Competency-Based Credentials

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.

Many assessment tools and interviewing skills are available to the clinical social worker within a mental health setting. This paper will examine one such assessment tool, the competency based assessment, and its applicability in a mental health setting. A comparison will be made between this advanced assessment method and a generalist social work assessment. Interviewing people who have mental health concerns can offer challenges for clinical social workers. Several interviewing techniques that can help with some of these challenges will be outlined.

The intend of this paper is to reflect upon my learning experience and feeling in taking the assessment test for Professionals In Human Resources or Senior Professional in Human Resources. The primary goal of this assessment was to assess my knowledge and capabilities pertaining to HR. In addition, it explores potential questions that might be asked on a certification exam. Although I scored adequately 58 out of 70, the assessment revealed some interesting things about how courses build on one another and my career choice as a HR professional.

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.

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

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.

The point of the HR profession Map is that individuals either considering a career in HR, or who are currently working at any given level within HR, will understand the skills, requirements, knowledge and personal attributes required

My goal is to further develop my career, and grow up to a leadership position within a leading firm that places priority on professionalism and considers their human resources as one of their main assets. I have decided to strive for the master’s program in Human Resources Management because it fits the profile of my career goals. After 7 years of experience in the field I am confident that working in human resources is what makes me feel at my fullest potential, and a life changing decision I have made for my

This report covers outputs from the HR Profession Map for the role of the Training & Development Advisor at Next Distribution.

According to a survey called “The State of American Jobs”, 54% of workers believe that training/skills development throughout their work will be essential, while 33% says that it is important but not essential. In identifying future candidates, skills should be the focal part of this. The demand for particular occupations or specialties are changing every 5 or 10 years, and this is set to accelerate. Most transferable skills remain constant and are tangible. Skills is the foundation of learning. Many tests have come out in order to test skill competencies. This will help employees identify the best employees for the job.

The purpose of this report is to give you a better understanding of the CIPD Human Resources Profession Map; it is a map that sets out the standards that have been developed by various groups of people of HR Professionals, Senior Business People and Academics and it is aimed at setting the bar high for future HR Professionals. The CPD Map covers 10 professional areas (2 of these are Core areas), 8 behaviors which are set out across 4 bands of competence. The CPD Map is designed to be used by HR Professionals worldwide, in any profession regardless of the size of the company. (CIPD Website, no date)

These degrees require candidates to have more training and knowledge of the human resource aspects; therefore, organization see candidates with a higher degree as more qualify and beneficial prospects to their company. A Bachelor’s degree or above, will give aspirant better job opportunities and qualify them for more broad ranges of positions, from hospital human resource management to training managers. For advanced positions in a large corporation’s HR department, or for the position that involved in developing human resources policy, aspirant would best acquire a Master’s degree or PhD.

1.1. Evaluate what it means to be an HR professional with reference to the CIPD’s HR Profession

Global competition is transforming the Human Resources (HR) profession: efficient administrators and organisational professions are now required to take on new functions as strategic partners within corporate management. As strategic partners, HR professionals are now becoming increasingly involved in corporate decision-making and bring their workforce expertise to develop corporate strategy in a way that will maximise the best human resources available (Fitzpatrick 2000; Guthridge et al. 2008; Lawler and Boudreau 2009). This is where the transformed role of the HR professional becomes vital. Businesses are in increasingly intense competition with each other to acquire and retain the best talent. In such a marketplace, the strategic

This paper will address the issue with which a lot of people have been plagued: “Do I need a degree or experience for employment?” This is a question that is kind of hard to answer. Some job positions require one or both. There are even jobs that you do not really need one or the other, just plain common sense. But employers are supposed to have a process or procedure that they follow in order to hire the best candidate for the job. That process may include: a job opening, a completed application, an interview, reference check, and then an offer for employment. The prospects should be narrowed down according to the person (or people) that meet the requirements, whether it be education or experience (Hughes, 2005).