Developing Yourself as an Effective Human Resources Practitioner

Managers – Require staff who can fulfill their job role efficiently and meet performance targets.

The new HR Director has requested a report that shows a review of the organisation’s approach to collecting, storing, and using HR data. The findings will explain reasons why the organisation needs to collect HR data. The types of data that is collected within the organisation and how each supports HR practices. A description of the methods of storing records and the benefits of each. A statement of two essential items of UK legislation relating to the recording, storage, and accessibility of HR data.

The CIPD HRPM is a developmental tool that sets out activities, behaviours and guidelines to become a successful HR Professional. Without a Human Resources team, many companies would fall apart. By HR professionals following the guidelines set by the profession map, this would assure that any organisation would be sustainable and successful.

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 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.

| Explain how different organisational structures and management roles can impact on the HR Function (AC: 1.3)

The professional working in this area of HR ensures that the relationship between an organisation and its staff is

I have been asked to provide a report that supports the retention of the HR function within our organisation. In this report I will explain how Human Resource activities support the organisations strategy and how HR professionals support line managers and their staff.

1.2 Identify the range of HR data that organisations collect and how this supports HR practice.

Further to the recent organisation re-structure forecasting the closure of the HR department, the following report has been created to highlight the importance of the HR activities and the support it offers within the organisation.

We currently have an experienced team of skilled consultants who are key to our expansion and growing reputation as a professional and knowledgeable contact centre recruiter. You will integrate well with the team and they are delighted to have you on board.

- outline services to be offered and working assumptions between HR Strategy and its customers;

The report will explain how the CIPD HR Profession Map defines the HR profession, including the professional areas, the bands and the behaviours. I will also evaluate how the two core professional areas and two selected behaviours uphold the concept of “HR Professionalism”, by giving examples from the knowledge and activities at band 2.

After completing the evaluation of My HR Map tool the following areas were identified for development:

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."