Developing Yourself as an Effective Hr Practitioner (4dep)

This report explains how the CIPD HR profession map defines the HR profession, an evaluation of the two core professional areas, the bands and behaviours and why HR professionals need to be able to manage themselves manage teams, manage upwards and across the organisation. A self-assessment has been undertaken against the specification of HR Professional practice capabilities and four development options will be evaluated against my personal needs. A personal development plan containing my developmental objectives and activities has been included as an appendix.

The role of a Human Resource department is ever changing in today’s volatile business environment. Over the years HR have become strong strategic partners within an organization by providing functions such as recruitment,

To enhance HR effectiveness and provide value to the organisation the CIPD Professional Map sets out to define key professional areas and behaviours that a HR professional will need to develop within a generalist or specialist role. The map underpins knowledge, skills and behaviours and is organised in a progressive framework to meet organisational demands. HR objectives and strategies focus on the internal and external context that the organisation operates within and as a result, HR practitioners require strategic insights in order to implement proactive HR strategies aligned with organisational objectives.

Facilitating a cordial and a harmonious relationship between an individual employee and the line manager based on trust and empowerment.

• Skilled Influencer – Demonstrates the ability to influence to gain the necessary support from drivers stakeholders in pursuit of organisational value.

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.

Title of report: Developing Yourself as an Effective Human Resources or Learning and Development Practitioner

1.2 Analyse the three principle dimensions of employee engagement (the emotional, the cognitive and the physical)

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

Employee Engagement is a measurable degree of an employee's positive or negative emotional attachment to their job, colleagues and organisation which profoundly influences their willingness to learn and perform at work. Thus engagement is distinctively different from employee satisfaction, motivation and organisational culture.

The current function of HR can be defined as supporting “the delivery of the organisation’s strategy and objectives through the effective management of people and performance” (Taylor & Woodhams, 2012; 22). This definition is furthered by a CIPD survey (2007; 2-3), which indicated that the key functions of HR are: recruiting and retaining staff, progressing performance management to maximise the value of employees and increasing employee engagement.

Employee relations is one of the remaining eight professional areas, an Employee relations professional is required to display knowledge of a strong understanding of employment law, or can access relevant,current and planned changes to laws relevant to the organisation. There is also a requirement to identify and act to mitigate risk to the organisation, have the knowledge of employee relations risks, and is able to coach managers to resolve issues, they will also know how to analyse, collate and feedback on communications and messages heard.

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.

It may not be easy for the employee to make a record of what is being said and might forgot or mis-interpret you.

The topic of the assignment is “Reflections of HRM Practices during My Industrial Placement”. I am required to explain about “Communication is the key to a successful HR manager within a hotel. Without effective communication the success of the manager and organization is unlikely”. Human Resources department is a department to employ people smartly to achieve the organization mission and vision and fulfill the satisfaction of the employee. The purpose of the essay is understands the important of communication between employee and Human Resources department, understands effective communication can help an organization to achieve the organization mission and vision, understand way of communication with Human Resources department and the important of Human Resources department to the organization. My first Industrial Placement was in The Majestic Hotel Kuala Lumpur.