Write a report in which you:
Briefly summarise the HRPM (i.e. the 2 core professional areas, the remaining professional areas, the bands and the behaviours)
The CIPD HR Profession Map outlines the activities, knowledge and behaviours the cipd believe are required by different HR to sustained value to the organisation it operates in, now and in the future. It is a benchmark to what successful and effective HR people do and deliver across every aspect and specialism of the profession, and sets out the required underpinning skills, behaviour and knowledge.
The map divides Human Resources into 10 professional areas, each further divided into four bands whilst also including 8 desired behaviours. The 10 Professional areas describes what you need to do (the activities) and what you need to know at four bands of professional competence, as well as outlining the predominant behaviours that you need to exhibit when carrying out the activities. The Behaviours describes the behaviours needed to carry out activities in more detail. Each behaviour is also divided into four bands of professional competence. Each behaviour also lists a number of contra indicators which illustrate negative behaviour. There are four bands of professional competence to reflect the hierarchy of the profession within the Map. The Map also identifies and describes how you need to change and develop to move from one band to another.
Comment on the activities and knowledge specified within any 1 professional area, at either band 1 or band 2, identifying those you consider most essential to your own (or other identified) HR role.
The Professional area I have decided to look into further in relation to my career and current job role is the area of Resourcing and Talent planning. As a recruitment/personnel assistant I work alongside my Area Leader and Senior Management in placing resources where they are needed in order to fill gaps so that the business can function to the best of its ability. I am responsible for a wide range of resource related activities, including strategic resourcing and talent management. Due to the fact that I have only been in this role for 1 year I have been placed in band 1 and 2 in this professional area. See table below. This illustrates that there are a number of areas that I need to develop in further such as:
Resourcing and on-boarding strategy and execution
In order to improve in this area I need to ask for feedback on my interviewing style and techniques from candidates who have been both successful and unsuccessful as well as from those who have sat on the interview panel with me. It would also be a great help if I could shadow Senior HR Managers when they are interviewing so that I could maybe pick up some tips and skills from them.
Exit Strategies and Execution
In order to gain an in-depth knowledge of this are and to enhance this skill I feel it would be a good recommendation to actually speak to someone who has experienced redundancy or severance programmes. It would also be a great experience to have an outplacement consultancy in order to understand the service that they provide. By following up with those who have gone through redundancy and severance programmes I could also help improve our company process by getting their opinions on our policies and actions currently in place.
As a recruitment/personnel assistant there are a number of the behaviours that relate to my position.
I seek feedback from more experienced HR Personnel colleagues and managers, taking their learning points on board and modifying my own practice. I like to be able to identify opportunities to work on projects that will enhance my own experiences and stretch my existing skills. As I look after recruitment and selection from initiation to appointment I have built up a close relationship with Senior/Team Managers as well as employee relations. Through this process I have...