...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
...and comment on the activities, knowledge and behaviours. ( band 1 or 2 ) CIPD reveals HR profession map to replace old standards By Louisa Peacock on 21 Apr 2009 in Careers in HR, CIPD, HR qualifications, Latest News, The HR profession The CIPD has unveiled an ‘HR Profession Map’ which will replace the institute’s professional standards structure ahead of the launch of new qualifications next year. The map is designed to help professionals become equipped with the relevant skills needed for current practise and future growth areas across HR, in preparation for an overhaul of Chartered Institute of Personnel and Development (CIPD) qualifications expected to be introduced in 2010. It recognises that people could enter the HR profession from a diverse range of backgrounds, and that career paths are more complicated now than when the original standards were set, the CIPD said. The map contains three key elements: * Professional areas – what HR practitioners need to do and know * Behaviours – how to carry out activities, divided into four bands of competence from beginner to leadership * 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 news comes just weeks after CIPD chief executive Jackie Orme told Personnel Todaythat CIPD qualifications will be transformed to offer HR staff a greater understanding of what drives performance in organisations. Orme said today:...
Words: 446 - Pages: 2
...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...
Words: 1631 - Pages: 7
...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
...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 stage of the HR career. Band...
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
...Developing Yourself as an Effective HR/L&D Practioner Unit Code: 4DEP Assignment Number: 40552/06 Candidate declaration: ‘I confirm that the work/evidence presented for assessment is my own unaided work.’ I have read the assessment regulations and understand that if I am found to have ‘copied’ from published work without acknowledgement, or from other candidate’s work, this may be regarded as plagiarism which is an offence against the assessment regulations and leads to failure in the relevant unit and formal disciplinary action. I agree to this work being subjected to scrutiny by textual analysis software if required. I understand that my work may be used for future academic/quality assurance purposes in accordance with the provisions of the Data Protection Act 1998. I understand that the work/evidence submitted for assessment may not be returned to me and that I have retained a copy for my records. I understand that until such time as the assessment grade has been ratified by internal and external quality assurance verifiers it is not final. Name: E A Johns Submission Date: 23/12/2015 Word Count: 498 The HR professional has a number of users including external customers such as service users, internal customers include employees, Line Managers and Senior Managers. The key need of employees from HR support is to ensure that their queries are dealt with in a responsive clear way. Employees need the HR department to be easy to contact...
Words: 748 - Pages: 3
...Student Name: - Wail Abdelkafi Enrolment number:- CC1493449 |Unit Title |Developing Yourself as an Effective Human Resources or Learning and Development Practitioner | |Unit Code |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 ...
Words: 4634 - Pages: 19
...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...
Words: 2574 - Pages: 11
...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
...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
...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 senior leaders. 2...
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
...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 at the heart of the profession...
Words: 1270 - Pages: 6
...------------------------------------------------- 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...
Words: 1594 - Pages: 7
