...Center for Effective Organizations HR AS A STRATEGIC PARTNER: WHAT DOES IT TAKE TO MAKE IT HAPPEN? CEO PUBLICATION G 03-2 (430) EDWARD E. LAWLER III SUSAN A. MOHRMAN Center for Effective Organizations Marshall School of Business University of Southern California January 2003 Center for Effective Organizations - Marshall School of Business U n i v e r s i t y o f S o u t h e r n C a l i f o r n i a - L o s A n g e l e s, C A 9 0 0 8 9 – 0 8 0 6 (2 1 3) 7 4 0 - 9 8 1 4 FAX (213) 740-4354 http://www.marshall.usc.edu/ceo HR as a Strategic Partner: What Does It Take to Make It Happen? by Edward E. Lawler III & Susan Albers Mohrman A number of articles, books and studies have argued that HR needs to become a strategic partner (Ulrich, 1997; Brockbank, 1999; Lawler & Mohrman, 2000a). But is HR becoming a strategic partner? What does becoming a strategic partner entail? And is the HR function more effective when it is a strategic partner? The answers to these questions are critical to the future development and direction of the human resource function in organizations. A number of forces have converged to support the idea of HR being more of a strategic partner. Corporations are undergoing dramatic changes with significant implications for how human resources are managed. Perhaps the most important of these changes is the rapid deployment of information technology and the increasing amount of knowledge work that organizations do. Also important are the rapidly changing...
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...The HR profession map consists of 2 core HR strategies, 10 professional areas, 8 behaviors & transitions and 4 bands. These 4 bands combine all these professional areas and behaviors & transitions. The HR profession map gives an account of all the required behaviors, strategies and planning to have a successful career in HR domain. It covers an HR professional’s life from its very beginning till it reaches the maximum possible height (CIPD 2012). The 10 professional areas set out in 4 bands of competence gives us a picture of all the required activities and knowledge an HR professional must have to be successful. Next we come to 8 behaviors which tell a professional how to carry out his duties and responsibilities. These behaviors also have their negative implications if he doesn’t set out his plans correctly. The 4 bands of professional competence give us a detail of the contributions an HR professional makes to his organization at every career level. The areas where the contributions are made could be client relationship, time-management, performance appraisal, focus on the organizational activities and services offered to the clients. He is also bound to face transitional challenges while moving from one band to the other. These 3 transitional pathways (Band 1-2, 2-3, 3-4) account for the competencies an HR professional must possess for making a smooth career move. The HR Profession Map has two cores sitting at its heart-Insights, strategies and solutions & Leading...
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...| | | i. What is the best persuasive strategy? It depends on how much and what kinds of resistance you expect. a. Four basic short-term strategies exist: * Direct Request * Problem-Solving Persuasion * Sales * Reward and Punishment 1. Rewards and punishment have limited use, in part because they don't produce permanent change and because they produce psychological reactance. b. Analyze your audience to choose a pattern: * Direct request. POWERPOINT SLIDE * Problem-solving. POWERPOINT SLIDE c. Remember that a strategy that works for one organization may not work somewhere else. * Know the organization's culture. a. CONCEPT CHECK True or False: The direct request pattern is most useful when you expect the audience to strongly resist your request. CONCEPT CHECK ii. What is the best subject line for a persuasive message? For direct requests, use the request, the topic, or a question. For problem-solving messages, use a directed subject line or a reader benefit. d. A directed subject line makes your stance on an issue clear. iii. How should I organize persuasive messages? In direct requests, start with the request. In a problem-solving message, start with the problem you share. e. Pattern for direct requests. POWERPOINT SLIDE f. Pattern for problem-solving persuasive messages. POWERPOINT SLIDE * CONCEPT CHECK True or False: The patterns for direct requests...
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...Developing Yourself as an Effective Human Resources Practitioner The HR Professional Map It is the map that directs the HR Professionals at each level (generalist or specialist) to figure out what they need to do so as to deliver correct output at whichever stage of their career they are working at. The map is a threshold set for the individuals exhibiting HR excellence. It describes the knowledge and activities as well as the behaviours that are absolutely needed for the smooth running and functioning of HR activities, both present and also in future. The map is ever-evolving so as to combat the ever increasing needs of this profession. The HR Professional Map is divided as follows: Core Professional Areas: The centre of the map enfolds two main professional areas which are relevant and related to all the people in the HR profession irrespective of the position or the level these people work at. These two are, namely, - Insights, Solutions and Strategy: relates to the need for a successful HR professional to present and develop strategies and solutions based on a firm understanding of the business; it’s internal environment and its external challenges. It also demonstrates the profession as a recognised business discipline with people and the organisation at its heart. - Leading HR: is defined as providing ‘active, insight-led leadership: owning, shaping and driving themselves, others and activity in the organisation’ (CIPD). Great leaders can be found across three main...
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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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...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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... 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 for the most...
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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. Working...
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... ------------------------------------------------- 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 and rewards, employee engagement...
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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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...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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...The HR Profession Map (HRPM) An excellent tool to use that will help in your development is the CIPD HR Professional Map. It shows you what you need to know and do and how you need to do it at all stages in the development of your career. The map consists of 10 professional areas of HR activity which identify what you need to do and what you need to know in each area, 8 behaviours that shows how you need to carry out those activities. There are also four bands of professional competence within the Map that defines what professionals need to do to progress through the bands in order to develop their careers. Starting with Band 1 reflecting the people carrying out administrative process driven activities to Band 4 showing the requirements needed in the people who lead/manage the HR function, the people that make the decisions and are responsible for the development of the HR function, making it better able to support the business needs. At the core of the 10 professional areas are; 1) Strategy Insights and Solutions & Leading. 2) Managing The Human Resource Function. These first 2 areas are at the core of understanding the organisation it supports. The other professional areas show the activities and knowledge that is needed to provide the HR support system that the 2 core areas have identified and developed. ➢ Strategy insights and solutions – understands the company ethos & activities, responsible for HR plans of action, is aware of the obstacles that block the path of...
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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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...Activity 1 The Human Resources Profession Map: The CIPD 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...
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