Hr Profession Map Summary
Activity 1
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 …show more content…
The key recommendations are analysed below and, where appropriate, carried forward into my development plan for this, and subsequent years.
Recommendation for Employee Relations:
Recommendation | Action | 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. …show more content…
Effective performers will typically spend about half their time on a few big and critical goals. | Action can be taken quite soon. First I would think about my goals, making sure they are realistic. They would always be reviewed with my manager. | How do you respond to a change in circumstances or someone moving the goalposts? Be flexible and change-ready. | Action can be taken immediately and constantly reviewed. I would do this by making sure I am always flexible and ready to change things around to get the job done. | Agree critical milestones for each goal you are working on. Constantly measure progress and inform others early if timelines are changing. | This would also need to be reviewed with my manager. I would set a realistic and critical milestone for each goal I am working on. I would keep an eye on the progress, and if there any changes I would inform the relevant people immediately. |
Actions carried forward to my development
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 …show more content…
The key recommendations are analysed below and, where appropriate, carried forward into my development plan for this, and subsequent years.
Recommendation for Employee Relations:
Recommendation | Action | 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. …show more content…
Effective performers will typically spend about half their time on a few big and critical goals. | Action can be taken quite soon. First I would think about my goals, making sure they are realistic. They would always be reviewed with my manager. | How do you respond to a change in circumstances or someone moving the goalposts? Be flexible and change-ready. | Action can be taken immediately and constantly reviewed. I would do this by making sure I am always flexible and ready to change things around to get the job done. | Agree critical milestones for each goal you are working on. Constantly measure progress and inform others early if timelines are changing. | This would also need to be reviewed with my manager. I would set a realistic and critical milestone for each goal I am working on. I would keep an eye on the progress, and if there any changes I would inform the relevant people immediately. |
Actions carried forward to my development