4DEP Developing Yourself As An Effective HR Practitioner
Mar 11,22Organization Structure Of The Nestle
Question:
Activity 1
Using the CIPD Profession Map as a reference, write a report in which you:
• Briefly summarise the CIPD Profession Map (i.e. the two core professional areas, the specialist professional areas, the bands and the behaviours).
• Consider your role as a HR assistant; looking at one professional area of the CIPD Profession Map (at either Band 1 or Band 2), identify the knowledge, skills and behaviours
that you would consider essential to your new role as an HR assistant.
Activity 2
The HR function in your organisation is centralised and therefore you are responsible for providing a wide range of services to a variety of internal and external customers. Sometimes your customers will request things to be done all at the same time and it is your responsibility to prioritise their requests, whilst still ensuring that you maintain excellent customer service. Continue your report from Activity 1, and:
• Identify THREE customers who would use your HR services.
You are also required to explain why they might need your services giving a specific example for each customer. You should then explain how you would identify the conflicting needs and prioritise the three requests.
• Considering the THREE customers above, explain how you would effectively communicate with each. You should include THREE different methods of communication and the advantages and disadvantages of each.
• The nature of the HR function can result in you dealing with some emotive customer issues. Describe how you would endeavour to establish positive working relationships and deliver an efficient and effective service. You should consider how you would:
o Manage your time
o Manage your workload
o Address problems and complaints
o Communication
o Exceed customer expectations
o Review of HR services
Activity 3
As an HR practitioner, you are required to; log, monitor, and update your continuing professional development (CPD).
• Define CPD and explain its importance from the perspective of the employer and the employee.
• Referring to the CIPD Profession Map, assess yourself against ONE professional areas (at either Bands 1 or 2) and behaviours relating to your own role or a role that you aspire
to. Identify any areas that you need to develop to reach the top of the band.
Activity 4
During the period of your studies, reflect on your performance against the plan. This includes learning gained from each unit of your qualification, and add reflective comments to the plan, or as a separate reflective statement, as the course progresses. As you progress, identify any further development needs and revise your plan accordingly.
Answer:
Introduction
CIPD Professional Map
Student name:
Student ID:
Module name:
Table of Contents
Activity 1. 3
Activity 2. 4
Activity 3. 6
Activity 4. 7
Reference. 8
Activity 1
Figure 1: CIPD Professional Map
Source: (Personnel Today, 2022)
The CIPD Profession Map is a very effective tool that helps in setting standards in order to assist and guide the people who are working in the human resource department. With the help of this map, the human department personnel always keep on improving and developing their work performance and efficiency (Harrison et al., 2021). The main aim of this professional map is to instil a professional shared identity throughout the industry. All the people who work in the human resource department apply a similar set of values and standards.
This map has various principles and core ideologies. The two main areas of this map are specialist professional areas and bands and behaviour. In order to be an effective and successful HR, these areas have been considered as the primary ones. The specialist skills help in taking the right decisions that are required for the growth and development of HR as well as the organisation. The bands and the behaviours help in analysing the needs and the attitudes of the manager and the things that need improvement.
The knowledge, skills and behaviour that must be considered essential in the role of an HR assistant in Band 2 are:
Talent management: The human resource manager is responsible for recruiting, hiring, selecting, developing and preserving highly talented prospects. It must be the role of the HR assistant to the organisation in the development of the employees and to use effective performance enhancement knowledge and skills.
Team collaboration: One important aspect of Band 1 is solving issues related to team collaboration. Hence, as an assistant HR one must be able to use effective collaborative skills for the better cooperation and engagement of the employees.
Activity 2
The three customers who would use my HR services are:
Managers: One of the main issues that managers in any organisation face are staff management. With the help of the knowledge that one has, one will be able to help the manager in solving the issues related to managing the staff and assisting them in their duties and activities.
Employees: HR is responsible for training the employees in order to develop their skills and abilities (Griggs & Allen, 2018). At times many problems arise while training the employee. With extensive knowledge in the role of HR, one will effectively train the employees.
