Developing Yourself as an effective HR Practitioner

Topics: Management, Personal development, Employment Pages: 10 (2916 words) Published: May 22, 2014
Introduction

The intention of this report is to address the following learning outcomes:-

to understand the knowledge, skills and behaviours required to be an effective HR practitioner; •know how to deliver timely and effective HR services to meet users' needs and; •be able to reflect on my own practice and development needs and maintain a plan for personal development.

For the purpose of this report I will use research journals, books and internet searches, in particular, help and guidance from the CIPD website in order to reflect on my own personal experience and skills to constructively align with the assessment criteria.

Career in brief

Throughout my career I have had a diverse range of roles including the recruitment and selection of employees, carrying out inductions with new staff, issuing contracts of employment and job descriptions, carrying out appraisals and arranging training if needed. I have also been responsible for the implementation of annual budgets and setting sales targets.

Activity 1

HR Profession Map

The HR Profession Map is a model designed specifcally by HR professionals to help HR practitioners identify the knowledge and skills demanded by the profession. The Map describes what to do, what is needed to know and how to do it. Essentially the Map provides a widespread overview on how, within an organisation the HR department functions. It also shows what is expected within the role of an HR practitioner from all levels based on the individual’s qualifications and experience. The Map has also been designed to support HR professionals at every stage of their career and sets out the global standards for HR. The clear and flexible framework has been developed for career progression in recognition that HR roles and career progression can vary.

The Map contains three key elements:
10 Professional areas – what HR practitioners need to do and know •8 Behaviours – how to carry out activities
4 Bands and transitions – how to develop from one role to another, split into four bands of competence which illustrate the hierarchy of the profession. The main purpose of the Map design was to highlight 10 professional areas at four different bands of competency and then eight key behaviours at which all HR professionals need to operate.

The 10 professional areas set out what a practitioner needs to do and know for each area of the HR profession listed below:

Organisation design
Organisation development
Resourcing and talent planning
Learning and talent development
Performance and reward
Employee engagement
Employee relations
Service, delivery and information
Leading HR
Insights, strategy and solutions

What is considered the two core professional areas sit at the heart of the professional map - Leading HR and Insights, strategy and solutions which are applicable to all HR professionals regardless of their role and are explained in more detail below. The core: Insights, strategy and solutions

This core area describes how HR professionals within Human Resources can help optimise their organisation's performance using insights to create HR strategies and deliver solutions that stick, staying agile and innovative. An HR specialist actively develops an understanding of the organisation's goals and how HR actively contributes to their delivery by knowing how the organisation is structured and how the teams work together. They understand the product or service that their organisation provides and who the customers are and they understand the goals of the organisation. As an HR specialist they are also expected to guide their team to create solutions that deliver value in line with the organisation. Table 1 shows how I am able to demonstrate knowledge and understanding relating to this particular core area. Table 1Personal knowledge and competency relating to insights, strategy and solutions Business Knowledge1.18.2 The vision and purpose of...
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