...1.1 Explain the knowledge, skills, and behaviours required to be effective in an identified HR or L&D role. The CIPD have developed an HR Profession Map (HRMP) that sets the standards for all HR professionals in order to be effective within their role. It is designed to help guide professional development within HR and focuses on 10 professional areas, and 8 behaviors essential to excellent HR practice. It spans across 4 bands, progressing from an entry level HR position such as administrator at band 1, to HR director at band 4. The HRMP identifies two core professional areas “that sit at the heart of the profession and are applicable to all HR professionals”(CIPD website) Insights, Strategy and Solutions, and Leading HR. Insights, Strategy and Solutions - This area deals with the professional’s understanding and insight into an organisation. Through knowledge of how the business works an HR professional can put into practice strategic solutions to effectively manage an organisation’s specialist requirements. Leading HR - To effectively lead in HR one must act as a ‘role-model leader’. This includes developing yourself professionally, whilst also leading, supporting, and tracking others development. Adding value and making a positive difference with the organisation, and then evaluating this impact is also pivotal within this area. The remaining 8 professional areas cover specialist activities and knowledge that include: Organisation Design, Organisation...
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...Introduction This report will aim to evaluate and explain what it means to be an HR Professional with using the CIPD HR Professional Map (HRPM) as the basis for the evaluation. A - Briefly explain how the CIPD HR Professional map defines the HR profession, including gthe professional areas, the bands and the behaviours. B – Evaluate how the 2 core professional areas, and any 2 selected behaviours uphold the concept of ‘HR professionalism’ give examples from the knowledge and activities @ band C- Explain with related examples, why the HR professional needs to be able to manage themselves, manage groups 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...
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...Choice Test Section 1 Developing Yourself as an Effective HR/L&D Practitioner Question 1 “Effective HR professionals really have to succeed by understanding the business, the market and the customer as well as the Chief Executive or the Marketing Director. It’s about understanding what the organisation would look like if it was really humming, really succeeding. Translating that back into culture, working practices, learning, motivation, reward, selection – those are the strategic choices…to make” - Geoff Armstrong, CIPD. Aside from this, what other skills and qualities do you think are necessary for HR professionals today? Right Having an understanding of the purpose and role that HR plays within a successful organisation Question 2 How do the skills listed in Question1 help you as an HR professional carry out your role more effectively? Right Having an understanding of HR’s roles and purpose makes it easier to support change within the organisation Question 3 Log into www.cipd.co.uk and access the HRPM: Professional Areas. Review Professional Areas appropriate for level 3 (Bands One and Two). Why is the CIPD HR Profession Map important for HR and L&D professionals? Right The CIPD Professional Map provides clear competencies, activities and behaviours for HR professionals to aspire to in order to continuously develop their skills and experience Question 4 Which of the following are appropriate activities for Level 3 in the Professional Area of Organisational Design? Right...
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... |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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...Test Section 1 Developing Yourself as an Effective HR/L&D Practitioner Question 1 “Effective HR professionals really have to succeed by understanding the business, the market and the customer as well as the Chief Executive or the Marketing Director. It’s about understanding what the organisation would look like if it was really humming, really succeeding. Translating that back into culture, working practices, learning, motivation, reward, selection – those are the strategic choices…to make” - Geoff Armstrong, CIPD. Aside from this, what other skills and qualities do you think are necessary for HR professionals today? Being able to distance yourself from staff, as HR are a separate entity from the rest of the business Being able to create a HR strategy and sticking to this regardless of changes in the work environment Having an understanding of the purpose and role that HR plays within a successful organisation Responding to events as and when they occur, rather than trying to create any contingency plans/procedures Question 2 How do the skills listed in Question1 help you as an HR professional carry out your role more effectively? By keeping your distance from staff it is easier when you need to advise staff on matters such as grievance or disciplinaries By sticking to a strategy that you have decided upon regardless of what happens, it shows that you do not buckle under pressure Having an understanding of HR’s roles and purpose makes it easier to support...
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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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...uk/membership/professional/associate-membership.aspx About Associate member (Assoc CIPD) Associate is the first level of professional membership. Associate members are entitled to use the designation Assoc CIPD after their name to showcase their professional credentials. Associate members build their practical and technical HR knowledge to understand the breadth of HR, and its contribution to organisational performance. They carefully plan their own continuing professional development (CPD) by reflecting on their own performance and taking part in both formal and informal development to enhance their own professional skills and knowledge. Profile of an Associate member Typically an Associate member provides professional advice to managers across the business and delivers activities within the HR plan. Skills and knowledge focus Furthering interpersonal and technical skills and knowledge. Developing a practical understanding of an organisation from frontline experiences. Relationship with clients Advises individuals and managers. Builds a trusting and professional relationship with individuals. Impacts and measures Impacts individuals, customers, and stakeholders to meet service level targets. Benefits of Associate membership Showcases your ability to have a real impact in the workplace. Raises your profile. Use the letters Assoc CIPD after your name to demonstrate your professional credentials. Requirements for Associate...
