Cipd Level 3 4dep Avtivity 1
Cipd Level 3 4dep Avtivity 1
The CIPD HR Profession Map (HRPM) is a tool to assist HR practioners to assess what level they are working at “from band 1 at the start of an HR career through to band 4 for the most senior leaders” and to explore ways to develop their competencies to transition to the next level. The HRPM is divided into two groups – 10 professional areas and 8 behaviours – see the diagram below.
The professional areas and behaviours are summarised below:
Professional Areas| Strategies, Insights and Solutions| the HR practioner needs to have a deep understanding and insight of strategies and business activities. “This understanding – and resulting insights – allows us to create prioritised and situational HR strategies that make the most difference and build a compelling case for change”.| | Leading HR| describes how an HR professional must be able to lead themselves, others and activities to contribute to the overall business activities| | Service and delivery information| ensures that the delivery of HR services is accurate, timely and within budget| | Employee engagement| analyses the employee’s experience and creates opportunities for employee engagement which will have a beneficial effect on productivity, absenteeism, retention etc| | Employee relations| manages all relations with employees according to the organisations policies and procedures which are underpinned by relevant employment law |
| Learning and talent development| aims to ensure that the workforce has the necessary skills to meet the short, medium and long term goals of the organisation| | Organisation design| ensures that the organisation is appropriately designed to deliver organisation objectives in the short and long-term and that structural change is effectively managed| | Organisation development| develops an organisation can develop its values and behaviours to match its culture and philosophy| | Performance and reward| ensure that reward packages, such as pension, bonuses etc maximise performance and retention within the workforce | | Resourcing and talent planning| provide a framework to recruit key people within legal parameters, and identify and develops high performers within an organisation | Behaviours| Curious| has an enquiring mind and looks for learning opportunities, both internally and externally and who often asks for feedback on their performance| | Decisive thinker| is able to use previous experiences combined with current data and information, to make well measured discussions without always having to refer to a colleague or manager for advice|
| Skilled influencer| influences across the organisation and its stakeholders “by using logical persuasion, backed by evidence to support their opinion or proposal”| | Personally credible| offers reliable and accurate advice and can remain impartial in sensitive situations| | Collaborative| works effectively on cross departmental and organisational projects, and readily shares knowledge and experiences to benefit the organisation| | Driven to deliver| consistently deliver objectives, within deadlines eg time and financial restraints| | Courage to challenge| Has the confidence to have courageous conversations when needed to challenge attitudes, behaviours and decisions| | Role model| recognises the values and behaviours of the organisation and encourages others to act within these standards|
The activities and knowledge specified in the HR Profession Map for employee relations at Band 1 include: * “Monitor team performance against plans, recommending areas for improvement * Co-ordinate policy with others in the wider HR team, sharing ideas and best practices * Maintain relevant ER documentation, ensuring all contractual/legal documents are kept up to date and in line with current legislation * Implement guidelines on ER issues, ensuring that staff and managers receive updated policies and procedures * Inform and advise managers and staff about employee relations policies and practices * Give accurate and appropriate advice, training and support to managers who are managing difference and fair access to opportunities
* Provide information to support managers who are resolving employee relation issues * Support managers in investigating and resolving employee relation issues, keeping accurate and appropriate records * Provide ad hoc reporting and trend analysis on ER issues * Manage and facilitate conflict situations to achieve consensus legally and ethically
* Lead key negotiations with trade unions, works councils, employee forums, and so on, on a range of labour issues * Keep accurate records on health and safety compliance requirements” In my current role, employee relations plays a vital part of my roles and responsibilities, particularly maintaining ER documentation to ensure compliance with employment law. Recently an ex-employee decided to challenge a decision about pay by means of an employment tribunal, so having the relevant ER documentation was imperative to defending the claim. Another key area is providing ad hoc and trend analysis on ER issues such as Bradford Factor reports to help Line Managers meet objectives for absence management targets.
Chartered Institute for Personnel and Development
MEINTJES, R-S. (2010) Develop the Powers of Persuasion People Management
[ 1 ]. CIPD HR Profession Map