Assessment 4Dep

In other words, an HR professional needs to have the necessary ability, knowledge and skills in the field of people management. However, that is not enough. One also has to be able to apply them in a consistent manner, i.e. one has to be professional at all times, at the same, high, level. This means that it is important for a professional to continue to develop his/her competence, taking into consideration the continuously changing environment and demands.

HR provide the framework for learning and development of current staff of all levels to ensure that we are upskilling our workforce to be able to support our growth. The aim is to help motivate and develop individuals with key skills, experience and knowledge to help the organisation perform better in a competitive environment ensuring that we remain relative and up to date on key changes within the entertainment distribution sector.

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.

HR professionals have to think carefully about what they are doing in the context of their organization and within the framework of recognised body of knowledge. They have to perform effectively in the sense of delivering advise, guidance and services that will help the organisation to achieve its goals.

The HRPM is a visual illustration of the activities, skills and behaviours required to be effective in an HR role. It based on information and best practice shared globally by HR professionals. Many organisations around the world now use it to benchmark their HR capability.

The CIPD Human Resources Profession Map (HRPM) consists of two core professional areas, eight behaviours and ten professional areas.

The HR Professional Map is designed to identify the skills and behaviours all HR practioners should portray within their role. The map acts a guide of professional competence and how a practioner can develop their skills to move up to the next level of competency. The map can be applied to all HR professionals at all levels within any organisation. The map is made up of

The design of the HRPM is to be relevant and applicable to HR professionals operating anywhere in the world, all sectors and in organisations of any shape or size. It captures what skills are required for effective and successful HR.

The Human Resources Profession Map (HRPM) consists of 2 core professional areas, 8 professional areas and 4 professional competence bands.

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.

Human resource professional areas describes what HRs need to know (knowledge) and what need to do (Activities) at four bands of professional capability in each HR professional area.

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

In addition to the personnel described, the staff is overseen by an office manager who’s duty is to oversee day-to-day operation of business and staff personnel; an administrative Assistant responsible for HRCP II functions, payroll, disputes and resolutions; and a Safety, Compliance, and Application Acquisition Officer who performs hiring duties, all safety and compliance duties, responsibilities and regulations.

Another critical point is that the HR role and activities are very comprehensive and complex, maybe too comprehensive for one department, as it might be possible to lose control over all the different processes.

* Skills management: HR must identify the skills and abilities of each candidate and train them accordingly. HR must also identify the strengths and weaknesses in each employee and work on ways