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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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...behaviours required to be effective in an identified HR role. The CIPD professional map determines what HR professionals should know and understand to make a difference to their organisation. The map can be used in its form or in part or be incorporated into organisation’s existing competency structure. The map highlights ten professional areas with the centre of the map focusing on the two core areas which sit at the heart of the HR function and can be applied to all HR professionals regardless of role, location or stage of career. These are: 1. Insights, Strategy and Solutions: o This area deals with the professionals understanding and insight into an organisation, through a deep knowledge of the organisations purpose, objectives, aims, values, activities, strategies and plans. o The strategies created have to focus on the needs of the customers and employees, and add value to the organisation. o Be aware of political, economical, social and technological (PEST) issues and how it can affect the organisation and what can be done to overcome this. 2. Leading HR: o HR professionals act as role models, leaders and maximise the contribution made throughout the organisation through own self and by encouraging others. o They develop the organization across 3 main areas of leadership: Personal leadership, leading others and leading issues. o HR professionals need to be able to lead and manage a fit for purpose HR department, ensuring that they have the right capability...
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...depends on its HR team and how well their knowledge and experience are executed through their daily tasks. The ‘CIPD’ map gives fellow HR employees a strong chance to implement growth and develop a further understanding of their career, and in their role of the company. It is designed to include role descriptions, behaviours and guidelines of what makes an effective HR practitioner. (Source: CIPD) The CIPD map It can be seen that ‘’Insights, strategy and solutions’’ are at the core of the map, prioritising the importance and basic need that all businesses require. In order to run an effective company, the key information that is then passed down to your HR team and then ultimately the employees, has to be succinct, clear and focused. ‘’Insights, strategy and solutions’’ highlights the core principle in which the HR team handles each new situation. So, for example, if an issue occurs it must first be understood and put into context. It must then be dissected with a well thought out plan put into place, before finalising and put into practice, ensuring no risks in the process. ‘’Leading HR’’ follows suit from ‘’Insights, strategy and solutions’’, at the core of the map. It sees the HR employee develop their own understanding and taking ownership, securing their effect throughout the company. ‘’Leading HR’’ can be defined as a HR employee understanding and acting, rather than observing. Both of these core subjects are fundamental steps to any HR employee. The map...
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...The CIPD Profession Map consists of eight behaviours, eight specialist professional areas, and two core professional areas which are in the centre of the map. The HR Profession Map also includes bandings. Each area is set out in four bands, which enables you to check your level of professional competence in your current role. The HR Profession Map helps determine the required strategies, behaviours and planning needed to have a successful career in HR. “The concept is simple. Covering ten professional areas and eight behaviours set out in four bands of competence, CIPD’s HR Profession Map sets out the activities, knowledge and behaviour needed for success.” (Charity-Works 2015) The eight Professional Areas on the map detect the specific activities and knowledge you need based on your competency in HR which would allow you to have an idea of the banding you currently come under on the HR Profession Map. Throughout your HR Career you are bound to face transitional changes in your competence which in effect will change your banding on the HR Profession Map. “The 10 Professional areas describe what you need to do (activities) and what you need to know (knowledge) for each area of the HR profession at four bands of professional competence.” (CIPD, 2015) In the centre of the HR Map you have the two core professionals which include insights, Strategy and Solutions and Leading HR. Most HR Professionals works deeply into developing their staff, leading your team and looking at potential...
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...the understanding of the CIPD Human Resource Professional Map (HRPM). The HRPM was designed by the CIPD with the intention of helping the individual develop themselves as a successful Human Resource Practitioner, whilst providing a guideline to businesses, big and small. It highlights the professions and behaviours needed in order to progress successfully up the career ladder. It is broken down in to two central cores. * The first core is Insight, Strategy and Solutions, this is where complete understanding of an organisation is needed, enabling the HR practitioner to have the ability to spot potential opportunities and act upon them. * The second core is Leading HR, here the HR professional will be required to act as a role model, working closely with the line managers and ensuring all company policies are adhered to. They are responsible for the contribution HR makes to an organisation, adding value where possible. People working within these areas are often known as generalist due to them having a wider more basic knowledge of HR within the organisation. As well as the two core professions the map is divided into a further eight Professional Areas that encompass all aspects of business needs. Once the two core areas have been established the next logical step would be to progress in one of the specialist areas. Each profession is broken down into four bands of professional competence. A band 1 advisor would be starting at entry level, being customer orientated...
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...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 Model, Curious, Decisive thinker, Skilled influencer...
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... 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 Core Professional areas The two core professional are relent o any HR professional regardless of their position within an organisation. * Insights, Strategy & Solutions This area defines that the HR person needs to have an understanding of the business activities, strategies and goals. They...
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...Carillionplc | CIPD Intermediate Diploma | Using Information in Human Resources | CIPD Registration 2289477X | Twentyman April | 2/12/2015 | Contents 1. A brief description of the research project and issue under investigation and an analysis of good practice in relation to this issue………Page 3 2. Identification of the key stakeholders and why and how they might be interested in or affected by this study………………………………Page 5 3. The key sources of secondary research and an evaluation of their contribution to the study…………………………………………......Page 6 4. The key methods of collecting primary data and their relative strengths and weaknesses…………………………………………………......Page 7 5. An outline of how you might present the findings in order to persuade stakeholders to act on the results…………………………………Page 9 A brief description of the research project and issue under investigation and an analysis of good practice in relation to this issue. I would like to conduct a research project which will focus on employee engagement within Carillion Services, I can then evaluate the research information to look at the impact this has on the current staff turnover levels. Carillion FM Services has a wide range of hard and soft FM services ranging from engineers, site managers to cleaners, catering staff and caretakers, the turnover of employees has increased over the last year. Carillion have recently issued the results to their annual “Your Say Survey” and employee engagement has been...
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