...Certificate in Human Resources Practice 2013/14 Student; Jason Hal (21303364) Assignment 1 Developing Yourself as an Effective HR Practitioner Tutor; Sara McTrusty/Val Swales Submission date; 06th November 2013 Venue: Darlington College Contents 1. Introduction…………………………..............…………………………............3 2. Activity 1 Summarise The HRPM…………………………..…......................4 2.1 Insights, Strategy and Solutions............................................................5 2.2 Leading HR Resourcing Band 1.............................................................6 3. Activity 2 Timely and Effective Service……………………………………...6 3.1 Employees......................………………………………………................6 3.2 Managers..............................................................……………………....6 3.3 Recruitment Agencies............................……………………….............7 3.4 Communication..........................…………………………………………...8 3.5 Effective Service Delivery........................................................................8 3.6 Delivering Service.....................................…………..…………………….8 3.7 Difficult Customers…...............................................................................9 3.8 Resolving Complaints…..........................................................................9 4. Development....................
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...1) Summary of the CIPD Profession Map The CIPD Profession Map lays out the required standards HR/L&D professionals need to achieve to ensure they are really ‘making a difference and driving the performance of their organisation’, dependent on the level of competence (band*) they operate at within their organisation and the behaviours** they demonstrate. Below is a brief summary of each of the area of the Map: THE PROFESSIONAL AREAS There are 2 CORE professional areas – ‘Insights, strategy and solutions’ and ‘Leading HR’ Insights, strategy and solutions The practitioner has a deep understanding of the organisation including where it sits within its business sector, then uses this information to adapt strategy and solutions to meet present and future organisational needs. Leading HR The practitioner acts as an exemplar in the field, and capitalises on the contribution that HR makes via HR, simultaneously as a support function across the organisation, and implementing performance and development measures throughout the organisation. There are a further 8 SPECIALIST professional areas: Service delivery and information Effective and cost-efficient business improvement and customer-focused HR service excellence lies at the centre of this core area, delivered through exceptional process and projects. Organisation design The practitioner will make sure the organisation is suitably designed to deliver the utmost impact in both the short and long term. Organisation...
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...Introduction: The purpose of this report is to outline the responsibilities of a H.R practioner and users of the service. It explains the different communication methods used whilst providing effective service delivery. Task 1.1 Explain the knowledge, skills and behaviours required to be effective in an identified HR role. Refer to the HRPM, and include a summary of the HRPM (including 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 H.R profession Map is used in all organisations as a criteria for those in the H.R profession to set standards so that those in H.R can succeed and achieve to its full potential through their whole career. The map consists of 10 professional areas that persons need to carry out to deliver the skills and knowledge. The 10 areas are: Stategy, Insights and Solutions – This should be the core of every business to set a good foundation for great H.R capability, individuals need a understanding of the business and its context so that it can plan methods and solutions to meet needs of the organisation present and for the future. Insights involve understanding, collecting data, analysing and assessing situations. Understanding its customers and external factors that could effect the business . Its good to be pro-active and plan for the future growth of the organisation to try and avoid any risks to the business. Insights need to be directed into strategies...
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...Associate membership: Complete the DHRP course. Further my knowledge of the HR role and Employment Law. Add value to what I do - how I manage the HR function within my organisation. Develop my behaviour in a more precise manner, appropriate to each given situation. Build on my personal credibility as a professional. Why I believe CPD to be important t Keeping knowledge up to date As professionals we have a responsibility to keep our skills up to date. This is especially pertinent in the field of Human Resources where ever-changing legislation and economic factors can affect our working lives. To be competent To be a professional you must have the competence to practise. Your role may change, you may have different demands placed on you and you may not be competent to meet these. Career progression It can help us assess our development through reflective learning, identifying what we need to do to meet our career aspirations. Devising my PDP In devising my own plan I considered what I needed to progress. I decided to study for a professional qualification (Diploma in HR Practise) as good way of expanding my knowledge and gaining a formal, professional qualification. Networking is a low cost option where I can meet other HR Professionals to share information and experiences. Attending seminars is another good way of gaining knowledge and meeting other HR professionals at little cost to the company. In summary, CPD is a valuable tool...
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...the HR profession at four bands of professional competence. • Behaviours – Describes the behaviours and HR professional needs to carry out specific activities. Each behaviour is described across four bands of professional competence. • Bands and Transitions – Describes the four bands of professional competence and the transition challenges faced when moving from one band to the next. The Banding begins at Level 1 and increases to level 4. As the bands increase , the requirements of what is is expected of the individual increases also. The two professional areas: Insights and Strategy and solutions and leading HR, sit at the heart of the profession Map. These Professional areas are applicable to all HR professionals, regardless of role, location or stage of career. They underpin the direction of the profession as an applied business discipline with a people and organisation specialism. The core professional areas can be defined as follows: • Insights, strategy and solutions - develop an understanding of the organisation and its context and use these insights to tailor strategy and solutions to meet organisational needs now and in the future. • Leading HR – Act as a role model leader, maximising the contribution that HR, or your specialist function, makes throughout the organisation both thorough own efforts and through supporting, developing and measuring others across the organisation. Activity 1b – Whilst concentrating on Leading Hr, there...
