What is expected from you as a HR Professional As a HR Professional, you are expected to exhibit certain behaviours and demonstrate certain activities which can be defined within bands of professional competence. http://www.cipd.co.uk/cipd-hr-profession/hr-profession-map/explore-map.aspx HR Professionals must understand the business and culture for which they serve and the HR strategy must be aligned to this. As shown in the map above, there are ten professional areas in which as a HR Professional you should strive to demonstrate the highest achievable level of competence. As a new member of the HR Team at YWP, we expect you to support the improvement of HR processes and policies. This includes continuously looking at …show more content…
http://blog.penelopetrunk.com/2006/11/03/7-ways-to-manage-up/ Collaboration across the organisation is imperative to ensure the full impact and implementation of any HR initiative. Managing HR across the organisation involves maintaining inter-department relationships and alliances, facilitating communication channels, ensuring credibility and the positive perception of the HR Function. Managing across the organisation by using its line managers to implement HR initiatives will ensure the HR Functions objectives are much more likely to be realised. Adding Value to the Organisation The HR Function drives performance and provides line managers with the tools and resources to increase the performance of the organisation’s employees. It must do this by identifying the business values and formulating a strategy in line with these. This strategy must then be effectively implemented at all levels. You will work with your HR colleagues to identify the business values as they evolve and formulate a strategy in line with this. In order for HR to add value in any organisation, the team members of that HR Function must align their goals to that of the organisation. You will work with the HR team to design strong policies and procedures which encourage managers and employees to focus on the growth of the company and maintain the competitive edge.
The HR department officials in most organizations perform as they should. In most cases, they also focus on achieving the right things. Human Resource departments focus organizing, controlling, and hiring employees in organizations. When organizations apply HR practices, the results are great client satisfaction, a good net margin, and reduced sickness absence (Richard and Johnson, 2001). Vermeeren et al. (2014) posit that there is a great relationship between performance and HRM. Most organizations use the human resource department to ensure that operations run smoothly.
This report explains how the CIPD HR profession map defines the HR profession, an evaluation of the two core professional areas, the bands and behaviours and why HR professionals need to be able to manage themselves manage teams, manage upwards and across the organisation. A self-assessment has been undertaken against the specification of HR Professional practice capabilities and four development options will be evaluated against my personal needs. A personal development plan containing my developmental objectives and activities has been included as an appendix.
The report will discuss the CIPD HR Profession Map and how the framework and standards within it define a HR professional. The professional areas, the bands and the behaviours will be outlined and the two core professional areas as well as two behaviours will be evaluated to explain how they uphold the concept of ‘HR Professionalism.’ Examples from the knowledge and activities in band 2 will be used in support.
HR professionals have to think carefully about what they are doing in the context of their organization and within the framework of recognised body of knowledge. They have to perform effectively in the sense of delivering advise, guidance and services that will help the organisation to achieve its goals.
I have been asked to provide a report that supports the retention of the HR function within our organisation. In this report I will explain how Human Resource activities support the organisations strategy and how HR professionals support line managers and their staff.
The CIPD HR Profession Map describes what HR professionals need to do, what they need to know and how to do it within each professional area at four bands of professional competence.
The current function of HR can be defined as supporting “the delivery of the organisation’s strategy and objectives through the effective management of people and performance” (Taylor & Woodhams, 2012; 22). This definition is furthered by a CIPD survey (2007; 2-3), which indicated that the key functions of HR are: recruiting and retaining staff, progressing performance management to maximise the value of employees and increasing employee engagement.
To be able to be an effective HR Professional and able to perform effectively requires a combination of knowledge, skills and behaviours detailed by the CIPD professional map (https://www.cipd.co.uk/learn/career/profession-map) and outlined in the map and bands which describe the contribution of HR professionals.
The map has a form of a cycle and consists of 10 professional areas and 8 behaviours which are hierarchically split in 4 bands of professional competence. The behaviours are positioned on the edge of the cycle (map) and describe the way HR professionals should carry out their day-to-day activities. Professional areas of the map are built of 2 core areas and 8 professional areas. Insights, Strategy and Solutions and Leading HR are positioned in the middle of the map. They represent core areas of HR profession that are vital to all HR professionals. Manny CIPD reports showed that success of HR professionals depends on their capability to understand business of organisation in general (mission, vision, strategy and context of the industry) and their competence to lead (leading themselves, others and leading issues).
The HR professional must define the long and short term goals for its departments and align them with that of the company. Afterwards, all factors that directly or indirectly contribute or negate these goals can also be identified. The HR professional will have to use this information to decide what set of data best represents the factors that affect performance.
The role of the human resources (HR) department can play a significant role in the success and achievements of an organization. The department, which has evolved from the
HR Profession Map identifies two core areas, eight professional areas, ten behaviours and four bands which are essential to be an effective HR practitioner.
In this task, I will be discussing how recruitment and rewards contribute to the effective operation of HRM function. The purpose of HRM function is to get the utmost out of a business by improving the efficacy of its employees. A business will have to require a solid team of HR team to build a good team of working professionals. The main function of the HRM team includes:
Human resource management (HRM) changes its definition time to time with the change of the nature of the workplaces. Pereira and Gomes (2012 p.?) have stated that the “HR system can be defined as a complex set of communication mechanisms between the organisation and its employees”. The main purpose of HRM is to avoid workplace conflicts or reduce them to a certain limit by manag-ing the relations between the employers and employees. Various research also shows that HRM has bought many legislations which are fairly new in terms regulating work, especially in relation to equality, training and participation (Lucio & Stuart 2011, p.?). This report, through thorough research focuses on providing a clear understanding of the