1.1 HR Profession Map (HRPM)
The HR map is a means in which, a HR professional can asses oneself in order to further their professional development. The map uses 10 professional areas and 8 behaviours a HR professional is expected to exhibit throughout their career. The bands cover the different stages and abilities from someone starting out in HR (band 1) to a high level practitioner, such as an HR Director (band 4).
1.2 Professional areas
The 2 core professional areas are:
1.2.1 Strategies Insights and solutions
HR professionals, of all levels, must show an understanding of the organisation and the business in which they work, putting this knowledge into effect in order to maximise productivity in both a financial and non-financial context, and understands the market in which their organisation competes and/or operates. 1.2.2 Leading and Managing the HR function
HR professionals are driven to lead themselves and others in a proactive manner to the betterment of the organisation. Developing themselves to cover 3 main areas of leadership (personal leadership, leading others and leading issues), a successful professional takes ownership of themselves and plays an active role in the development of others.
The eight remaining professional areas are:
Organisation Design
Organisation Development
Resourcing and Talent Planning
Learning and Talent Development
Performance and Reward
Employee Relations
The Term Paper on Professional and Personal Development Plan
According to the experience in the ledge weekend, I finished self – exploring with the help of my team members as well as our mentor Brandy. By carefully reading my personal insights profile and putting outcomes in practice, I find out that it is helpful by offering detail leadership information and organized analysis of myself, which includes something I even have not realized before. All ...
Employee Engagement
Information and Service Delivery
1.3 Behaviours
Curious
Interested and open-minded to methods that help further the organisation and is focused on the future. Decisive thinker
Analytical, quick to process data and is able to use this skill in a way to settle on an outcome beneficial to self and organisation. Skilled influencer
Using their influence is able to gain support and commitment from others, in order to assist the organisation, in reaching their goals. Driven to deliver
Focused on delivering the best results for the organisation. Collaborative
Able to work positively with a variety of people, both internal and external to the organisation. Personally credible
Adds value to both HR and the organisation by using their knowledge and understanding to deliver a professional service. Courage to challenge
Demonstrates an assertive attitude when challenging others, undeterred when met with resistance. Role model
Acts in an impartial, independent and professional manner in order to balance the needs of the organisation and the workforce. 2.0 Employee Relations (ER) Band 1
To guarantee good employee relations, it is important to ensure employees of all levels understand and support the values of the organisation, so that targets and goals can be reached. Making everyone aware of ER policies and practices will allow both employees and management to be fully aware of what is expected of them, and gives a baseline from which to work. Offer support and advice when handling conflicts that arise by being assertive, and knowledgeable, in ER law. Support the individualities of the employees whilst helping them develop, to meet the needs of the organisation. By keeping up to date with changes in the employment laws that effect the organisation HR practitioners can be confident in the level of service provided. Understanding legislation will allow practitioners to be aware of potential risks and enable appropriate action to be taken. Keeping up to date with current legislation will allow HR practitioners to give current and professional advice, which will instil faith and trust in its customers. 2.1The activities and knowledge most essential to my role
The Term Paper on Organisational Change Organisation Employees Workers
To fully examine this question, it would be important to first look at what forms change can take within an organisation and to establish why an organisation sets out to make these changes. The process of change can be threatening and traumatic for both individuals and groups within a company. In my opinion, managers need to encompass certain specific leadership qualities in order to reduce ...
Keeping up to date with current legislation is one of the most important parts of my role as a recruitment administrator. Legislation is changing at a very fast pace as we introduce more diverse groups, into the workplace. Failing to be aware of current changes leaves my organisation at risk, so to prevent that, I have subscribed to the Personnel Today magazine and regularly check employment law websites.
