Communication and Hr
4DEP (HR)
Developing Yourself as an
Effective Human Resources Practitioner
By Susanne Collier
7th November 2011
Activity 1
Today Human Resources (HR) is at the centre of business performance. HR professionals have an important role to play in driving decisions that enable their organisations to thrive in both the short and the longer term. Where in the past the function delivered the fundamentals that underpinned the employee lifecycle (such as recruitment, induction and salary administration) supporting organisation performance is now the theme running through HR’s work.
The CIPD have introduced the HR Profession Map which sets out what HR practitioners need to know, do and deliver at all stages in their career. The Map is structured around ten professional areas of HR activity and it focuses on the knowledge, activities and behaviours required in the profession today.
The first two professional areas, Strategy, insights and solutions (uses deep understanding of the business – activities, strategies and plans and underlying drivers of and barriers to sustainable performance, and needs of customers and employees – and unique insights to drive business performance through the creation and delivery of HR strategy and solutions) and Leading and managing the HR function (leads and manages a fit for purpose HR function, with a strong track record of operational excellence and a deep understanding of the organisation requirements. Ensures that the function has the right capability, capacity, and organisation design, and that HR employees are fully engaged, work collaboratively and possess a deep understanding of organisation and the drivers that create value). These are central to understanding the organisation and delivering an HR function that delivers success.
There are eight behaviours shown on the HR Map that identify in detail how professionals need to carry out their activities and make a contribution to organisational success. Please see
Developing Yourself as an
Effective Human Resources Practitioner
By Susanne Collier
7th November 2011
Activity 1
Today Human Resources (HR) is at the centre of business performance. HR professionals have an important role to play in driving decisions that enable their organisations to thrive in both the short and the longer term. Where in the past the function delivered the fundamentals that underpinned the employee lifecycle (such as recruitment, induction and salary administration) supporting organisation performance is now the theme running through HR’s work.
The CIPD have introduced the HR Profession Map which sets out what HR practitioners need to know, do and deliver at all stages in their career. The Map is structured around ten professional areas of HR activity and it focuses on the knowledge, activities and behaviours required in the profession today.
The first two professional areas, Strategy, insights and solutions (uses deep understanding of the business – activities, strategies and plans and underlying drivers of and barriers to sustainable performance, and needs of customers and employees – and unique insights to drive business performance through the creation and delivery of HR strategy and solutions) and Leading and managing the HR function (leads and manages a fit for purpose HR function, with a strong track record of operational excellence and a deep understanding of the organisation requirements. Ensures that the function has the right capability, capacity, and organisation design, and that HR employees are fully engaged, work collaboratively and possess a deep understanding of organisation and the drivers that create value). These are central to understanding the organisation and delivering an HR function that delivers success.
There are eight behaviours shown on the HR Map that identify in detail how professionals need to carry out their activities and make a contribution to organisational success. Please see
Bibliography: CIPD HR Profession Map http://www.cipd.co.uk/cipd-hr-profession/hr-profession-map/explore-map.aspx (28 Oct 2011) Albert Mehrabian Communication Model http://www.vestedoutsourcing.com/the-psychology-of-outsourcing-part-4-albert-mehrabian-and-comminication/ (31 October 2011) APPENDIX Appendix 1 8 Behaviours Description Appendix 2 Service & Delivery and Information Professional Area Description