Summary of the HRPM (Human Resources Professional Map)
The HR map outlines what a successful & effective HR professional would need to accomplish and deliver across all parts of the HR Profession. It sets out the required ‘skills, behaviours & knowledge to become a successful & effective HR Professional’. The HR Map has 3 main components; 8 behaviours, 10 Professional areas & 4 bands of ‘Professional competence’ and is suitable for everyone.
The 2 main professional areas that sit in the core of the HR Professional map are ‘Insights, Strategy & solutions’ and ‘Leading HR’ – To work in a HR Profession you need to have a thorough understanding of your organisation & how it works and what factors effect it, Only then you can move on to Leading the organisation and making effective decisions. It is key you have this understanding to be able to make effective business decisions to lead HR in the organisation
The 8 Professional areas are; -Organisation Design -Organisation Development -Resource & Talent Planning -Learning & Talent Development -Performance & Reward -Employee Engagement -Service Delivery & Information -Employee Relations
8 behaviours are; -Decisive Thinker -Curious . -Skilled Influencer -Personally Credible -Collaborative. -Driven to Deliver -Courage to Challenge - Role Model
Bands (from 1-4) and transitions – The bands indicate what level you are at and shows you how to develop from one role to another.
Band1 Delivering Fundamentals Band2 Adviser Band3 Consultant Band4 Leadership/coach role
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Service Delivery & information -HR/Payroll Officer-Band 2
‘Ensures that the delivery of HR services & information to leaders, managers & staff within the organisation is accurate, efficient, timely &cost effective & that human resources data is managed professionally’ (HRPM CIPD)
I have developed a good understanding of my organisation and this insight helps me to identify key information & interpret this to aid effective decision making. All data provided should be reliable and accurate as this can have a huge impact on decision making. Changes should be run parallel. In my role this is very important to be able to provide service even if there are major changes going on in the structure of the department/processes. The key is to be able to provide accurate information for example when looking at headcount for each department against the budget headcount and if incorrect information was provided it could result in an extra employee being recruited & the organisation would end up paying an extra salary that wasn’t needed & ultimately your customers could lose confidence in you.
I should always be customer focused and deliver excellent service. You should see yourself as a Role Model, adopt an ’open door’ policy where everyone is welcome and to ensure your team follows in your footsteps and are approachable. I get enquiries that are not important to myself but they are very important to your customer, understanding this is essential.
We now have a more diverse workforce, I believe it is important in my role to be able to recognise this when they join the organisation, whilst they are working with you and also when they decided to move on. I believe that diverse workplaces tend to have higher morale and with it higher productivity. Training needs would need to be identified and everyone should follow the rule of ‘treat others how you would like to be treated’
Provide HR advice to employees/managers on all employee relations issues is crucial as no situation will be the same! Information or advice could be from my policies/procedures or by contacting an Employers helpline. Ensuring all changes in policies/procedures are implemented to ensure compliance with legislation is crucial.
Providing MI for example KPI’s for absence, % staff turnover & SLA’s agreed. Monitor data is essential so quality is never compromised & receiving feedback is equally important. I regularly evaluate to see if my processes and policies need updating. By using Business improvement techniques e.g. Lean/Sixth Sigma/Kaizen helps with improving processes and removing wastes. This is crucial to my role- by planning out the process for each area you can identify wastes & remove them to make the process efficient resulting in increased quality, efficiency & reduced costs.
I am working with IT team to develop a bespoke HRIS called ‘HR Scope 2’. An understanding on how the system would work & what data is required is vital. I am also responsible for identifying training needs following appraisals and finding a training provider suitable for training. This involves setting up a SLA and meeting regularly to feedback. By setting up a SLA will help me get the best out of the service and protect the business if it doesn’t work out.
To provide ‘Service excellence’ I would need to be able to communicate effectively with all customers including difficult customers by diffusing a situations. A sound understanding of the ‘financial model’ is equally important- I would need to know the budget headcount for each department when recruiting & the training budget for training.
Improving processes is effective, we have started the LEAN thinking process. I am planning out all the HR processes- e.g.’ recruitment process’ by taking out wastes to reduce costs &efficiency. Examples of wastes are waiting time for authorisation /not having the right documents available at the right stages of recruitment.

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