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I carry out the supervisions to my team leaders as well as support workers to promote and support an effective communication within their role. I ensure they undertake the relevant training to help them communicate better to lead our company to a success.

The results from assessment weren’t surprising to me, as I ranked very high in conventional, Enterprising and Social categories. There were several careers listed in the job zone that appealed to me such as Human Resources Specialist, A Meeting, Convention and Event Planner, Compensation and Benefits Manager and Social &Human Service Assistant. All of these careers stem from organization and analytical thinking characteristics and follow guidelines

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.

It covers 10 professional areas and 8 behaviours, set out in 4 bands of competence. The Map covers every level of the HR profession: Band 1 being the start of your HR career through to Band 4 for the most senior leaders.

The test measures 11 different vocational interests areas that fall within 5 cluster dimensions. The 11 vocational interest areas are:

* As the CHRP course covers the knowledge requirement, don’t forget to include the activities and behaviours that have been identified from the HR Profession Map that you need to include.

FOUNDATION CHRP CL&D ASSESSMENTRecording, analysing and using HR information (3RAI)3RAI_F203A_HR_June – Core Unit Assessment – Version 3 June 2012Student name:

The CIPD have developed the HR Map and this is split into 10 professional areas, 8 behaviours and 4 bands. Having reviewed the map I believe my role within Next distribution sits predominantly at band 2 with some areas of the map being at band 1 and 3.

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 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.

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 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."

It is created by the profession for the profession, as a development tool to decipher the HR capabilities of individuals, teams and organisations. It can show areas that you need to improve or identify achievements to assist with development in your career path. It can identify skills needed, capabilities in the team and show where progress is needed.

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

I develop actionable insights so my curiosity to identify opportunities and risks, collaborate internally to choose appropriate priorities and activities. I used my curiosity to develop and implement situational HR solutions, by extensive research. Supported by the behaviour I am able to build capacity and capability. I am creative and seen as credible when I inspire others people, regardless the management level they are on. I inspire and help to develop not only colleagues in my team but also other teams such as payroll or operational. Managing people and helping them reach performance, means that I understand how each person works to do the task that I understand the goals and I can work using the appropriate tools. With my professionalism and curiosity, I can find the proper way to manage issues, situations and difficult situations than advise accordingly and support each individual, assess team culture and provide insights. Being curious means being very interested on how the business is working, how each department and individual is contributing within the organisation, how the business suits the market, how the competition or similar companies are working and functioning. Being curious means being up to date with the job requirements, including law, HR and others departments’ processes or company policies. Having the necessary knowledge and being constantly interested in