Bianca SalaDeveloping Yourself as an Effective Human Resources PractitionerActivity 1The CIPD Profession Map has been designed to be relevant and applicable in all organizations it has been created to help and guide HR Profession and individuals around the world in all sectors and all sizes. The map sets out what I need to do, what I need to know and how I need to do it at every stages of my career. The map contains three key elements:10 Professional areas – describes what an HR practitioner needs to know and do;8 Behaviors – defines how to carry out activities4 Bands and transitions – how to develop from a role to anotherIt is organized around 10 professional areas, defines 8 behaviors and outlines 4 bands of competencies and transitions from the start of HR career to the band four for the most senior leaders.The 10 Professional AreasThe Professional Areas describes what an HR profession needs to know and do. The map has 2 core human resources: Insight Strategies and Solutions and Leading HR found in the center and are applicable to all HR profession all roles and all stages of HR career.
Insight , Strategies and Solutions – Develop understanding of the organisation and its back-ground to tailor strategy and solutions to meet organisational needs now and in the future. Leading HR – Act as a role model leader, maximising the contribution that HR makes throughout the organisation, through your own efforts and through supporting, developing and measuring others across the organisation.The remaining 8 professional areas are: Organizational Design – To ensure that the organization is suitable structured to operate to deliver maximum impact in short and long term. Organizational Development –identify organizational and individual capability requirements to enhance effectiveness and achieve goals.
Resourcing and Talent Planning – To ensure that the organization has the right resources, competence and talent to achieve strategic goals. Learning and Development – Build individual and organizational capability and knowledge to meet current and strategic requirements. Performance and Reward – deliver programs that rewards and recognize key employee, in a fair and cost-effective manner. Employee Engagement – Strengthen the connection between the organization and employee are more fulfilled by their work. Employee Relations – Underpin the organisation culture, practices, polices and relevant law. Service Delivery and Information – customer focused HR service delivery across the entire employee lifecycle.
(CIPD, The CIPD Professional Map)The professional Map Behavior The 8 behavior describes how HR profession duties should be carried out successfully and to be able to give out the most of themselves and make a contribution to organizational success. These behaviors are: Curious, Decisive Thinker, Skilled Influencer, Personally Credible, Collaborative, Driven to Deliver, Courage to Challenge and Role Model. (CIPD, The CIPD Professional Map )The 4 Bands and TransitionsThe profession band splited in four transitions provides information how to develop from a role to another and the challenges faced during the transition period.The professional area of Employee RelationsEmployee Relations