Introduction
The intention of this report is to address the following learning outcomes:-
• to understand the knowledge, skills and behaviours required to be an effective HR practitioner;
• know how to deliver timely and effective HR services to meet users ' needs and;
• be able to reflect on my own practice and development needs and maintain a plan for personal development.
For the purpose of this report I will use research journals, books and internet searches, in particular, help and guidance from the CIPD website in order to reflect on my own personal experience and skills to constructively align with the assessment criteria.
Career in brief
Throughout my career I have had a diverse range of roles including the
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It was important to create a vision statement at the outset to assist with future planning and where we wanted to the see the business in the future. Creating the vision statement impacted immediately upon my role as Owner/Director as I had invested my own money to fulfil the ambitions I had of building the business.
The core: Leading HR
This are relates to HR professionals being active, insight-led leaders: owning, shaping and driving themselves, others and activity within their organisation, not just observing or facilitating. The model suggests that an HR specialist leading HR services acts as a role model to help develop their teams ' goals The model also suggests that they know how to engage people with different backgrounds by utilising their experience and skills and by developing their team 's knowledge of the operational plan of the organisation and helping their team to drive forward whilst supporting and mentoring other HR team members. Table 2 shows how I am able to demonstrate my knowledge and understanding of this core area.
Table 2 Personal knowledge and competency relating to leading HR
Personal leadership 2.1.2 Seek feedback and coaching to continually learn and develop as a professional. Use HR processes as appropriate for own CPD (e.g. through My HR Map) As Managing Director of my own retail business it was essential that I had proven skills to continue my own professional development. I therefore sourced various courses which
Service Delivery and Information - It is important that the information provided by HR is given out to the correct person, accurately, efficiently and timely. If information is passed to the wrong person you could be prosecuted for breaching confidentiality.
* My reflections on training I have attended recently, progress with my NVQ or other qualifications
1.1 Explain the importance of continually improving knowledge and practice An important principle of CPD is that it includes much more than going on courses. All organisations need to develop a learning culture with work based learning at the heart of this. Continual professional development is a process of life-long learning that meets the needs
| 1.1 Explain the importance of continual self-development in achieving organisational objectives1.2 Assess current skills and competencies against defined role requirements and organisational objectives1.3 Identify development opportunities to meet current and future defined needs1.4 Construct a personal development plan with achievable but challenging goals
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.
Secondly, human resource is an important aspect of business; most of organizations nowadays view people as their most valuable resources. In fact, the part that intrigued me was the challenges derived from the changes in function and structure of HR department. HR is becoming a need for every aspects of day-to-day management, and job-seekers would find their jobs require more of generalists with more skills and competencies to perform multi-tasking (Larsen & Brewster 2003). Those are challenges as well as potential, on which you could learn and develop yourself.
Take part in courses to learn new skills to incorporate into day to day working.
Unit SHC 32 - Introduction to personal development in health, social care or children’s and young people’s
In the first sentence or two you will need to explain what it is. It is also important to identify different means by which you can develop your skills, knowledge and behaviours. For instance, attending the CHRP course at College is a cost-effective way of developing your professional competence.
Porter, K., Smith, P. & Fagg, R. 2006. Leadership and Management for HR Professionals. 3rd Ed. Oxford
- outline services to be offered and working assumptions between HR Strategy and its customers;
I will explain, with related examples, why HR professionals are required to manage themselves, groups and teams, manage upwards and across the
It captures what successful and effective HR people do and deliver across every aspect and specialism of the profession, and sets out the required underpinning skills, behaviour and knowledge.
A personal development plan helps in identifying potentials and competencies in one's personality and finding a good match of these potentials and competencies with his long term professional goals. This paper presents all the essential steps which must be included in personal development planning process; including identification of potentials and capabilities, testing the abilities and skills, answering all the potential questions which arise when someone tries to choose his professional career, selecting the future goals and defining the roadmap to achieve those goals, collecting and analyzing relevant information for an effective decision making, academic and professional advantages of personal development, and the personal development matrix to identify short term and long term goals.