Potential employees: Recruiting is a temporary task, the key role of HR in this aspect should be to identify the potential employees and to deal with the employees and provide them with all the information that they need to know about the company.
| Communication strategies | Advantages | Disadvantages |
| Emails can be sent to an individual or to an entire team at any point in time. | The reply time of emails is very long. Sometimes one has to wait long in order to get a reply | |
| In-person | Easy way of expressing feelings and sharing ideas and thoughts. | Often the listener might not be much focused. |
| Phone call | The response is very instant and it is received directly from the listener. | Problems in signal and connectivity may arise. |
The ways through which certain issues can be managed are:
Time management: Time should be divided for each activity systematically. Tough jobs should get more time.
Workload management: Tough jobs should be completed first.
Address complaints and problems: Listen to the complaint or the problem and find the most effective solution to address it (Parks-Leduc et al., 2018).
Communication: Try effective communication strategies. Talking in person and phone calls are the best strategies.
Customers’ expectations: Understand the wants and the demands of the customers and act accordingly.
HR services review: Evaluate the success rate of HR services. The poor-performing strategies need to be reviewed and improved.
Activity 3
The CIPD Profession Map is a very useful tool that helps in setting values and standards to assist and guide the human resource department. With the help of this map, the human department will be able to improve and develop their work performance and efficiency. The importance of CIPD from the perspective of an employee and employer are:
Employee: With the help of this map, employees will be able to improve their weaknesses and they will also be able to solve various issues on their own and will be able to increase their efficiency.
Employer: The employer will be able to effectively guide the employee to achieve their goals and objectives (Mayo, 2020). The employer will also be able to effectively manage its employees.
Referring to Band 2, the one area that will need development according to me is staff management. It is often very difficult to manage the staff because of the variation in their thoughts and perspectives. Staff often get into conflicts and arguments while working together. This is one such area or role that needs improvement.
Activity 4
In my study period, there were some very important lessons that I have learned from each qualification and there were also certain things in me that needed improvement.
| Lesson learned | Improvements required |
| Effective communication: One thing that I have effectively developed is communication. Now I can effectively communicate my thoughts and ideas with the listener. | Time management: I have noticed that I am not very good at managing time. I often miss the deadlines of tasks and activities and this field requires improvement. |
| Team collaboration: During my study period, I was appointed as the team leader in many projects (Royce et al., 2021). At first, I faced certain issues but by giving immense efforts and dedication, I was able to successfully collaborate with my team. | Handling conflicts: While working in a team, I often face issues in managing team conflicts. This can come on the way of developing me as an effective team leader. |
| Self-aware: I am self-aware and I know when I am stressed out or anxious. This knowledge in me has helped me in being able to understand my feelings and emotions better. | Control on emotions: Although I am self-aware and can understand what I’m feeling, I am bad at controlling my emotions and I often lose my calm under pressure. |
Reference
Griggs, V., & Allen, J. (2018). The Value of an HR Professional Group for Organizational Learning. International Journal of HRD Policy, Practice and Research, 3(1), 43-57. Retrieved from: https://eprints.whiterose.ac.uk/127592/8/IJHRDPPR-Vol-3-No-1-Griggs-and-Allen-3.101.pdf
Harrison, P., Tosey, P., Anderson, V., & Elliott, C. (2021). HRD professional education provision in the UK: past, present and future. Human Resource Development International, 24(2), 200-218. Retrieved from: http://researchonline.ljmu.ac.uk/id/eprint/13287/3/HRDI%20final%20to%20editor%20May2020.pdf
Mayo, A. (2020). HR at the top table. Strategic HR Review. DOI: 10.1108/SHR-08-2020-0074
Parks-Leduc, L., Rutherford, M. A., Becker, K. L., & Shahzad, A. M. (2018). The professionalization of human resource management: Examining undergraduate curricula and the influence of professional organizations. Journal of Management Education, 42(2), 211-238. Retrieved from: https://eprints.qut.edu.au/114040/1/16%20HRIC%20HR%20Curriculum%20paper%20FULL.pdf
Personnel Today. (2022). CIPD unveils new HR profession map at annual conference. Retrieved 15 February 2022, from https://www.personneltoday.com/hr/cipd-unveils-new-hr-profession-map-at-annual-conference/
Royce, M., Jariwala, J., Petzer, M., & Turner, J. (2021). Perspectives of authentic assessment and professional practice interventions in teaching and learning. In SHS Web of Conferences (Vol. 99, p. 01033). EDP Sciences. DOI: https://doi.org/10.1051/shsconf/2021990103
