developing yourself as an effective hr practitioner
Developing Yourself As An Effective HR Practitioner
Activity 1
I am doing this HR course to further my career at work. I am supervisor.
I am involved in HR in my job, as we do not have an HR department. I work with my Manager at present to help conduct annual appraisals, disciplinary procedures and inductions. I have also been involved with redundancies.
We are a medium sized company, which has expanded since I joined in 2000 but as we are growing we feel the need to have 1 person to take on the HR role so that all staff have someone official that they can go to with any problems that they may have.
HRPM: this is an easy to use table containing behaviours, professional areas and bands of competence. It allows users to assess their capability in the HR role they have chosen - whether it is general or specialist.
The two core professional areas are insights, strategies & solutions and leading HR.
As an example of insights in my role at work there are quite a few members of staff who are nearing retirement age and will retire within around two years of each other so we will be losing all the experience and knowledge that they bring to their roles within the business whether that be manufacturing cables or within our quality assurance department, So I have suggested that we employ younger people who we can train working closely with these people so that their knowledge can be passed on.
This has been proven to work as we have two members of staff who joined us around 6 years ago straight from school and are some of our best operators as we have trained them in the way we work.
The core of the map is about developing an understanding of the organisation that the user is working in, clerk of the works, contracts manager, and architect.
Performance and reward - this allows individuals within a work place to use their own skills, behaviours and experience by using a reward scheme such as bonuses.
Learning and Development: Build
Activity 1
I am doing this HR course to further my career at work. I am supervisor.
I am involved in HR in my job, as we do not have an HR department. I work with my Manager at present to help conduct annual appraisals, disciplinary procedures and inductions. I have also been involved with redundancies.
We are a medium sized company, which has expanded since I joined in 2000 but as we are growing we feel the need to have 1 person to take on the HR role so that all staff have someone official that they can go to with any problems that they may have.
HRPM: this is an easy to use table containing behaviours, professional areas and bands of competence. It allows users to assess their capability in the HR role they have chosen - whether it is general or specialist.
The two core professional areas are insights, strategies & solutions and leading HR.
As an example of insights in my role at work there are quite a few members of staff who are nearing retirement age and will retire within around two years of each other so we will be losing all the experience and knowledge that they bring to their roles within the business whether that be manufacturing cables or within our quality assurance department, So I have suggested that we employ younger people who we can train working closely with these people so that their knowledge can be passed on.
This has been proven to work as we have two members of staff who joined us around 6 years ago straight from school and are some of our best operators as we have trained them in the way we work.
The core of the map is about developing an understanding of the organisation that the user is working in, clerk of the works, contracts manager, and architect.
Performance and reward - this allows individuals within a work place to use their own skills, behaviours and experience by using a reward scheme such as bonuses.
Learning and Development: Build