Introduction
This report is a brief summary of the CIPD Profession Map, the two core professional areas, the specialist areas, the bands and the behaviours. It will be going into more detail in the activities and knowledge specified within the professional area of Performance and Rewards at band 1 level. It will identify the activities and knowledge most essential to my own HR role.
The CIPD Profession Map
(CIPD, 2013)
The professional map is a universal platform for HR professionals, which describes what you need to do, what you need to know and how to do it. It is designed by professionals for professionals.
The 10 Professional Areas
There are two core professional areas; Insights, Strategy and Solutions and Leading HR, these
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The most essential area of my role is:
Collate Data
Analyse Data
After completing the evaluation of My HR Map tool the following areas were identified for development:
Become a policy expert
Know the organisation by studying the performance and rewards data and familiarise myself with the policies and practices.
Keep abreast of relevant employment law
Spend time with expatriate employees to understand impact
Use my own network to provide feedback.
Conclusion
This report has briefly summarised the CIPD Profession Map – the 2 core professional areas, 8 specialist professional areas, the 4 bands and 8 behaviours. It has also commented on the activities and knowledge specified within the Performance and Rewards professional area at band 1.
Activity 2
How a HR Practitioner should ensure the services they provide are timely and effective:
Within my HR role, my three main customers are:
1. Current Employees
2. Future Employees
3. Management
Customers
Needs
Current Employees
Information on employment contracts and policies
Future Employees
Induction – information on company policies
Management
Guidance and advice on staffing issues
Firstly you need to establish what the customer’s requirements are by asking questions
Although being a member of the CIPD is not paramount to practising HR, a professional body does have a large role to play in setting and improving professional standards.
The concept of "evidence based HR" is using specific tools (key performance indicators) to help clarify course of action, identify errors or omissions, and align HR to corporate strategy. It is a decision-making process combining critical thinking with use of the best available scientific evidence and business information (Rousseau & Barends 2011). It forces HR professionals to measure their efficiency and effectiveness quantitatively. In addition, it presents a clearer way to share information with colleagues in a systematic way. One tool that is used is Critical Path Analysis, which helps illustrate the minimum time
The Human Resource category addresses employee selection and development practices, motivation, satisfaction and compensation as it relates to the growth and success of the company. The experts will review the work environment, the morale of the employees, the benefits and the company culture. The applicant will need to address workforce development, staff performance management, and how both align with the company’s goals.
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.
A company’s culture can have a huge impact on employment relations. If the organisation encourages staff to be engaged and involved in how business is delivered, they are more likely to be motivated and productive and retention will be higher. Creating a good reputation outside the business can also help with future recruitment.
It is important when employing someone new to create a good working relationship from the beginning there are both internal and external factors that can impact and effect employment relationships. An internal factor could be a good benefits and incentives package if it is a desirable package it may create a hardworking staff force from the beginning of the employment, for example an enhanced maternity package could see you hold onto valued members of staff. The management style and employee progression are also internal factors if the company has a positive management style that enables them to build good relationships with the employees and they then recognise
Provide a detailed description of the HRIS application(s) chosen for the business. What type of HRIS might create a more efficient process for the HR function chosen? This is not a copy/paste of information from a vendor website, but an analysis and business plan to share with your customer. As the owner of your own HR consulting firm, write a 2-4 page paper that includes the following paper headings, which are denoted in all caps.
As an associate member of the CIPD, I am a skilled HR Advisor who is able to manage my time effectively, lead a team, and manage relationships at peer level, as well as at senior levels.
This report covers outputs from the HR Profession Map for the role of the Training & Development Advisor at Next Distribution.
The CIPD HR Profession Map sets out what HR Profession need to know, do and deliver at all stages in their careers. The Map covers 10 professional areas, 8 behaviours and 4 Bands of competencies and transitions, from Band 1 for the start of HR career through to band for the most senior leaders.
The coalition government is introducing substantial reforms to the benefits system and Universal Credit is designed to replace the current system of means tested benefits and tax credits for those on low incomes. Changes of government have significant impact on welfare policies, and therefore, always result in change for our department.