...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...
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...The HR Profession Map (HRPM) - Core Functions – 4 DEP The HRPM is provided to give a distinct overview of the specific areas of business that HR personnel are concerned with. The map encompasses 10 professional areas, 8 behaviour areas and 4 bands of professional competence. The specific professional areas are defined by Bands which describe professional competence, with Band 1 being the entry level standard or those working in an administrative role up to Band 4 the HR Manager and elaborates on the transitional constraints between moving bands and how their contribution and ultimate success is measured. As previously mentioned the map includes 10 professional areas two of which are considered to be the ‘core professional areas’ these are ‘Leading HR and ‘Insights, Strategy and solutions’ which by there very nature are applicable to all those working in the HR field of expertise. They define the direction in which a HR profession works and outlines the fundamental aspects and the importance of the HR role to achieve high standards both on a personal level and that of the organisation as a whole. ‘Leading HR’ empowers the HR professional to act as a role model in all they do by maximising the contribution that HR or their particular speciality achieves throughout the organisation both by their own actions and by the process of supporting, shaping and driving forward HR across the spectrum of the organisation. ‘Leading HR’ is defined by 3 main areas encompassing the leadership...
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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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...Developing Yourself as an Effective Human Resources Practitioner 4DEP Foundation Mr Janis Tiesnieks 2016 Contents CIPD Profession Map 3 Behaviours 4 Bands 5 Role of HR 6 Effective communication 7 Communication methods 7 Effective service delivery 8 CIPD Profession Map The standards set out in the CIPD Profession Map, developed in collaboration with HR and L&D professionals, senior business people, academics and their organisations across the world, aim to set the bar high, based on research for last five years. They determine what the best HR and L&D professionals and organisations are doing, what they know and understand, to really make a difference and drive the performance of the organisation. Covers whole profession, and every stage of Human Resources career. 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. It has been designed to be relevant and applicable to HR professionals operating anywhere in the world, in all sectors and in organisations of all shapes and sizes. Professional Areas(Activities) There are 10 professional areas set out in 4 bands of competence, setting out what you need to do (activities) and what you need to know (knowledge) for each area of the HR Profession. The two professional areas Insights, strategy and solutions and Leading HR sit...
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...Activity 1 The HR Profession Map (HRPM) is a map that was created by HR Professionals for HR Professionals. Anyone who works in the HR profession is able to use the map to reflect on their current role and help them develop themselves and their career in HR. It’s an effective tool to use in order to keep track of career objectives and to keep knowledge up to date. The HRPM contains 3 key elements. 1. Professional areas – what HR practitioners need to do and know 2. Behaviours – How to carry out work activities 3. Bands – How to develop your role There are 10 Professional Areas which describe the responsibilities and knowledge needed, the depth for each of these vary depending on what band the practitioner is working at. There are 2 Professional Areas that apply to all HR Professionals, regardless of what band they are working at. These are (at Band 1): * ‘Insights, strategy and solutions’ – The practitioner needs a deep understanding of the business. They need to understand the organisations goals and intentions and how the HR department will help achieve these goals. At Band 1, the HR practitioner is required to understand the organisation structure and team working, which allows the practitioner to create prioritised HR strategies * ‘Leading and managing the HR function’ – Once the business is understood, an HR function needs to be designed to meet the needs of the organisation. The practitioner needs to act as a role model leader and make...
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...Activity one Human Resources is at a time where change is imminent. Policies, training and procedures have to be current and polished in order to keep relevant in the forever-changing L&D department. It can be argued that the company’s sustainability and growth depends on its HR team and how well their knowledge and experience are executed through their daily tasks. The ‘CIPD’ map gives fellow HR employees a strong chance to implement growth and develop a further understanding of their career, and in their role of the company. It is designed to include role descriptions, behaviours and guidelines of what makes an effective HR practitioner. (Source: CIPD) The CIPD map It can be seen that ‘’Insights, strategy and solutions’’ are at the core of the map, prioritising the importance and basic need that all businesses require. In order to run an effective company, the key information that is then passed down to your HR team and then ultimately the employees, has to be succinct, clear and focused. ‘’Insights, strategy and solutions’’ highlights the core principle in which the HR team handles each new situation. So, for example, if an issue occurs it must first be understood and put into context. It must then be dissected with a well thought out plan put into place, before finalising and put into practice, ensuring no risks in the process. ‘’Leading HR’’ follows suit from ‘’Insights, strategy and solutions’’, at the core of the map. It sees the HR employee develop...
