Developing Professional Practice Essay
Developing Professional Practice
In this report I will demonstrate my understanding of what is required to be an effective and Efficient HR Professional and apply CPD techniques to devise, implement and review a Personal, Professional Development Plan.
The report will explain how the CIPD HR Profession Map defines the HR profession, including the professional areas, the bands and the behaviours. I will also evaluate how the two core professional areas and two selected behaviours uphold the concept of “HR Professionalism”, by giving examples from the knowledge and activities at band 2.
I will explain, with related examples, why HR professionals are required to manage themselves, groups and teams, manage upwards and across the organisation.
CIPD HR Profession Map
The CIPD HR Profession Map sets standards for HR professionals and organisations around the world; setting the benchmark to build their HR capability at individual, team function an organisational levels. As an individual it is used as a self assessment tool and continual professional development.
Relationships “Key to successful organisations” “Relationships are one of the most important assets in any business and are crucial in driving growth – yet they are rarely discussed and almost never measured, according to a new initiative from a group of organisations including the CIPD”.
The CIPD HR Profession Map consists of 2 Core Professional Areas i.e. Leading HR and Insights: strategy and solutions. They underpin the direction of the profession: as an applied Business discipline with people and organisation specialism. The successful HR professional provides active Insight – led leadership: by owning, Shaping and driving themselves and others within an organisation. They are not just shaping and driving, not only observing or facilitating but developing others through Personal Leadership and Leading others. They do this by implementing Strategy and Solutions enabling the delivery of HR function and planning to manage performance, hr budgets and organisational development along with delivery of the business Key Performance Indicators.
The CIPD HR Profession Map describes what HR professionals need to do, what they need to know and how to do it within each professional area at four bands of professional competence.
I will now briefly outline the professional areas:
Organisation Design Ensures that the organisation is appropriately designed to deliver organisation objectives in the short term and long term and that structural change is effectively managed.
Organisation Development is about ensuring the organisation has a committed ‘ft for the future’ workforce required to deliver strategic ambitions. It plays a vital role to ensure that the organisation culture, values and environment support and enhance organisation performance and adaptability. It also provides insight and leadership on development and execution of any capability; cultural and change activities. Resource and Talent Planning ensures that the organisation is able to identify and attract the key people with the capability to create competitive advantage to fulfil the ambitions of the business. ‘HR strategy, a ‘people plan’, that will help you ensure you have the right people in your business, at the right time with the right skills to ensure you achieve your business goals’.
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 organisation. They need to be motivated to learn, grow and perform.
Performance and Reward Creates a high-performance culture by delivering programmes that recognise and reward critical skills, capabilities,
experience and performance. The reward systems must be market based, equitable and cost effective.
Employee Engagement Ensures that in all aspects of the employment experience i.e. the psychological rules of contract for example how the set if rules is implied or reacted. It is imperative that all emotional connection that all employees have with their work, colleagues and to the organisation is positive and understood to deliver greater discretionary effort in their work and the way they relate to the organisation.
Employee Relations Ensures that the relationship between an organisation and its staff is managed accordingly within a clear and transparent framework which is underpinned by organisation practices and policies and of course by relevant employment law.
Service Delivery and Information Ensures that the delivery of HR service and information to leaders, managers and staff is accurate, efficient, timely and cost-effective and that human resource data is managed professionally.
The HR Profession Map Behaviours describes the behaviours a HR professional requires to carry out their activities:
Driven to Deliver
Courage to Challenge
The behaviours are described at four bands of professional competence 1- 4 and define the contribution that professionals make at every stage of the HR career They show the transition challenges faced by HR professionals when moving from one band to the next and how their contribution and success is measured.