CIPD Developing yourself as an effective L&D Practitioner

1594 Words Nov 25th, 2014 7 Pages
Activity 1 (part 1 of 2)
(Note: The CIPD Human Resources Profession Map (HRPM) can be accessed at: www.cipd.co.uk/cipd-hr-profession/hr-profession-map/explore-map.aspx )
Write a report in which you:
Briefly summarise the HRPM (i.e. the 2 core professional areas, the remaining professional areas, the bands and the behaviours)

The (Human Resources Profession Map (HRMP) is designed to show what best practice might look like within all areas, and across all levels of Human Resources (HR) and Learning and Development (L&D).
Information on this map is shown (below) by a circle made up of a core and 3 layers, and also 4 bands which are displayed to the side.

Starting from the core, I’ll work my way out through the layers to the outer edge
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This involves a degree of event and people management, but essentially I must be able to provide the knowledge that the organisation needs in a digestible format.

6.11.2. Continually seek ways to improve learning and talent development activity to best meet individual or managers requirements.
In a global organisation with a range of different needs and cultural approaches, flexibility from the trainer is imperative, as is the need to change and adapt where required. It’s important to address the immediate but also longer term needs of learning and development across my organisation and analyse these in tandem with HR and the teams themselves to develop a strategy for improvement that fits in with the organisational, as well as team objectives.

6.9.1. Advise colleagues and managers on the best use of innovative learning technological solutions to improve capability For me, this is about keeping costs down. There is now a wealth of fantastic training tools and knowledge available to us for free, and if I have a good knowledge of this, and of how our in-house systems can cope with delivering or adapting these, I can save time and money for my colleagues. 6.33.2 How to identify and demonstrate tangible business and performance benefits from learning interventions This area is vital to maintaining the reputation of the team within the company, and to be seen as a team who are working with the organisational direction and not against it. It’s important
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