Developing Yourself as an Effective Learning and Development Practitioner

Insight, Strategies and Solutions – By having an insight into organisations, you are able to spot opportunities and are able to turn them into strategies and solutions. By doing this you are able to meet organisational needs now and in the future.

It covers a range of different assessments including competence, knowledge and understanding skills.’ Pg 35.

1 explain the range of ways to use person-centred thinking, planning and reviews in own role

4. Assess the relevant areas competence-and of missing knowledge, skills, experience, or expertise-in regard to the relevant aspects of the situation.

Part 2: By completing this unit, you should now be able to plan for the resources required for personal professional development (Learning Outcome 2)

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.

Learning and Talent Development Allows people at all level of the organisation possess and develop the skills, knowledge and experiences to fulfil the short and long term ambitions of the

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.

| Candidates are expected to identify up to three major organisational objectives that the HR function is responsible for delivering, explain how these objectives are evolving in relation to changes in the work environment (local, national, international) and how these changes may impact on HR.

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

There are six activity areas, along with tasks performed at each band level, theses are Personal leadership,Leading others, Leading Issues:HR function design and service delivery,HR resource planning and development, delivering value and performance in HR teams and managing HR budgets and finances. The knowledge areas for this core professional area are Leadership, HR service delivery models, Commissioning services and Resource, Performance and Financial management.

My report briefly summarise the CIPD Profession Map, then I would like to make comment on the activities and knowledge specified within one professional area first. The second part my report will outline how an HR/L&D practitioner should ensure the services provided are timely and effective.

It captures what successful and effective HR people do and deliver across every aspect and specialism of the profession, and sets out the required underpinning skills, behaviour and knowledge.

• Measure and manage the “soft” skills as well as the hard skills. In addition to rewarding output, profit, and sales etc., provide recognition and reward for ‘how’ the work gets done, the people skills that contribute to a better climate and greater satisfaction.