Developing Yourself as an effective HR Practitioner

| The process for the development plan was firstly to research and gain as much information on the courses to make sure they are current and meet my needs and personal Goals. Once this was satisfied i need to look at when and how i was going to complete the courses, a time line and getting the internet installed at my home address was done. Also an interview with the funds/account manager to release the funds to pay for the personal development courses. I had to justify why i wanted to do this course and what benefit to the organisation this would create. I also had to show the course was current and provided the right qualifications.The impact on organisational objectives was positive. Personal improvement on understanding management and leadership will enhance my coaching of junior and senior instructors in leadership and my ITQ skills have already improved to make work more efficient when using IT equipment like power point etc.Reviewing what i have completed is positive and my personal plan is constantly being updated as more of the courses are completed. Both goals are on

Name: Section 1: Know how legislation, policies and procedures determine quality Take part in courses to learn new skills to incorporate into day to day working.

7. Reflect on own work activities 8. Personal development plan 9. Develop own knowledge, skills and understanding 10. Using learning opportunities and reflective practice to contribute to personal development 11. Recording progress in relation to personal development 12. Personal development plan 13. Useful websites: | Introduction Unit SHC 32 - Introduction to personal development in health, social care or children’s and young people’s

* All aspects of my practice * My career development needs * My reflections on training I have attended recently, progress with my NVQ or other qualifications

You should establish what opportunities are available to you and where your strengths and weaknesses lie, in order to access appropriate training and development opportunities. By entering into discussion with your manager and asking for their advice, you will gain knowledge and feedback on your current practice. By goal sharing with your manager you can establish where you both see your future roles and responsibilities. When working in partnership with other organisations, sharing training opportunities, not only develops and bonds the partnership but also allows you to access extra, relevant training, which might not be available through your own organisation. 1.4 Explain factors to consider when selecting opportunities and activities for keeping knowledge and practice up to date It is necessary to ensure that any opportunities and activities are relevant for keeping your knowledge and practice up to date. You will need to consider and assess how relevant sources of support are and also the systems of support available, in relation to your personal, professional and organisational goals. There are subtle differences between personal and professional development. Personal development is about developing personal qualities and skills needed to live and work with others e.g. understanding, empathy, patience, self-respect, self-esteem, self-confidence and communication. Professional development concerns career progression and developing

1. Briefly explain how the CIPD HR Profession Map defines the HR profession, including the professional areas, the bands and the behaviours. 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

Secondly, human resource is an important aspect of business; most of organizations nowadays view people as their most valuable resources. In fact, the part that intrigued me was the challenges derived from the changes in function and structure of HR department. HR is becoming a need for every aspects of day-to-day management, and job-seekers would find their jobs require more of generalists with more skills and competencies to perform multi-tasking (Larsen & Brewster 2003). Those are challenges as well as potential, on which you could learn and develop yourself.

Assessment Activity – 4DEP-F301A-(HR) Issued in September 2013 Name: To be inserted CIPD No: To be inserted Contents Ability to reflect on own practice and development needs and maintain a plan for personal development

Bibliography Primary Source: Work Experience as Trainer at TNS UK from July 2009 – present 4DEP Lectures, Tutor – Sue McEvoy Secondary Sources: www.cipd.co.uk https://myhrmap.cipd.co.uk/login.aspx?ReturnUrl=%2fDefault.aspx 2013 HR Advocate, LLC Financial, Legal and Other Advice Disclaimer: http://hradvocate.biz/2011/08/17/who-are-your-hr-customers-really/ Porter, K., Smith, P. & Fagg, R. 2006. Leadership and Management for HR Professionals. 3rd Ed. Oxford

 With reference to your own ( or other identified) HR role, outline how an HR Practitioner should ensure the services they provide are timely and effective. You should enclude: INTRO With reference to the HR Practitioners role within my company i will show how we meet the customers needs in a timely

I will explain, with related examples, why HR professionals are required to manage themselves, groups and teams, manage upwards and across the

• Leading HR – Having leadership The rewards should be relevant and cost effective. • Employee Engagement - This is the communication between an employee and staff on all levels. There are 3 dimensions of employee engagement - Intellectual, Affective and Social. If these dimensions are positive, encouraging and work related, staff will feel valued and make greater contributions towards the organisation.

4DEP Assessment 1.1 - Explain the knowledge, skills and behaviours required to be effective in an identified HR role.

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.

EXECUTIVE SUMMARY A personal development plan helps in identifying potentials and competencies in one's personality and finding a good match of these potentials and competencies with his long term professional goals. This paper presents all the essential steps which must be included in personal development planning process; including identification of potentials and capabilities, testing the abilities and skills, answering all the potential questions which arise when someone tries to choose his professional career, selecting the future goals and defining the roadmap to achieve those goals, collecting and analyzing relevant information for an effective decision making, academic and professional advantages of personal development, and the personal development matrix to identify short term and long term goals.