Developing yourself as an effective HR OR l D Practitioner

1911 Words Jun 18th, 2015 8 Pages
Activity 1
1.1
Briefly summarise the CIPD Profession Map (i.e. the core professional areas, the specialist professional areas, the bands and behaviours)

In this report I will summarise the CIPD Profession Map which is made up of Ten Professional areas, Eight Behaviours and Four Bands.

The two core Professional Areas
Insights, Strategy and Solutions – This area of the map concentrates on developing an understanding and prioritising the direction of the organisation.
Leading HR – Shaping and driving themselves and other employees to deliver a valued service to the organisation.
The Professional Areas are made up of
Organisation Design – This area of the map concentrates on shaping the organisation structure to the business
…show more content…
Keeping the channels of communication open is essential in case of delays or other customer complaints that arise.
Activity 2
2.1
Understanding customer needs (including examples of 3 different customers and 1 need for each, and explain how you would prioritise conflicting needs)
In this activity I have chosen three customers, Staff, Line Managers and Senior Managers with reference to my own role I will identify their needs and prioritise conflicting needs.
Staff – Pay Queries
If a member of staff comes to the HR Department with a Pay Query the HR Department must deal with the query within an allotted time. In the Company I work for this time is 48hrs from the time of receiving a pay query. The next step of the process is to talk to the Line Manager to identify where there might be a problem, if this is to do with hours. This will then be passed on to the Payroll department to be rectified, the member of staff will be notified by email or phone call of the progress of the query. If this cannot be resolved by theses means the employee and the line manager will be asked to come to a meeting to discuss the query. Not resolving pay issues in an agreed time frame, can lead to low moral within your employees and give a negative response to the HR Department. Line Managers – Performance
At the Company I work for the HR Department is requested by the Line Managers to be
Open Document