: 3300 - Pages: 14
...Human Resources Practitioner - 4DEP Certificate in Human Resource Practice ------------------------------------------------- Jessica Legge Developing yourself as an Effective Human Resources Practitioner - 4DEP Certificate in Human Resource Practice Introduction In this report I will demonstrate my understanding on what is required to be an effective Human resources practitioner. I will look at the HR Professional Map explaining the core professional areas, professional areas, the bands and behaviours. I will look at one professional area that is relevant to my HR role and identify areas for development. I will also identify how a HR Practitioner should ensure the service they provide is of a timely and effective manner. I will outline customer needs, effective communication and effective service delivery. Activity one Summarise the Human Resources Professional Map The HR Map can be found on the CIPD website. It is an on-line self-assessment tool created for HR professionals. It creates a flexible framework for career progression and is a convenient way to assess strengths and weakness. The map shows how HR is linked to sustainable organisational performance. Covering 10 professional areas and 8 behaviours, set out in 4 bands of competence, the Map 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. 2 Core Professional areas The...
Words: 3257 - Pages: 14
...Certificate in HR Practice Unit 1 – Developing Yourself as an Effective Human Resources Practitioner Assessment Activity – 4DEP-F301A-(HR) Issued on 12th January 2015 Name: Activity 1 – Understanding the knowledge, skills and behaviours required to be an effective HR practitioner Summary of the CIPD’s HR Professional Map (HRPM) The HR Professional Map (HRPM) was introduced by the CIPD to help HR professionals to find their current levels of professional competence in their HR profession and to help them find their potential and ways to improve in the future. It will do this by asking HR professionals to rate their performance from 1-7 in their specific area of work, for example “Resource and Talent Planning” and also to rate their performances for specific behaviours, for example “Role Model”. Once this is done a report will be produced and will get recommendations for the individual on how to improve in the future. The professional map is made up of 2 core essential professional areas “Insights, strategy and solutions” and “Leading HR”, 10 professional areas for example “Resource and Talent Planning” and “Employee Relations”, these topics deal with the more diverse side of HR, 8 behaviours, which HR professional are expected to show in daily work life, for example, “Curious” and “Role Model”. The map is completed by the use of Bands, 1 – 4. This allows the HR professional select where they are in their current HR profession, Band 1 being the start and Band...
Words: 1168 - Pages: 5
...------------------------------------------------- ------------------------------------------------- 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, organizational development, service delivery and information, learning and talent development, resourcing and talent planning, performance...
Words: 1594 - Pages: 7
...4DEP Assessment 1.1 - 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...
Words: 1762 - Pages: 8
...4DEP Level 3 – Kristen Landau A50445 CIPD Membership 45017870 Activity 1 Write a report in which you: Briefly summarise the HRPM (i.e. the 2 core professional areas, the remaining professional areas, the bands and the behaviours) The CIPD HR Profession Map sets out the activities, knowledge, behaviours and standards required for HR professionals to be successful in the workplace. The profession map can be used for personal and professional development. The map is set out in to three different sections which include ten professional areas, which are divided into four bands of professional competence and also includes 8 different behaviour styles. The 10 Professional areas: 1) Insights, strategy and solutions 2) Leading HR 3) Organisation Design 4) Organisation Development 5) Resourcing and Talent planning 6) Learning and Development 7) Performance and Reward 8) Employee Engagement 9) Employee Relations 10) Service Delivery & Information This describes what you need to do (the activities) and what you need to know for each area of HR profession at four bands of professional competence, as well as outlining the behaviours that you need to display when carrying out the activities. Two of these are considered the core professional areas Leading HR and Insights Strategy and Solutions. Leading HR acts as a role model leader which maximises the contribution that HR makes throughout the organisation. Insights Strategy...
Words: 2090 - Pages: 9
...ASSESSMENT DELIVERING LEARNING AND DEVELOPMENT ACTIVITIES (3DLA) DAVID REDONDO FERNANDEZ CIPD LEVEL 3 FOUNDATION EALING, HAMMERSMITH & WEST LONDON COLLEGE CIPD Membership number: 2329184X Tutor Name: Clare Woodcock Date 08/04/2014 Word Count: Activity 1 – 492 Activity 3 -- 931 INDEX 1.1 Individual and environmental factors that impact positively or negatively on learning. 1.2 Create a positive learning environment. 1 Learning Plan 3.1 Feedback from the participants 3.2 Reflective statement *FEEDBACK OF THE COURSE* Summary The main purpose of this assessment is to create a plan and help those people who in this moment are unemployed or are looking to change their job. As currently I work in the recruitment centre I am learning how is the day by day in a busy environment and how important is to have a good CV, something that makes you stand out from the rest and show how you are different to get at least the chance to be called to an interview. ACTIVITY 1 1.1 Individual and environmental factors that impact positively or negatively on learning. The learning process is affected by some factors individual and environmental. Since I knew the time of my presentation (15.00 pm) I thought would be good to include pictures and videos, although to ask questions, as my presentation is one of the last and the audience is tired than it is in the morning. As well the factor of the temperature...
Words: 2491 - Pages: 10
... | |Your Tutor |Richard Kirby | |Date of Submission |17 May 2016 | |Number of words used in this TMA (discount references and tables, charts and graphs) |1388 | Save this document as Full name, Unit, Cohort, Assessment For example AngelaSample_3RTO_Jan15_Assessment It will be returned as AngelaSample_3RTO_Jan15_Assessment_Feedback CIPD Assessment Activity |Title of unit/s |Resourcing Talent | |Unit No/s |3RTO | |Level |3 | |Credit value |6 | |Assessment method |Written, Observation...
Words: 7920 - Pages: 32
