4DEP Developing yourself Essay
Title: The HR Profession Map and how it is usedIntroduction – An explanation on how the HR professional can develop skills and behaviours to be an effective professional in their role, or achieve higher through self assessment.1.1 HR Profession Map (HRMP)The CIPD HR profession map is a tool to assist HR practitioners to asses what level they are working at.The four bands of professional competence define the contribution that professionals make at every stage of the HR career, from band 1 at the start of an HR career to band 4 for the most senior leaders.
The three transition path ways identify what professionals must do to progress from one band to another.There are ten professional areas set out in four bands of competence, setting out what you need to do (activities) and what you need to know (knowledge)There are eight behaviours that identify in detail how professionals need to carry out their activities and make a contribution to organisational success.1.2 Professional areasThe 2 core professional areas are as follows:Insight, strategy and solutionsLeading HRThese sit at the heart of the profession and are applicable to all HR professionals, regardless of role, location or stage of career, whetherinside organisations or working with them.
The eight remaining professional areas are as follows:Service delivery and informationOrganisation designOrganisation developmentResourcing and talent planningLearning and talent developmentPerformance and rewardEmployee engagementEmployee relations1.2.1 Strategies, insights and solutionsThis core area is about agreeing strategies ie alternative courses of action to deliver a solution that meets the business needs, taking into account the individual circumstances of the HR issues.1.2.
2 Leading and managing the HR functionThis core area helps the professional to develop across three main areas of leadership: Personal leadership, leading others and leading issues. This area enables practitioners to learn to be insight lead-leaders, owning, shaping and driving themselves, others and activity in the organisation.1.3 BehavioursCuriousAn interest to find ways to learn about and suggest ways of taking actions and policy’s forward ie finding new clients or changing internal procedures.
Decisive thinkerMaking sure to gather all relevant information.Developing the ability to gather information and facts quickly, analysing thealternative courses of action and acting accordingly.Skilled influencerTo develop the knowledge of the business and build up skills to sell products and services to new clients and deliver excellent service to existing clients.Driven to deliverTo use drive and determination to deliver constant and correct information to achieve results to satisfy.CollaborativeTo gather information from colleagues and customers and driving excellent HR solutions to business problems.Personally credibleImproving knowledge professionally and understanding internal policies and procedures in order to become a competent HR practitioner needing little support and working independently.Courage to challengeHaving the ability to question constructively and put forward alternative ways of handling issues.
Role modelDeveloping the ability to carry out work in a way that shows knowledge, and expertise to handle tasks in a competent manor and to be able to impact on others.2.0 Service delivery and information – Band 1Activity – The ability to deliver excellent customer care ensuring a strong customer service ethos is developed and maintainedKnowledge – Developing the knowledge to effectively handle complaints and resolve to the best ability.2.
1 The activities and knowledge most essential to my role: Resource and talent planning:Activity – To support the business in preparation of redundancies, or programs with severe action, keeping records and appropriate documentation in line with the law.Knowledge – Policies and procedures during recruitment, resourcing and exiting. Ensuring to use the correct procedures and in the correct legal way.