Developing Yourself as an Effective Human Resources or Learning Development Practitioner
To be an effective HR Practitioner you need to possess certain skills and knowledge. You need knowledge of employment law, recent legislation and have a deep understanding of the business you work for. You need to be able to skilfully influence and guide/advise other colleagues whether they are peers, reports or managers. It also helps having one or more of the key behaviours found in The CIPD’S HR Profession Map. These are Curious, Decisive Thinker, Skilled influencer, Personally Credible, Collaborative, Driven to Deliver, Courage to Challenge and Role Model.
The CIPD HR Profession map was launched in 2009 and is a document that is made by HR Professionals for HR Professionals. It describes the standards for a HR Professional in order for people to benchmark themselves, colleagues and or organisations. It is written in a way that is versatile and can be adapted to the smallest family run company to a global organisation. It lists the 8 key behaviours (shown above), the 4 bands of competence from administration to operating head/leadership and the 10 professional areas of HR which are;
1. Insights, Strategy and Solutions
2. Leading HR
3. Organisation Design
4. Organisation Development
5. Resource and Talent Planning
6. Learning and Talent Development
7. Performance and Reward
8. Employee Engagement
9. Employee Relations
10. Service, Delivery and Information
The professional area of Performance and Reward ensures that colleagues a rewarded for performance by running competitive but cost effective scheme’s helping colleague engagement. These could include commission schemes, salary sacrifice schemes, colleague offers, long service awards and many more.
The professional area of Employee Relations ensures that the relationship between all colleagues (including management) are run effectively by keeping company policies up-to-date, advising and guiding managers and making sure all relevant legislation is rolled out through the business.
The
The CIPD HR Profession map was launched in 2009 and is a document that is made by HR Professionals for HR Professionals. It describes the standards for a HR Professional in order for people to benchmark themselves, colleagues and or organisations. It is written in a way that is versatile and can be adapted to the smallest family run company to a global organisation. It lists the 8 key behaviours (shown above), the 4 bands of competence from administration to operating head/leadership and the 10 professional areas of HR which are;
1. Insights, Strategy and Solutions
2. Leading HR
3. Organisation Design
4. Organisation Development
5. Resource and Talent Planning
6. Learning and Talent Development
7. Performance and Reward
8. Employee Engagement
9. Employee Relations
10. Service, Delivery and Information
The professional area of Performance and Reward ensures that colleagues a rewarded for performance by running competitive but cost effective scheme’s helping colleague engagement. These could include commission schemes, salary sacrifice schemes, colleague offers, long service awards and many more.
The professional area of Employee Relations ensures that the relationship between all colleagues (including management) are run effectively by keeping company policies up-to-date, advising and guiding managers and making sure all relevant legislation is rolled out through the business.
The