Developing Yourself as an Effective Practitioner.

I am now going to look at five types of interview and approaches that can be taken for different reasons;

Internal and external assessment requirements- what requirements do you need to follow in this area.

The assessment strategy should state how the subject should be assessed, and subsequent results recorded. It should also state the experience, professional development and qualifications that assessors should hold. Quality assurance requirements, for example internal and external verification or moderation, will also be stated. Organisation may also have an assessment policy which an assessor should familiarise him/herself with.

Firstly we must identify what are the qualities and skills needed to fill the specific role, keeping in mind the

The remaining content of the map are the 8 behaviours, they describe the attributes and knowledge that a HR professional should possess however some as more appropriate to certain specialised areas of the corresponding bands.

3) How you need to do it i.e. the prevalent behaviours that are essential for each professional area. The behaviour definitions are defined as:

The CIPD HR map has been designed to provide a standard for professionals within HR to measure their

To ensure that my team has the proper and diverse mix of experience, background, skill, and talent, my hiring or selection process will address three items: character, competency, and chemistry.

A training program can be used to effectively improve the ability of an interviewer to conduct more accurate interviews with job candidates. To attain this accuracy, it is important to base a training program on well researched and empirical data. In developing a possible program for training interviewers, it will be necessary to discuss some of the elements that can be used for a training program. Additionally, training programs will need to be comprised of key components and a solid process to ensure the program is effective. However, a training program is only as successful as the results it produces. Therefore, the last section will explore ways to evaluate the effectiveness of a training program.

• Provide feedback • This is possibly the most critical step of the case interview process • Honestly let the candidate know strengths, but more importantly areas for improvement • Without honest feedback and constructive criticism, it is very difficult to improve

Last of all, in the individual level we will need to identify the gaps in individuals. We will need to know all knowledge, skills and attributes (KSA’s) required in a job and what the task analysis of key job tasks are. That is the general analysis of tasks crucial to job performance, targets and objectives. We will also need to know if there a general problem with the staff. Such as, do they have difficulties writing, reading, spelling and so forth. Also a competency based analysis is useful as well. This will help us see the capabilities of all staff and they key areas of need.

The map divides Human Resources into 10 professional areas, each further divided into four bands whilst also including 8 desired behaviours. The 10 Professional

Characteristics of the structured interview that make it an effective and reliable selection system are: Consistency of administration, interpersonal effectiveness of the administrator, two-way

In terms of person-to-job fit, the prospective applicant must be able to attest and verify that they have the correct experience and skill sets to execute a job effectively. This is a necessary prerequisite to hiring anyone. Establishing job competence can be done via a number of ways. In terms of interview questions, applicants can be made to explain the experience they have had. They can also be asked about complex or stressful situations related to the job task itself and how they addressed those situations. It can then be verified whether the person approached the situation the right way (Williams, 2006).

The overall goal of this report is to assist the organisation formalise an organisational structure, review staff training and development, recruitment and provide some strategic direction and underpinning human resources support and services.