HR Profession Map
Assignment 5
Joanne Cope
Unit Code – 4DEP
Developing Yourself as an Effective Human Resource Practitioner
(A.C.1.1) (a)
The CIPD HR Profession Map (HRPM) was launched in 2009 but was made available to all Organisations and HR professionals in October 2012. www.cipd.co.uk It is used to help an individual to develop in their career and to help them prioritise their work load. It sets goals in order for them to move to the next band. It also helps an organisation to identify skills needed to develop a person/a team and to identify areas for development.
The profession map has 10 professional areas and 8 behaviours and are set out in 4 bands for the different levels of HR professionals. Band 1 being the lowest. …show more content…
I feel that in my role as Department Co-Ordinator I do this on a daily basis. I supervise the support staff and guide them when they are not sure of something. Also as co-ordinator I feel that the Partners (Managers) come to me as a first point of contact.
You must also keep relevant ER documentation. I do not have to do this in my current role but I do understand what our HR people do as all documents are stored on our HR package “Cascade”. However, we do keep clients ER documentation up-to-date so I understand the importance of this.
Embed Employee Relations Strategy, Policy & Practice – In order to do this you must monitor employees’ processes and ensure compliance with ER plans and legislation.
As I work in Employment Law we constantly give guidance to clients of the processes that need to be done and the up-to-date …show more content…
As Coordinator I push for the support staff to request training I feel that will help them thrive in their position.
You should also be able to track and monitor the teams’ performance against plans and recommend areas of improvement. Again I do this on a daily basis and this is done through feedback to Partners, through Departmental Meetings and also ‘catch ups’ with the HOD (Head of Department).
Conflict Management – As a band one you must be able to encourage people to be able to have honest and open conversations. I would like to think as coordinator that each and everyone in my department whether Junior Secretary to the HOD are able to speak to me openly and even if a more junior member does not feel they can be open with the HOD that they are able to speak to me I can relay their issue back.
You must also be able to provide timely information and support advisers and managers. There are certain information I have to provide i.e WIP reports, absenteeism, holidays and cover for the
Joanne Cope
Unit Code – 4DEP
Developing Yourself as an Effective Human Resource Practitioner
(A.C.1.1) (a)
The CIPD HR Profession Map (HRPM) was launched in 2009 but was made available to all Organisations and HR professionals in October 2012. www.cipd.co.uk It is used to help an individual to develop in their career and to help them prioritise their work load. It sets goals in order for them to move to the next band. It also helps an organisation to identify skills needed to develop a person/a team and to identify areas for development.
The profession map has 10 professional areas and 8 behaviours and are set out in 4 bands for the different levels of HR professionals. Band 1 being the lowest. …show more content…
I feel that in my role as Department Co-Ordinator I do this on a daily basis. I supervise the support staff and guide them when they are not sure of something. Also as co-ordinator I feel that the Partners (Managers) come to me as a first point of contact.
You must also keep relevant ER documentation. I do not have to do this in my current role but I do understand what our HR people do as all documents are stored on our HR package “Cascade”. However, we do keep clients ER documentation up-to-date so I understand the importance of this.
Embed Employee Relations Strategy, Policy & Practice – In order to do this you must monitor employees’ processes and ensure compliance with ER plans and legislation.
As I work in Employment Law we constantly give guidance to clients of the processes that need to be done and the up-to-date …show more content…
As Coordinator I push for the support staff to request training I feel that will help them thrive in their position.
You should also be able to track and monitor the teams’ performance against plans and recommend areas of improvement. Again I do this on a daily basis and this is done through feedback to Partners, through Departmental Meetings and also ‘catch ups’ with the HOD (Head of Department).
Conflict Management – As a band one you must be able to encourage people to be able to have honest and open conversations. I would like to think as coordinator that each and everyone in my department whether Junior Secretary to the HOD are able to speak to me openly and even if a more junior member does not feel they can be open with the HOD that they are able to speak to me I can relay their issue back.
You must also be able to provide timely information and support advisers and managers. There are certain information I have to provide i.e WIP reports, absenteeism, holidays and cover for the