Developing Yourself as an Effective HR/L&D Practitioner

Gomez-Mejia, L., Balkin, D., & Cardy, R. (2012). Managing Human Resources (7th ed.). Upper Saddle River, N.J.: Prentice Hall.

The HR department ensures there is a sustained quality to relationships. They establish and communicate policies, practices and rules the organization expects both management and employees to follow. After establishing a job description, manager will work closely with HR team to review and learn of the recruiting process. Having the manager work closely with HR ensures that legal obligations and policies are followed throughout the hiring process. HR will also help assist with matching the job description to the salary required for the position.

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.

Gómez-Mejía, L. R., Balkin, D. B., & Cardy, R. L. (2016). Managing human resources (7th ed.). Harlow: Pearson.

2. Leatherbarrow, C., Fletcher, J. & Currie, D. (2010) Introduction to Human Resource Management. 2nd Edition. London: CIPD

As a Learning and Development Practitioner, I am fully aware of the importance all customers have in any organisation and I need to meet their needs and deliver the promised level of service at all times.

The HR profession Map captures what successful and effective HR people do and deliver across every aspect and specialism of the profession, and sets out the required activities, behaviour and knowledge.

This report sets out to describe the HR professional map and identify the skills, behaviours and knowledge in Band 2 that I consider most essential in the Employee relations role.

Gerhart, B., Hollenbeck, J., Noe, R., & Wright, P. (2009). Fundamentals of human resource management (3rd ed.). New York, NY: McGraw-Hill.

Employee Engagement - This is the communication between an employee and staff on all levels. There are 3 dimensions of employee engagement - Intellectual, Affective and Social. If these dimensions are positive, encouraging and work related, staff will feel valued and make greater contributions towards the organisation.

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 Map lays out the landscape as we know it now. As we continue to bank insight on the evolution of the

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.

Alexander, M., 2003. A handbook of Human Resource Management Practice. 9th ed. London: Kogan Page

Bohlander and S. Snell. (2011). Managing Human Resources, 6th Edition. Toronto, Ontario, Canada: Nelson Education Ltd., p. 175.