Developing Yourself as an Effective Human Resource Practitioner

When a manager monitor and evaluate the performance of an employee, the manager might realise the talent the employee has and how this talent could contribute the overall performance of the organisation. Organisations seek to retain good performers. One of the methods used is career development. An employee could be transferred from one department to another where he/she could contribute to the success of that department at a higher level of performance. Developing an employee’s career could, also, mean enhancing their competence within the context of their position and department.

| I confirm that the work I have submitted for Unit 4DEP (HR) Developing Yourself as an Effective Human Resources Practitioner is my own.

Improving my personal development benefits not only me, but the company I work for, my staff and the Customers for

You must first ask yourself if you truly want to change. You have to realize that you want more for your life than the boring rut you may be stuck in. The awareness that you must change may be a difficult step to accomplish, however, it is the most necessary.

1. Briefly explain how the CIPD HR Profession Map defines the HR profession, including the professional areas, the bands and the behaviours.

Learning and Talent Development Allows people at all level of the organisation possess and develop the skills, knowledge and experiences to fulfil the short and long term ambitions of the

THE STEP I WILL TAKE TO ACCOMPLISH THE CONTEXT OF THIS PAPER ARE: ORGANIZING MY TIME TO PRIORITIZE THE IMPORTANT THINGS IN MY LIFE, I AM STARTED AND WILL KEEP GOING, AND KEEP MY PROMISES. I HAVE ALREADY LEARNED AN AMPLE AMOUNT OF INFORMATION ABOUT MYSELF AND LIFE IN GENERAL. I AM ECSTATIC ABOUT CONTINUING THIS COURSE TO EXPAND MY KNOWLEDGE TO COMPREHEND MY OWN ABILITIES AS WELL AT THOSE OF

Access the “full map’ for the Professional Area “learning and talent Development” and consider the activities, knowledge and behaviours for either Band 1 or band 2

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 highlights 10 professional areas at four different levels and the eight key behaviours HR professionals need to operate.

The map highlights ten professional areas with the centre of the map focusing on the two core areas which sit at the heart of the HR function and can be applied to all HR professionals regardless of role, location or stage of career. These are:

My report briefly summarise the CIPD Profession Map, then I would like to make comment on the activities and knowledge specified within one professional area first. The second part my report will outline how an HR/L&D practitioner should ensure the services provided are timely and effective.

In an era of increasing competitiveness, globalization, economic rationalization, deregulation, technological revolution and changing workforce there is an ever-increasing need for human resource management to be able to capitalize on the special challenges that this changing environment brings. For a company to be able to successfully keep ahead of the competition, human resource management is seen to be a significant contributor.

“Outline the four dimensions of human resource management practices, including specific examples of human resource practices within each area”.

Keywords: human resources management, HRM, motivation, diversity, communication, recognition, relationships, performance, economic growth, recruiting, candidates, creativity,