Briefly summarise the HRPM (i.e. the 2 core professional areas, the remaining professional areas, the bands and the behaviours) comment on the activities and knowledge specified within any 1 professional area, at either band 1 or band 2, identifying those you consider most essential to your own (or other identified)
Human recourses professional map (HRPM)
The CIPD in HRPM In general sets out how HR adds value to the organization. It describes standards of professional competence for organization. Each and every HR practitioner must know their organization inside out and truly understand it.
Also they have to know the main ways in HR expertise and set the behavioural skills. This allows us to then turn the knowledge into action. The two core areas of HRPM apply to all professionals.
Insight Strategy and Solutions explains how to develop actionable insights and solution, which are adjusted to a deep understanding of business. Using personal experience I will develop understanding of the organization and its context.
To achieve this I will have to do series tasks, which include tasks like using relevant information and articles to build and widen understanding of new initiative and practices and generalist areas of Human Recourses. To spot potential opportunities and risks for organization I will collect, collate and analyse data in one of the professional area I am interested in -Performance and reward (Band One) I would analyse data and performance and reward information on individuals or groups and advise colleagues to aid decision-making.
I will collect all information and feed in ideas and observation from reward functional and performance surveys to my colleagues and others to influence policy, process and decisions. Also I would have to provide all the relevant information, data (analysis and insights from reward data to support development of reward plans and strategy) Help employees understand their role in change, the reasons for it and the results that are expected by Providing data and analysis regarding market positioning. Support the delivery and evaluation of planned one-off and on going people programmes and projects.
Keep records of identified risks and plans to mitigate against them Collect, collate and analyse project metrics, data and report back on key
Promote the value of diversity and inclusion in all activities
Support employees and managers to apply people policies consistently and fairly. Provide accurate and timely information, data and advice to managers and employees on oganisation’s people policies and procedures and employment law
Recognise team and organisational culture and its impact on activity
To develop understanding of the organization and its context organisational purpose, key products/services and customers
Relevant press relating to the organisation
Basic financial and non-financial performance information on the performance of the organisation
The sector context in which the organisation operates; legal and market factors that impact performance.
Significant issues within the organisation’s environment which impact you and others around you, for example economic, social, political, environmental conditions
Diversity and inclusion initiatives and activities within your area
The way the organisation, and/or functions and teams are structured and managed
The governance and decision-making processes guiding how you deliver A sense of how things really work in the organisation and the barriers to change
The capability and skills that are needed within the organisation
How the 10 professional areas in this Map combine together to create an overall human resources offering to the organisation
Knows or can access relevant law, in relevant local and international jurisdiction
Where to access external information on HR or specialist area good practice and thought leadership.
Project management principles and practices
How a strategy and in-year operating plan relate
Group and individual responses to change.
How to collect and provide information required to support business cases and monitor budgets
Leading HR is important for professionals even if they are not in leading role as is important that they grow and develop in this area which provide active, insight- led leadership. They can do that by driving themselves, others and activity in organization. The other eight segments identify the activities and knowledge that are required to provide specialist support. *Organizational design ensures that the organization is well design to deliver its objectives and that structural change is effectively managed. *Resources and Talent Planning is making sure that organization identify and attract key people who are able to create competitive advantages. *Performance and Reward builds a high- performance culture by delivering programmes that recognise and reward critical skills, capabilities, experience and performance. Ensures reward system are equitable ( fair) and cost effective. *Employee Relations ensures that the relationship between an organization and its staff is manage appropriately within clear frame work and that relevant employment law, policies, procedures, communications, negotiations and consultations are followed.
*Organizational Development is making sure that the work force deliver strategic ambition. Ensures that an organization culture value, environmental support enhance its performance and adaptability *Learning and Talent Development ensures people at all levels posses and develop skills, knowledge and experiences to fulfil organizational ambitions. *Employee engagement ensures that all aspects of employment experience, the emotional connections, that employees have with their work, colleagues and organization is positive and understood. *Service and Delivery Information ensures that the delivery of HR services and information to leaders and employees within organization is accurate, timely and cost effective. HR data manage professionally The CIPD in HRPM model out eight behaviours which describe how work activities should be carried out. They are: Collaborative (people skills), Courage to Challenge (Confidence to speak out), Driven to Deliver (Deliver best results), Role Model (Leads by example), Curious (Future focused, open minded), Decisive Thinker (Decision maker), Skilled Influencer (Demonstrates ability to influence), Personally Credible (Deliver Professionalism)
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Human recourses professional map (HRPM). (2016, May 30). Retrieved from https://studymoose.com/human-recourses-professional-map-hrpm-essay