Level Credit value Assessment method Developing Yourself as an Effective Human Resources or Learning and Development Practitioner 4DEP 4 4 Written answers to questions Learning outcomes: OI Activity 1 (Note: The CIPD Human Resources Profession Map (HRPM) can be accessed at: www.cipd.co.uk/cipdhrprofession/hrprofessionmap/exploremap.aspx ) Write a report in which you: ● briefly summarise the HRPM (i.e. the 2 core professional areas‚ the remaining
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The CIPD has developed a map of the Human Resources Profession that describes the knowledge‚ skills and behavior required by the Human Resources and learning and development professionals. The CIPD Professional Map has been designed to be flexible so you can focus on the areas more relevant to your role‚ your next career steps and your organisations needs. There are ten professional areas‚ which I have listed below:- 1. Organisational design 2. Organisational development 3. Resourcing and talent
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Learning resources for unit: 4DEP This section provides suggestions for suitable resources for this unit. The list is indicative only and should not be considered as prescriptive or exhaustive. Essential reading 1. BEEVERS‚ K. and REA‚ A. (2013) Learning and development practice. 2nd ed. London: Chartered Institute of Personnel and Development. 2. LEATHERBARROW‚ C.‚ FLETCHER‚ J. and CURRIE‚ D. (2010) Introduction to human resource management: a guide to HR in practice. 2nd ed. London: Chartered
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Amaratunga‚ D.‚ Bailey‚ D.‚ Sarshar. M. and Newton‚ R. (2002)‚ ‘Quantitative and qualitative research in the built environment: application of “mixed” research approach’‚ Work Study‚ Vol. 51‚ No. 1‚ pp. 17-31. Bryman‚ A. and Bell‚ E. (2007)‚ Business research methods‚ 2nd Edition‚ Oxford University express. Bryman‚ A. (1988a)‚ Quantitative and Qualitative in Social Research‚ Routledge‚ London. Cassell‚ C. and Symon‚ G. (2004)‚ Essential Guide of Qualitative Methods in Organizational research
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1. Briefly explain how the CIPD HR Profession Map defines the HR profession‚ including the professional areas‚ the bands and the behaviours. The HR profession Map captures what successful and effective HR people do and deliver across every aspect and specialism of the profession‚ and sets out the required activities‚ behaviour and knowledge. It covers 10 professional areas and 8 behaviours‚ set out in 4 bands of competence. The Map covers every level of the HR profession: Band 1 being the
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& Moreland‚ N. (1998) A Practical Guide to Academic Research. London: Kogan Page CIPD (2009) Aligning Learning to the Needs of the Organisation‚ CIPD Factsheet CIPD (1999) Evaluating Learning and Development. CIPD Factsheet. <http://www.cipd.co.uk/subjects/lrnanddev/evaluation/evatrain?NRMODE=Published...> (accessed 10/01/2010) CIPD (2008) HR Business Partnering CIPD (2009) Organisational Development‚ CIPD Factsheet. <http://www.cipd.co.uk/subjects/corpstrtgy/orgdevelmt/orgdev?NRMODE=Published
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Activity 1 The CIPD Professional Map The CIPD Professional Map is available to all CIPD members and helps you to understand what level of experience you have within HR and what you need to learn or demon straight to advance your career. It is made up of 10 professional areas or specialism’s Insight‚ strategy and solution | Leading HR | Service delivery and information | Organisational design | Organisational development | Resourcing and talent planning | Learning and talent development
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Write a report in which you: Briefly Summarise the CIPD Profession Map (i.e. the 2 core professional areas‚ the specialist professional areas‚ the bands and the behaviours) Comment on the activities and knowledge specified within any 1 professional area at either band 1 or 2‚ identifying those you consider most essential to your own (or other identified) HR/L&D role. Word Count: 835 Contents Page Contents 1 Introduction 2 Brief Summary of the CIPD Profession Map 2-3 The Activities and Knowledge
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for people not attending work. These include‚ long-term sickness absence‚ short-term sickness absence ‚ unauthorised absence‚ persistent lateness‚ annual leave‚ parental leave‚ maternity leave‚ educational leave‚ compassionate leave and many more. (CIPD‚ 2007) There are two main types of sickness absence‚ short term and long term. “Short term sickness is by far the most common form of absence accounting for eighty percent of all absences.” (ACAS‚ 2007) Short term absence is an absence for a period
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services. London: CIPD. Available at: http://www.peoplemanagement.co.uk/pm/articles/2008/09/why-engagement-is-set-to-revolutionise-public-services.htm [accessed 09 Mar 2012). Chiumento. (2004) Get Engaged‚ Chiumento‚ London. Christian‚ M. S.‚ Garza‚ A. S.‚ & Slaughter‚ J. E. (2011). Work engagement: A quantitative review and test of its relations with task and contextual performance. Personnel Psychology‚ 64‚ 89-136. CIPD (2007) Employee Engagement: Podcast episode 6. London: CIPD. Available at: http://www
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