...Developing Yourself as an Effective Human Resources or Learning and Development Practitioner Activity 1 * briefly summarise the CIPD Profession Map (i.e. the 2 core professional areas, the specialist professional areas, the bands and the behaviours) The CIPD HR Profession Map has been developed with the help of HR professionals around the world. Many organisations use the CIPD profession map to measure their HR capability, address areas for development, and to develop their employees within HR. The HR profession map is made up of ten professional areas, eight behaviours and four bands of professional competence (Bands and transitions.) The Professional areas describe the activities you need to undertake and what you need to know for each of the 10 professional areas at each band level (Levels 1 – 4.) There are two core professional areas; Leading HR, and Insights, Strategy and Solutions. The core areas are applicable to all HR professionals, even those just beginning of their HR careers. There are 8 further Specialist professional areas: Employee Relations, Service delivery and information, Organisation Design, Organisation Development, Resourcing and Talent Planning, Learning & Development, Performance and reward, Employee Engagement and Employee relations. The behaviours describe the 8 key behaviours each HR professional needs to be successful within their role. Each behaviour is described across each of the band levels. The eight behaviours are; Role...
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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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...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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...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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...------------------------------------------------- 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...
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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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...------------------------------------------------- Certificate in Human Resource Practice ------------------------------------------------- ------------------------------------------------- Assessed Coursework Cover Sheet ------------------------------------------------- ------------------------------------------------- ------------------------------------------------- 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...
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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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...Journal of Chinese Human Resource Management Emerald Article: Chinese HRM in action: an interview with Wayne Chen of Hay Group China Boyi Wang Article information: To cite this document: Boyi Wang, (2011),"Chinese HRM in action: an interview with Wayne Chen of Hay Group China", Journal of Chinese Human Resource Management, Vol. 2 Iss: 1 pp. 61 - 68 Permanent link to this document: http://dx.doi.org/10.1108/20408001111148739 Downloaded on: 04-05-2012 References: This document contains references to 2 other documents To copy this document: permissions@emeraldinsight.com This document has been downloaded 1212 times. Access to this document was granted through an Emerald subscription provided by UNIVERSITY OF SUSSEX For Authors: If you would like to write for this, or any other Emerald publication, then please use our Emerald for Authors service. Information about how to choose which publication to write for and submission guidelines are available for all. Additional help for authors is available for Emerald subscribers. Please visit www.emeraldinsight.com/authors for more information. About Emerald www.emeraldinsight.com With over forty years' experience, Emerald Group Publishing is a leading independent publisher of global research with impact in business, society, public policy and education. In total, Emerald publishes over 275 journals and more than 130 book series, as well as an extensive range of online products and services. Emerald is both COUNTER 3 and TRANSFER compliant...
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...or teams, manage upwards and manage across the organisation CIPD Professional Map – The CIPD HR Profession Map (HRPM) is an accurate tool that guides an HR practitioner’s learning and development through becoming an effective HR professional. HR professionals can use the map for many reasons such as identifying skills and team capability, building role profiles and identify areas that need development (HRPM, CIPD, 2012). Professionalism is defined as a continuous development of outcomes anticipated through appropriate behaviors and conduct that are needed in order to have beneficial business relationships (Gian Fiero, 2008). The principles of professionalism among others commit professionals to have some values such as be customer focused, have proper ethical standards, accountability and reliability, be proactive, responsive and have the willingness to learn and study continuously (CHS, 2012). The HRPM has four bands, ten professional areas and eight behaviors. This tool helps HR practitioners develop themselves from assistants to senior managers; moving from Band one to Band four… The bands are related with the competence and the contribution needed to move from one band to the next. The professional areas are the activities that HR practitioners...
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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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...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...
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...Human Resource Management in Practice (Log Book & Reflective Statement) W12016512 Liang Xia Tutor: Dorothy Fellows Word Count (Log book): 5936 Word Count (Reflective commentary): 1495 Date of Submission: 07th Jan 2012 Contents 1. Week 1 Developing the practitioner……………………………P:3 2. Week 2 Communication………………………………………………P:4 3. Week 3 Presentation Skill…………………………………………….P:5 4. Week 4 Training and Learning……………………………………..P:6 5. Week 5 Equality and Diversity……………………………………..P:7 6. Week 6 Recruitment and Selection……………………………..P:8 7. Week 7 Performance management and Appraisal……….P:9 8. Week 8 Absence Management……………………………………P:10 9. Week 9 Counselling and Mediation………………………………P:11 10.Week 10 Grievance and Discipline……….....……………...P:12 11.Week 11 Developing the Practitioner……………………..P:14 12.Week 12 Management of Change……………………………P:15 Reflective Statement…………………………………………………..P:17 Reference list……………………………………………………………..p:21 Date: 25 /09/2012 Seminar 1- Developing the practitioner Legge (1995) concludes that there is very little difference between human resource management and personnel management, but there are some differences that are important. Human resource management concentrates more on planning, control and monitoring than on what is done for manager and employee’s mediation. Staffing objectives, performance objectives, Change-management objectives and administration objectives are the four basic objectives...
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...conveying that passion to everyone, most importantly to your students. 2. GOOD TEACHING is about substance and training students as consumers of knowledge. It’s about doing your best to keep on top of your field, reading sources, inside and outside of your areas of expertise, and being at the leading edge as often as possible. But knowledge is not confined to scholarly journals. Good teaching is also about bridging the gap between theory and practice. It’s about leaving the ivory tower and immersing oneself in the field, talking to, consulting with, and assisting practitioners, and liaising with their communities. 3. GOOD TEACHING is about listening, questioning, being responsive, and remembering that each student and class is different. It’s about eliciting responses and developing the oral communication skills of the quiet students. It’s about pushing students to excel; at the same time, it’s about being human, respecting others, and being professional at all times. 4. GOOD TEACHING is about not always having a fixed agenda and being rigid, but being flexible, fluid, experimenting, and having the confidence to react and adjust to changing circumstances. It’s about getting only...
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...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 ...
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