CIPD Foundation CERTIFICATE in human resource Essay

The Human Resource Professional Map (HPRM) Activity 01 Introduction: The Human Resource Map (HRPM) was developed by the CIPD it was created by generalists and specialists within the CIPD/HR environments to explain how HR add value to any organisation within the UK and around the world. The (HRMP) is a guideline/benchmarked on line tool which can help individuals and organisations identify immediate and future development needs. The purpose of this (HRPM) is to capture the key skills required for the successful and effective Human Resource Function. The HRPM gives direction and shows what needs to be done, what the individual needs to know and do to go forward in the development of a professional/personal career adventure. The (HRPM) has 3 main areas which have been summarised in table 01 with a brief overview 10 Professional areas – includes the 2 core Professional areas (listed in brief overview 1,2) Insights strategy, and solutions Leading and managing. The remaining eight Organisational design, resource and talent planning, Performance and reward, Employee relations, Organisational development, learning and talent development, employee engagement, Service delivery and information. 1. Insight strategy and solutions- This is the heart of the (HRPM) Deep understanding/support of the business/industry is required. Ability to provide good solutions/insights/plans of action, aligning business and HR strategy. 2. Leading and Managing the (HR) Function. Here active leadership is key. Great emphasis on people, culture and change. Providing active insight led leadership owning, shaping and driving themselves and others. Managing budgets/finance/design and development. Resource/talent planning The above two core areas apply to all practitioners no matter where they are placed on the 4 bands. The above two core areas extend across the eight other areas. 8 Behaviours Curious, Decisive thinker, Skilled influencer, Personally credible, Collaborative, Driven to deliver, Courage to challenge, Role model Shows how work activities should be carried out. 8 specific behaviours that HR professionals need to develop. These are the relevant/necessary skills required throughout every stage of the HR career path. Linked to the 4 bands and each transition stage. 4 bands and Transitions Band 01- Support admin/process, is customer orientated. Band 02- Advise/manage HR issues. Band 03- lead/consult, address HR/organisational change. Band 04 – Lead and manage professional areas of the business. Area of competence defines what Practitioners need to do to progress through the bands. Band one for people at the start of the career scale and moves up to band four for a more senior Practitioner band level. Conclusion The HRPM is a valuable tool to identify immediate and future development needs. It is relevant and applicable to HR practitioners operating anywhere in the world in all sectors/organisations of any shape or size. It sets the highest standards of professional competence for all organisations. Activity: 1.1 Identify a Professional Area from either Band 01 or 02 HR Administrator Role Introduction: This activity will examine and discuss what an HR Administrator does. It will explain that there is no set rule as to what behaviours to use with any one particular role. It really does depend on many process variables within the organisations for example the size of the organisation, the culture, management style, the responsibilities of the role; this can be different in public/private sector organisations. In some small companies there may not be an HR organisation; and the responsibility of HR matters will be captured by line managers and business owners. HR covers a large variety of roles and activities; the 2 core areas insight strategy and solutions and leading and managing apply to all HR professionals no matter where they are placed within the four bands. These two core areas will always extend across the eight other areas. The range and scope of HR activities is very vast and can show an enormous range and variation across the business units, organisation, industries and societies. This is why you will need a wide range of skills for most HR professional roles. A broad sense of business knowledge, each role has its own special requirement beyond the general skill set. Someone taking on an entry level job in HR may not be expected to have all the specific knowledge, but must be ready to learn it quickly or be in targeted training courses. We will now look at the most essential activities, skills and knowledge required to work in band 02 within in the role of HR Administrator: Job Descriptions: For every staff position within an organisation there must be a corresponding job description/job specification and person specification. In this instance we will be looking at the job description only for the HR administration role. This document provides an understanding of the position and accurately and fully describes the role. The job description will identify the skills, knowledge and abilities necessary to perform the (HR Administration role) at band level 02. We know from looking at the above HRPM map summary that the skills for the HR administrator role that we are using for this activity comes under band 02 at this level staff will advise or manage HR related issues. Also again depending on which role is being carried out within the HR area for example the behaviours deemed essential for an HR administrator at band level 02 Talent and development would be: 1. Drive to deliver 2. Personally credible 3. Curious HR Administrator will work to ensure values, behaviours, expectations flow through the organisations procedures, process and intranet and other systems of communication. Activity: 1.1 HR Administrator will work to ensure values, behaviours, expectations flow through the organisations procedures, process and intranet and other systems of communication.