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...HRPM is a developmental tool that sets out activities, behaviours and guidelines to become a successful HR Professional. Without a Human Resources team, many companies would fall apart. By HR professionals following the guidelines set by the profession map, this would assure that any organisation would be sustainable and successful. The Core Professional Areas: There are two 2 Core Professional Areas • Insight, Strategies and Solutions – By having an insight into organisations, you are able to spot opportunities and are able to turn them into strategies and solutions. By doing this you are able to meet organisational needs now and in the future. • Leading HR – Having leadership skills allows you to work collaboratively with colleagues. You are able to guide and advise, enabling everyone, as a whole, to deliver valued skills and outstanding performance. These two areas are seen to be a requirement of any HR professional, regardless of their role, location or stage of their career. The Specialist Professional Areas: There are also 8 specialist professional areas that coincide with the HRPM. • Organisation Design - Ensuring that every aspect of the organisation is designed correctly and efficiently to deliver the maximum impact. • Organisation Development – is imperative. It sets requirements and strategies that need to be met to achieve goals. By training and developing individuals, you set out to have a team of people who have the appropriate skills, behaviours, culture...
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...Developing Yourself as an Effective Human Resources Practitioner. DEP (HR) I 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...
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... 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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...Introduction Developing Yourself as an Effective Practitioner I am doing this CIPD foundation course as I have currently been asked to be involved with the HR role in my work place as we do not have an HR department. I feel that by doing this course it will further my career and give me great opportunities for my future ahead. At the moment I work alongside my manager to help associate with the basics of HR. Activity 1 Briefly summaries the HRPM (i.e. the 2 core professional areas, the remaining professional areas, the bands and the behaviours) The CIPD HR Profession Map can be found on the CIPD website, it is an online self-assessment tool which summaries the activities, knowledge and behaviours that the CIPD believe to be required to many different HR organisations. It describes how successful and effective HR people are, and explains what HR people do and how they deal with every situation of their profession, and set out required targets to reach the, skills, behavior and knowledge required. It supports HR in every step of their career. The Human Resources map is divided into ten professional areas and eight behaviors, which describe what you need to do, and what you need to know, so that you can focus on the areas in which is most relevant to your role, and what will be your next career’s steps. There are eight professional areas and two core professional areas. The eight professional areas are, • Organisation design, • Organisation development...
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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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...Developing Yourself as an Effective Human Resources or Learning and Development Practitioner Unit 4DEP Developing Yourself as an Effective Human Resources or Learning and Development Practitioner Unit 4DEP Contents Introduction…………………………………………………………………………………………………1 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...
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...Module 1 DEP (HR) Assessment Developing yourself as an Effective HR Practitioner 1. The HRPM The map is a framework of things that you need to do and you need to know in order to be a successful HR professional. The map covers the whole HR profession and every stage of every HR career. The map can be used to define where you want to be, where you already are, how to develop and plan your career path for you and within your organisation’s HR capability. The map is easy to follow and structured and is made up of: * 8 behaviours. * 10 professional areas (of the 10 there are 2 core professional areas). The 10 areas describe what you need to do and what you need to know for each area of the HR profession at four bands of professional competence * 4 bands of professional competence. I have focused on the professional area “Employee Relations” and looked at the activities and knowledge that I feel are most essential to my role. * It is important when dealing with ER that policies and procedures are accurately kept up to date, this includes ensuring that all contractual documents, staff handbook and policies are in line with current legislation. If the information is not in line with legislation this places the organisation at great risk and therefore accurate knowledge and information is very important. I have found that I have gained knowledge through experience in the HR field and I also use other sources to ensure that my knowledge is up to...
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...ASSIGNMENT COVERSHEET This form should be completed, and attached as the cover of each piece of assignment submitted. |STUDENT NAME: Georgina Assaad |PROGRAMME START DATE: Jan-2011 | |PROGRAMME TITLE: Dip HRP |COURSE LOCATION: Abu Dhabi-UAE | |PERSONAL TUTOR: Sharon Halliday | |ASSIGNMENT TITLE: Developing yourself as an effective HR Practitioner | |SUBMISSION: 1ST 2ND Extension (delete) |DATE OF SUBMISSION: 12 March 2011 | Before submitting your work to www.bradfield.co.uk please read the following statements and tick the appropriate box to show that you have understood and completed what is required. |1. I have read my work through and have checked it for spelling and grammatical errors using, where appropriate the spell and grammar |( | |checker on the computer. | | |2. I have written my name at the top of each page of my work and have numbered each page. |( | |3. I have read...
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...behaviours required to be an effective HR practitioner. The HR Profession Map is designed specifically by HR professionals to help HR practitioners become well-found with the appropriate skills needed for current practice and future growth areas across HR. The Map describes what to do, what is needed to know and how to do it. Essentially the Map provides a widespread overview on how within an organisation the HR department functions. It also shows what is expected within the role of an HR practitioner from all levels based on the individual’s qualifications and experience. The Map has also been designed to support HR professionals at every stage of their career and sets out the global standards for HR. A clear and flexible framework has been developed. The HRMP displayed in (Figure 1) reveals what these behaviours and skills are below. Insights, Strategy and Solutions The first core area is Insights, Strategy and Solutions. This area can secure a role as a practitioner once mastered, as it will prove that one is aware of an organisation’s overall performance. The HR practitioner will need to maintain the effectiveness of the business functions, and demonstrate development requirements. The HR practitioner needs to understand the business and its day to day operations. Additionally, he/she will need to be able to investigate potential risks which can have an impact on the business. Once these are recognised, the HR practitioner will need to analyse strategies...
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...Jessica Legge Developing yourself as an Effective 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...
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