Title of report: Developing Yourself as an Effective Human Resources or Learning and Development Practitioner
Table of Contents
Subject: Developing yourself as an Effective Human Resources or Learning & Development Practitioner
1.1 The Human Resources Profession Map (HRPM) – Knowledge, Skills and Behaviours 2.1 HR Customers – Meeting Their Needs
2.2 Methods of Communication – Advantages & Disadvantages 2.3 Effective Delivery of Service
2.4 CPD & Self Assessment
3.1 Development Plan
3.2 Development Record
The assignment will discuss what relevant skills I need to acquire in the Learning and Development specialist area, through the 4 main bands and 8 behaviours I need to abide by in order to create my own credibility and become successful in the Human Resources Department.
1.1 The Human Resources Profession Map (HRPM) – Knowledge, Skills and Behaviours
As a CIPD member, I have access to the Human Resources Profession Map (HRPM), which assists my capabilities “against the activities, knowledge and behaviours” and enables me to “access recommendations for development”1. The map is very easy to use and is constructed around 10 professional areas and 8 behaviours all HR Practioners should aim to have throughout their careers, built around different skills in four bands. The HRMP displayed in (Figure 1) reveals what these behaviours and skills are below.
The Core of the HR Profession Map
Despite whichever role a HR Practitioner specialises in, it is vital the two core professional areas are understood and applied in any business you work in. They are both recognised as a great foundation to start and maintain your career as a successful HR practitioner.
The first core area is known as Insights, Strategy and Solutions. This area can secure your role as a practitioner once mastered, as it will prove that you are aware of an organisation’s overall performance. You will need to maintain the effectiveness of the business functions, and demonstrate development requirements. You need to understand the business and its day to day operations. Additionally, you will need to be able to investigate potential risks which can have an impact on the business. Once you recognise them, you will need to analyse strategies and solutions minimise them at all levels.
The second core area on the HRMP is Leading HR, as all practitioners need to demonstrate effective leadership skills. This is mainly gained through experience and knowledge throughout your career. On the CIPD website it states that you need to ask yourself the following: “How do I lead myself, others and activities to ensure I am contributing to sustainable organisation performance?”2 As a leader in any organisation, you need to be able to drive yourself and others who depend on you. Not only that, but you need to provide insights and solutions to the design and delivery of a business, as well as sticking to finances and budgets.
My passion is to get into the Learning and Talent Development sector. My current position in my workplace is a Trainer, carrying out Induction Training for all new starters in our business. I am confident in interacting with all people, and I have gained experience in presenting, engaging and leading group discussions. I would like to develop skills of all employees, identifying their needs and goals which will motivate them to grow and learn in the company.
My level of expertise places me at Band 1 on the Learning and Talent Development Professional Area on the HR Profession Map. I still need to gain experience and knowledge in many areas, as well as develop 18 behaviours explained below, which shape the role...
Bibliography: Primary Source:
Work Experience as Trainer at TNS UK from July 2009 – present
4DEP Lectures, Tutor – Sue McEvoy
2013 HR Advocate, LLC Financial, Legal and Other Advice Disclaimer: http://hradvocate.biz/2011/08/17/who-are-your-hr-customers-really/
Porter, K., Smith, P. & Fagg, R. 2006. Leadership and Management for HR Professionals. 3rd Ed. Oxford
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