4DEP A

This document discusses the activities, knowledge, behaviors, insights, strategy and solutions, and the role of leading HR in the HR and L&D profession. It also explores the learning process and the importance of acquiring relevant skills.

Running head: 4DEP A
4 DEP
[Part A]
Name of the student:
Name of the university:
Author note:

14DEP A
Table of Contents
1. Describe three activities/tasks......................................................................................................2
2. Three examples of knowledge.....................................................................................................3
3. Explaining three behaviors..........................................................................................................4
4. Explain why Insights, strategy and solutions and Leading HR sit at the heart of the HR and
L&D profession...............................................................................................................................4
5. The learning process....................................................................................................................5
References........................................................................................................................................6

24DEP A
1. Describe three activities/tasks
Assuming the learner to be in Band 1 and serving the role of customer support associate, the
description of three activities and skills required to attain it are being discussed as the below:
Activities Skills Required
Relationship with client Delivering the fundamentals
Focus of activity  Taking care of processing activity and
client support
 Immediate and on ongoing basis
Client-based service  Taking care of facts and information
 Delivering the fundamentals
 Peace of mind
 Process support
Table 1: Activities in Band 1
(Source: CIPD, 2019)
It means that the learner at Band 1 will be need to take care of several activities that also
include client relationship, focus of activity and client-based service. Under client relationship,
the learner will need to develop relevant skills to be able to deliver the fundamentals of client-
based relationship. In regards to focus of activity, the learner will need to have two skills.
Immediate and ongoing attitude to learning is one of these skills. This is followed by getting
equipped with processing activity and be able to provide supports to clients. In context to client-
based service, there is a need to be focused on finding facts and information. It is followed by

34DEP A
delivering the fundamentals. This is followed by acting as the process support. At the end, the
learner is needed to be able to deliver flexile options.
2. Three examples of knowledge
There are list of examples of knowledge. This also includes organisation design, learning
and development, and performance and reward. Under organisation design, professionals
appropriately design organisation objectives to provide a clear path to both short and long-term
goals. This knowledge includes topics such as assessment of operating model and current need,
design process, and implement and review (Noe et al., 2017). In regards to learning and
development, the professionals ensure that they are in continuous learning process. This
knowledge can be attained by covering a number of topics like strategy plans and develop
learning, design solutions, leadership development, managing the talents and evaluating the
learning impact (Noe et al., 2017). With regards to performance and reward, the HR
professionals are committed to ensure that there are sufficient motivating factors for employees.
Motivating factors can help to boost employee retention rate and enhance employee engagement
(Noe et al., 2017). This knowledge will require the HR professionals to cover the below
mentioned topics (CIPD, 2019):
 Identify requirements
 Develop strategy
 Diversity and compliance
 Implement practice for pay and reward
 Communication
 Performance culture

44DEP A
3. Explaining three behaviors
There are many behaviors according to CIPD map of professional competence. Some of
these are as below (CIPD, 2019):
 Curious: Under this behavior, new hires or fresh professionals are future-focused. They
are open to any change process taking place in the company. They seek out innovative
ways to add values to the company.
 Decisive thinker: Under this behavior, the professional is able to analyse and understand
information and data quickly. They use information, knowledge and insights in a
structured way to identify options, propose recommendations, and design defendable and
robust decisions.
 Skilled influencer: Professionals possessing this behavior are able to encourage
necessary commitment and support from range of stakeholders seeking the organisation
value. This behaviour helps to prepare appropriately for meetings. The behavior
appreciates the need to engage the stakeholders in the different support process.
4. Explain why Insights, strategy and solutions and Leading HR sit at the heart of the HR
and L&D profession
Insights, strategy and solutions are a part of any activity and new behavior. The
conduction of any new activity and development of any new behavior requires acquiring its
insights followed by making relevant strategy and solutions. Strategy and solutions require an
utmost involvement of the HR. The HR uses effective techniques and strategies to lead and

54DEP A
support any activity and the development of behavior. For example, learning and development
(L&D) plan is designed by the HR manager. The HR does it in collaboration with the
management. The data generated from various means is used by the HR to identify the areas of
improvement in operations. Moreover, this also informs on the needs to undergo a change
process (Makó, Mitchell & Illéssy, 2015).
5. The learning process
This unit of the assignment helped me understand the list of professional competence in
the CIPD Profession Map. I got to know about different activities and behaviors, and the ways to
attain these. The list of activity can be performed if relevant skills are there in professionals.
Similarly, the list of behaviors require separate skills to be performed. These activities and
behaviors must be possessed and performed to become the skilled professionals. Moreover, the
map also shows the role of HR in encouraging the conduction of activity and development of
behaviors. The HR communicates important messages to employees. The HR also provides
strategies and designs to be followed to the management.

64DEP A
References
CIPD. (2019). CIPD Profession Map for HR, L&D and OD&D | CIPD. Retrieved from
https://www.cipd.co.uk/learn/career/profession-map
Makó, C., Mitchell, B., & Illéssy, M. (2015). Developing Dynamic Innovative Capabilities: The
Growing Role of Innovation and Learning in the Development of Organisations and
Skills in Developed and Emerging Nations of Europe. Journal of Entrepreneurship and
Innovation in Emerging Economies, 1(1), 18-38.
Noe, R. A., Hollenbeck, J. R., Gerhart, B., & Wright, P. M. (2017). Human resource
management: Gaining a competitive advantage. New York, NY: McGraw-Hill
Education.