CIPD Profession Map Essay

IntroductionThis root word is a brief abridgment of the CIPD Profession Map, the two core victor argonas, the specialist argonas, the bands and the behaviours. It will be going into more expand in the activities and knowledge specified deep down the professional area of Performance and payoffs at band 1 level. It will identify the activities and knowledge approximately essential to my own HR economic consumption.The CIPD Profession Map(CIPD, 2013)The professional map is a universal platform for HR professionals, which describes what you pauperism to do, what you need to know and how to do it. It is de stained by professionals for professionals.The 10 Professional AreasThere are two core professional areas Insights, Strategy and Solutions and star HR, these sit at the centre of the profession and are relevant to al unity HR professionals in exclusively roles, locations and at either stages of the HR career. These two areas support the direction of the profession as a bus iness discipline. Insights, Strategy and Solutions Developing an understanding of an musical arrangement and its back-ground in order to style its strategy and solutions and to examine its necessarily for now and in the future tense day, by reading relevant information and articles to build and broaden an understanding of crude initiatives and practices across areas of HR. Leading HR Act as a role-model to expand the influence HR makes to the organisation both through its own efforts and through supporting, developing and measuring others across the organisation. This can be make by providing advice confidentially based on a sound understanding of the organisations policy and practice. (CIPD, The CIPD Profession Map, pp. 10, 14)The remain eight professional areas areOrganisational Design To ensure the organisation is suitably planned to deliver utmost impact in the short and long term. Organisational Development Identify organisational and individual capability requirem entsand support all processes to enhance effectiveness and achieve organisation goals, culture, behaviours and skills Resourcing and Talent Planning Ensuring the organisation has the right resource, competence, ability and talent to achieve the immediate and strategic goals. Learning and Development Build individual and organisational capability and knowledge to meet modern and strategic requirements.Performance and Reward Deliver programmes that reward and recognise key employees, in a fair and cost effective manner. Employee Engagement Strengthen the connection between the organisation and employees so that employees are more fulfilled by their work. Employee Relations Underpin the organisations culture, practices, policies and relevant law. serve up Delivery and Information client focused delivery across the entire employee lifecycle. (CIPD, The CIPD Profession Map, pp. 17-39)The 4 Bands and TransitionsThe four bands of professional competence delimit the influence that professionals make at every stage of their HR career. The transition challenges relate to moving from one band to another. (CIPD, The CIPD Profession Map, pp. 6-7)The 8 BehavioursBelow are eight behaviours that each HR professional call for to carry out their activities1. Curious2. Decisive Thinker3. Skilled Influencer4. Personally Credible5. Collaborative6. driven to Deliver7. Courage to Challenge8. Role Model(CIPD, The CIPD Profession Map, p. 43)The Professional Area of Performance and RewardPerformance and rewards is defined asHelp create and maintain a high-achieving organisation culture by delivering programmes that reward and recognise key employees capabilities, skills, behaviours, experience and performance, and ensure that reward systems are market-relevant and cost effective At Band 1 the following activities need to be done Identify requirements and develop strategy vicissitude and complianceImplement pay and reward practiceExecute individually tailored and internation al rewards conversation and performance cultureThe most essential to my role is Identify Requirements and Develop Strategy, in the last yearbook appraisals I was tasked with collating the appraisal forms and analysing the data on the forms to provide information to directors as to how employees felt about their future within the organisation and what the organisation could do to further their career progression. The most essential area of my role isCollate DataAnalyse DataAfter completing the evaluation of My HR Map instrumental role the following areas were identified for developmentBecome a policy expertKnow the organisation by studying the performance and rewards data and familiarise myself with the policies and practices. Keep abreast of relevant employment law put across time with expatriate employees to understand impactUse my own network to provide feedback.ConclusionThis report has briefly summarised the CIPD Profession Map the 2 core professional areas, 8 specialist prof essional areas, the 4 bands and 8 behaviours. It has also commented on the activities and knowledge specified within the Performance and Rewards professional area at band 1.Activity 2How a HR Practitioner should ensure the services they provide are timely and effective Within my HR role, my three main customers are1. Current Employees2. Future Employees3. commissionCustomersNeedsCurrent EmployeesInformation on employment contracts and policiesFuture EmployeesInduction information on association policiesManagementGuidance and advice on staffing issuesFirstly you need to establish what the customers requirements are by asking questions and collating the data to understand the customers ask. Your service delivery approach should use effective technology and comply with the organisations procedures. It is important to build a customer service culture and measure its effectiveness. Prioritising the needs of each customer can be problematic, as each one can feel their need is greater. For example current employees may need information regarding their benefits such as private medical and future employees may be asking questions on company policies with regard to annual leave before they sign their employment contract, which in turn will mean management will be chasing for this to be persistent as quickly as possible. As an HR professional it would be your job to ascertain which demands were the most urgent, ensuring that customer focus needs are managed in a timely and effective manner. It is important that all customers are kept informed and given realistic expectations of how and when HR can deal with their questions.Effective chatBelow is a table with 3 examples of effective communications to customersCommunicationAdvantagesDisadvantagesTelephone Conversation sPersonalGlobal ReachAbility to Conference CallTime ZonesUnable to Read Body-language bode ProblemsNo Audit TrailSocial MediaInstantLarge AudienceVisualGood for recruitmentNot hole-and-corner(a)Charact er Size LimitAccessMis-usePostRecordedPersonalConfidentialAudit TrailSlowCostTime ConsumingUnsure if message has been understoodDelivering Service on Time and on BudgetFor effective service delivery HR needs to range to ensure that any queries are handled in an effective manner according to urgency and what impact it has on the customer and the organisation. To deliver the serviceyou must ensure you are consistent and that you understand what expectations your customers have. Managing time and current workload is crucial to ensure that the service is delivered on time. An HR practitioner should always be certain of the cost constraints and the organisational financial model supporting service delivery. It is important to have service delivery targets within an organisation, such as a Service Level Agreement, which is an extension of the customer care concept. Dealing with surd Customers and Resolving ComplaintsWhen dealing with difficult customers it is important to plan your res ponse carefully and to ensure that the following travel are metListen to what they are saying do not interruptSympathise / empathise take int justifyAsk relevant questionsAgree a rail line of actionCheck the course of action use their words to clarifyIf the above is followed, it will make the customer feel determine and promote the HR department for giving excellent customer service.BibliographyCIPD. (2013). www.cipd.co.uk.CIPD. (n.d.). The CIPD Profession Map.