1.1 Knowledge, Skills and Behaviors required to be effective in a HRM/D role
Human Resources (HR) is fundamental to business performance and has a pivotal role to play in the decision making that enables organisations to operate effectively.
In 2009, the CIPD introduced the HR Profession Map which is structured around the areas of HR activity, it focuses on what professionals need to know, do and deliver to be effective throughout all stages of a career in HR. The map is not specific to an organisations size or structure or the sector it operates in and is relevant to all HR professionals regardless of level or role.
The map (fig 1.) is structured in 3 elements:
10 Professional Areas, 8 Behaviours and 4 bands of Competence.
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g has proved exceptional to team performance, (page7, HR profession map)
1.1 Knowledge, Skills and Behaviors required to be effective in a HRM/D role
The CIPD Profession Map – Our Professional Standards V2.4 http://www.cipd.co.uk/cipd-hr-profession/profession-map/default.aspx 1.2 My Role
Insights Strategy & Solutions
1.7.1, page 10, HR Profession map
Leading HR
2.3.1, 2.4.1 & 2.8.1, page 14, HR Profession Map
Learning & Development
6.7.1 & 6.8.2, page 26, HR profession map
Employee Relations
9.9.1, page 36, HR profession map
Band (transition 1-2)
Page7, HR profession
Human resource departments today have a more distinct, calculated position within organizations, and human resource strategy influences the bottom line. “One of the challenges for HR leaders is convincing executive leadership teams that human capital is one of the most important resources in which the company can invest” (Mayhew, 2014, p.). Subsequently, “this return on investment is an essential part of the argument for including HR as part of an overall business strategy” (Mayhew, 2014, p.). Human resource departments utilize the information given to them from company executives and leaders, coupled with their respective expertise on all things personnel, and they plan and implement staffing concerns for the betterment of the organization. From preparing job analysis, to comparing inventory and forecasting, it is the responsibility of human resources to consider the objectives of an organization and fulfill those goals while operating the specific planning relative to HR.
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 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.
In 2009 the CIPD conducted a report on what human resource practitioner's did, their roles, and activities.They interviewed practitioner's from a large number of professions across different sectors and the result was the production of the HR professional map, that does not focus on job titles, but instead focused on the skills and behaviours. It is simple, flexible and can be used as a whole or in part. Starting with and including the two core professional areas, it consists of ten professional
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 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.
The CIPD HR Profession Map describes what HR professionals need to do, what they need to know and how to do it within each professional area at four bands of professional competence.
The Human Resource Professional (HRP) Map displays a clear idea about the required HR skills, knowledge and behaviour to lead the organization to successes. The HRP Map covering of 10 professional areas, 8 behaviours and 4 bands. Sarah Miles (2009), CIPD organizational development director, said: "This is a complete rethink of professional standards, not just a simple face-lift, and that 's not something you can turn around in a short time."
Human resource is an appellation used in referring to the workforce of an organization or company. Human resource management is involved in the act of putting together employees in an organized manner to assure the objectives of the organization are achieved in a competent and experienced manner. Human resources are the most important services of any organization since they are the catalysts of non-human resources and the medium for developing competitive advantages and sounds of creativity. No organization can exist without a human resources department (Walsh, 2009). A company without an HR department would be reducing its operations and could collapse within a short amount of time.
CIPD’s HR Profession Map sets out standards for HR professionals around the world- the activities, knowledge and behaviours needed for success. It represents an accurate tool that guides an HR practitioner’s learning and development towards becoming an effective HR professional. It was launched in 2009 and today it is used by a large number of organisations to define or benchmark their team of HR professionals at all levels.
HR Profession map is a mechanism to assess HR professionals and evaluate their capabilities in
The CIPD HR Profession Map describes what HR people do and deliver across every aspect and specialism of the profession and specifies knowledge, skills and behaviours required to be effective and successful in a HR role.
The CIPD HR Profession Map outlines the activities, knowledge and behaviours the cipd believe are required by different HR to sustained value to the organisation it operates in, now and in the future. It is a benchmark to what successful and effective HR people do and deliver across every aspect and specialism of the profession, and sets out the required underpinning skills, behaviour and knowledge.
My report briefly summarise the CIPD Profession Map, then I would like to make comment on the activities and knowledge specified within one professional area first. The second part my report will outline how an HR/L&D practitioner should ensure the services provided are timely and effective.
Whether an organization consists of five or 25,000 employees, human resources management is vital to the success of the organization. HR is important to all managers because it provides managers with the resources – the employees – necessary to produce the work for the managers and the organization. Beyond this role, HR is capable of becoming a strong strategic partner when it comes to “establishing the overall direction and objectives of key areas of human resource management in order to ensure that they not only are consistent with but also support the achievement of business goals.” (Massey, 1994, p. 27)