Summary of the CIPD’s HR Profession Map (HRPM)
The Human Resource Profession Map (MPRM) was introduced to the CIPD to help HR professionals both identify their levels of professional competence, and assess their development needs now, and throughout their developing career in HR. The map captures what effective and successful HR people do in their jobs and what they deliver across every aspect of the profession, and sets out the required activities, behaviour and knowledge.
It covers 10 professional areas, and 8 behaviours, set across four bands from Band 1: Administrator, Band 2: Senior PR actioner, Band 3: Consultant, and Band 4: HR Director.
The map is a self-assessment tool, and the results should be compared with other sources such as job descriptions, and performance reviews, to get the most out of the result and recommendations.
The 2 main professional areas are Strategy and Solutions, and Leading HR. There are 8 other key areas called behaviours. Each behaviour is described at four bands of professional competence, and has a serious of contra – indicators which illustrate the negative manifestations of the behaviours.
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.
Review of Activities, Knowledge and behaviours Employee Relations at Band 1
I have completed the HRPM for the following areas:
* Employee Relations (Key Area)
* Collaborative (Behaviour)
* Driven to Deliver (Behaviour)
The pages containing the results and recommendations have been included as a separate addition to this report.
The key recommendations are analysed below and, where appropriate, carried forward into my development plan for this, and subsequent years.
Recommendation for Employee Relations:
Shadow Colleagues (manager) when they are leading the resolution of an employee relations issue. Use these opportunities to test out your thinking and judgement.
| Action can be taken very soon, by talking to colleagues, and shadowing them when they are dealing with employee relations issues.
| Research the background to legislative change. Keep abreast of national consultation on the employment law agenda through sources such as the government website.
| Action can be taken immediately by researching using the internet – government website. I would then make sure the relevant people are kept up to date with my findings.
| Subscribe to employment law journals to keep abreast of latest developments.
| This can be done immediately. I would subscribe to employment law journals, and keep up to date with any new information/legislation comes out.
| Attend employment tribunals as an observer. Take policy or practice learning’s back into the organisation.
| The planning for this can take place straight away, by speaking to manager and arranging to sit in on the next employment tribunals. I would then take back what I learnt and give the information to the relevant people in my organisation.
| Seek opportunities to observe/ minute-take at key negotiation meetings.
| The planning for this can take place straight away, by speaking to manager and arranging to sit in on the next negotiation meetings.
Recommendation for Behaviour: Collaborative:
Observe and, together with your manager, understand the role you prefer to play in a team. Experiment with different roles to vary the contribution you make and develop new skills.
| I would find out my Belbin results which are PL, I am a plant, and look to develop contacts with people who have different results. This would also help me in building relationships and networking.
| How extensive is your network? Do you have solid relationships with individuals outside of your immediate team or outside of your organisation? Identify mutual interests or...
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