Developing Yourself as an Effective Human Resources Practitioner
Developing Yourself as an Effective Human Resources Practitioner
Activity 1
The CIPD HR Profession Map (HRPM) is made up of the technical elements of professional competence required in the HR profession, as well as behaviours that a HR professional needs to perform their activities. The Map shows how HR adds the greatest sustained value to the organisations it operates in, which is relevant for the present and for the future, (Leatherbarrow, Fletcher and Currie, 2010).
The two central professional areas of the map that emphasise the contributions that every successful HR professional makes regardless of role, grade or specialism are:
Insights, Strategy and Solutions – Developing actionable insights and solutions that are designed through a deep contextual and organizational understanding of business.
Leading HR – Delivering active, insight-led leadership through owning, influencing and motivating themselves, others and activity.
The remaining eight professional areas demonstrate the knowledge and activities that are required to provide specialist HR support. These are:
Performance and Reward – Building a high-performance culture by providing procedures that identify and reward performance.
Learning and Talent Development – Ensuring that people possess and are encouraged to develop the experiences, skills and knowledge needed to achieve the ambitions of the organization.
Employee Engagement – Ensuring that the way employees emotionally relate to their work, colleagues and organisation is positive and understood.
Resourcing and Talent Planning – Ensuring that the organisation is able to recognise and attract people with the potential to create competitive advantage.
Employee Relations – Ensuring that the relationship between an organisation and its employees is suitably managed within a clear and understandable framework.
Organisation Development – Ensuring the organisation has the dedicated workforce needed to realise its future strategic ambitions.
Activity 1
The CIPD HR Profession Map (HRPM) is made up of the technical elements of professional competence required in the HR profession, as well as behaviours that a HR professional needs to perform their activities. The Map shows how HR adds the greatest sustained value to the organisations it operates in, which is relevant for the present and for the future, (Leatherbarrow, Fletcher and Currie, 2010).
The two central professional areas of the map that emphasise the contributions that every successful HR professional makes regardless of role, grade or specialism are:
Insights, Strategy and Solutions – Developing actionable insights and solutions that are designed through a deep contextual and organizational understanding of business.
Leading HR – Delivering active, insight-led leadership through owning, influencing and motivating themselves, others and activity.
The remaining eight professional areas demonstrate the knowledge and activities that are required to provide specialist HR support. These are:
Performance and Reward – Building a high-performance culture by providing procedures that identify and reward performance.
Learning and Talent Development – Ensuring that people possess and are encouraged to develop the experiences, skills and knowledge needed to achieve the ambitions of the organization.
Employee Engagement – Ensuring that the way employees emotionally relate to their work, colleagues and organisation is positive and understood.
Resourcing and Talent Planning – Ensuring that the organisation is able to recognise and attract people with the potential to create competitive advantage.
Employee Relations – Ensuring that the relationship between an organisation and its employees is suitably managed within a clear and understandable framework.
Organisation Development – Ensuring the organisation has the dedicated workforce needed to realise its future strategic ambitions.