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...Title Developing yourself as an Effective Human Resources or Learning and Development Practitioner Introduction ------------------------------------------------- Word count from here. Approx 600 words. 1.1 HR Profession Map (HRPM) CIPD Profession Map identifies different professional areas within HR, different behaviour types associated with professions, and bands which determine the level an individual is at (e.g, Admin, Manager, Director etc). Members of the CIPD website can use the HR Profession Map to assess their current capabilities, and identify areas for development to either move bands within a specific professional area, or move into a different professional area altogether. This can be used for individuals, or to define HR within your business. 1.2 Professional areas The 2 core professional areas are: Insights, Strategy and Solutions Leading HR 1.2.1 Strategies Insights and solutions This professional area is critical to success within HR function. Develops actionable insights and solutions, prioritised and tailored around a deep understanding of business, contextual and organisational understanding (1) 1.2.2 Leading and Managing the HR function Provides active, insight-led leadership: owning, shaping and driving themselves, others and activity in the organisation. (1) The eight remaining professional areas are :- Organisation Design Organisation Development Resourcing and talent planning Learning and Development ...
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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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...Activity One This report intends to help in the understanding of the CIPD Human Resource Professional Map (HRPM). The HRPM was designed by the CIPD with the intention of helping the individual develop themselves as a successful Human Resource Practitioner, whilst providing a guideline to businesses, big and small. It highlights the professions and behaviours needed in order to progress successfully up the career ladder. It is broken down in to two central cores. * The first core is Insight, Strategy and Solutions, this is where complete understanding of an organisation is needed, enabling the HR practitioner to have the ability to spot potential opportunities and act upon them. * The second core is Leading HR, here the HR professional will be required to act as a role model, working closely with the line managers and ensuring all company policies are adhered to. They are responsible for the contribution HR makes to an organisation, adding value where possible. People working within these areas are often known as generalist due to them having a wider more basic knowledge of HR within the organisation. As well as the two core professions the map is divided into a further eight Professional Areas that encompass all aspects of business needs. Once the two core areas have been established the next logical step would be to progress in one of the specialist areas. Each profession is broken down into four bands of professional competence. A band 1 advisor would be...
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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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...CIPD Profession Map The Profession Map is designed to help professionals understand what relevant skills are required or needed to improve current practise or future growth within an HR role. It can help you in your own professional development, your teams development and also your organisation as a whole from a HR perspective. It outlines what you need to know, what you need to do it and how you need to do it. The Profession Map has 2 professional core areas and these are applicable to all HR professionals regardless of where you are in your current stage of your career: Insights, strategy and solutions – this is to help develop an understanding of your organisation and to use these insights to adapt strategy and solutions for your company needs now and in the future. Leading HR – this is for you to be able to act as a role model and to make sure you are maximising yourself within your HR role. This includes, as well as you, supporting and developing others across the organisation. The Profession Map is then broken down into: 8 Professional areas and these describe what you need to do along with what you need to know for each area within the HR profession. 8 Behaviours are described to help carry out an HR professional‘s activities. Both the professional areas, including the 2 core, and the behaviours are defined across 4 bands. These bands of professional competence help to make that transition through to the next stage of your HR career and to identify what level...
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...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...
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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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...1.1 The Human Resources Profession Map (HRPM) was created to explain how HR adds value; it was designed by a collaboration of both specialist and generalists working in the UK and globally across private and public sectors. The HRPM was developed by the CIPD. The design of the HRPM is to be relevant and applicable to HR professionals operating anywhere in the world, all sectors and in organisations of any shape or size. It captures what skills are required for effective and successful HR. There are 4 bands which relate to professional competencies; they define the contribution that professionals make at every stage of their HR career. The key areas of these bands include service and relationship with clients, activities performed by HR, where time is spent and how contribution and success is measured. The band summaries are: Band 1: Support administration and processes, is customer orientated. Band 2: Advises and manages HR issues. Band 3: Lead and consult, addressing key HR change at organisation level. Band 4: Lead and Manage professional areas, developing and delivering HR strategy. The HRPM is made up of 10 professional areas, 2 of these are the core of the map. Diagram? At the very core is “Insight, Strategy and Solutions”. It is at the core it is awareness of the business and developing actionable insights and solutions. Secondly is “Leading and Managing the HR Functions”. This is owning and shaping to insight-led leading, including working with financials...
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...that many people are actually now getting into around service delivery and information. For each of those areas we break out what it is you need to know but also what it is that you need to be able to do so that’s the knowing/doing part of it. The second part are eight key behaviours for success in the HR function and those are broken into three clusters, the first of which is insights and influence, for example; curious skilled influencer, things around operational excellence, the things we need to do to get the job done well so driven to deliver, collaborative, being personally credible. Thirdly I think a quite important area around behaviours which is the whole concept of stewardship and that’s having the courage to challenge and actually being a role model for the profession. We know from our research that the further up you go in the career the more important the behaviours are to success, it’s not enough to just know things and be able to do them it’s how you do them that really makes a critical difference. “We need the map to help us drive up the capability in the profession. Good HR people are really great, we need to bring everybody else with us.” “The profession’s moved on, basically, and HR people as they’re going through their careers need support and help to make sure that they stay relevant.” “I think the work that the CIPD is doing is spot on. It is absolutely what companies need and it’s long...
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