Developing Yourself as an Effective HR Practitioner Assessment

This document provides an assessment on developing oneself as an effective HR practitioner. It covers the CIPD HR Profession Map, the ten professional areas, the eight behaviors, and the four bands of competence. It also discusses the needs of HR customers, effective communication methods, self-assessment, and continuous professional development (CPD) in HR.

4DEP Developing Yourself as an Effective HR Practitioner Assessment 1
4DEP DEVELOPING YOURSELF AS AN EFFECTIVE HR PRACTITIONER ASSESSMENT
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4DEP Developing Yourself as an Effective HR Practitioner Assessment 2
4DEP Developing Yourself as an Effective HR Practitioner Assessment
Activity 1
The CIPD Professional Map
The CIPD HR Profession Map is a framework of actions that need to be accomplished,
things that one need to know to be a successful human resource professional as well as how to
identify and do it (CIPD, 2013; Ulrich, D., Brockbank, Ulrich, and Kryscynski, 2015). The map
offers an essential detail about HR functions in the company. Also, it shows the qualifications
and experiences needed in all levels of human resource professions. In essence, the map was
developed as a guide to HR practitioners on the globally accepted standards.
There are three critical components of HRPM, including (CIPD, 2013):
i. The ten professional areas: It involves what a human resource manager is required to
do and know
ii. The eight behaviors: HR ways of accomplishing activities
iii. The four bands and transitions: It is an Illustration of the hierarchy of the profession.
The band highlights ten professional areas at the four bands. They are also matched
with the eight critical behaviors expected from all human resource professionals.
The ten professional areas outline what practitioners are supposed to do and know in each of the
areas listed below:
i. Employee engagement
ii. Organization design
iii. Insight, strategy, and solution
iv. Employee relations
v. Performance and reward

4DEP Developing Yourself as an Effective HR Practitioner Assessment 3
vi. Leading HR
vii. Talent planning and Resourcing
viii. Organizational development
ix. Learning and talent development
x. Service, delivery and information
I chose insights, strategy, and solutions; and Leading human resource as my two core
professional areas. The two areas apply to all HR professionals.
Insights, Strategy, and Solutions
The area describes the ways an HR professional can contribute to organization
performance optimization. The insight builds on the strategies and delivers solutions that are
relevant, agile, and innovative. An active human resource specialist participates in the
development of understanding organizational goals and actively contribute to goal delivery by
knowledge of the organizational structure and employee coordination. A human resource
practitioner has a good understanding of the company products or services, and the customer
segment it seeks to serve. As such, armed with enough knowledge about the organization's
structure, goals, products, and customers, an HR specialist is tasked with a responsibility to guide
in strategy creation and solutions to HR issues that add value to the organization.
Leading Human Resource
The area focuses on the HR professional that is active, insightful, and leader. An HR
specialist can own, shape, and drive themselves and others as well as the activities of the
organization. An HR specialist is not a bystander but an active leader. In essence, the Leading
HR is a model that proposes that HR specialist leads by being a role model of better service that
aims at achieving the organizational goals and assist in developing motivation for the team. Also,

4DEP Developing Yourself as an Effective HR Practitioner Assessment 4
according to the model, HR specialists have people knowledge and interpersonal skills to engage
employees from different levels and backgrounds. In so doing, they utilize their skills and
experience in human resource management to develop team knowledge on the organizational
strategy and goals. They also focus on building stronger teamwork that forward driven for
change through team training and mentorship programs.
Employee Engagement- The human resource professional should ensure that all employee
emotional engagement with the organization, their peers and their supervisors are cordial in order
to maintain their highest level of productivity (CIPD, 2013).
Organization Design- Organization design staff ensures that the company design is suitable for
the achievement of the present and future goals that the establishment aims to achieve (CIPD,
2013).
Employee Relations- In this department of human resources the person in charge ensures there
exist a proper relationship between the organization and the employees guided by clear laws and
policies as well as upholding the country’s employment act.
Performance and Reward- In this area, the officer aims to develop a culture of high performance
by recognizing and rewarding excellence of staff in different areas while ensuring these
programs do not strain the company resources (CIPD, 2013).
Talent, Planning and Resourcing- This officer ensures that the organization hires the appropriate
talent to assist the organization in their achievement of their goals in the long-run (CIPD, 2013).
Organizational Development- This section of the human resource has a role of ensuring that the
organization has the proper staff to implement the strategic plan of the company. In addition,
they ensure that the environment of the organization and the values within the work place
support the future goals (CIDP, 2013).

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Learning and Talent Development- The staff in this area ensure that the workers within the
various levels have the right skills and knowledge to implement the organization objectives at the
present and in the future (CIPD, 2013). They are also responsible for designing additional
training within the company.
Service delivery and information- The human resource development has a duty to deliver
information related to the top management and the workers to them within the right channels as
well as handle the sensitive information of workers with utmost discretion (CIDP, 2013).
The 8 Behaviors
The behaviors are within the map and are used to describe how human resource functions
should be conducted and their contribution to the organizational goals for future success. The
eight behaviors are described below:
i. Decisive thinker: I need to possess the ability to make data and information analysis
and interpret the results.
ii. Personal credible: The HR specialist should exude professionalism by the application
of organizational and HR expertise that create and build value for the company.
iii. Driven to deliver: An active HR specialist is a committed, determined, and focused
with a purpose to transform and deliver value to the organization.
iv. Courage to challenge: A professional HR does not fear criticism and speaks skillfully
with confidence to challenge the status quo and resistance to change.
v. Role model: A good HR manager leads by being a consistent role model of integrity,
impartiality, and independence. He/she also should exhibit the ability to be bound
within the limits of personal life, organizational needs, and legal obligations.

4DEP Developing Yourself as an Effective HR Practitioner Assessment 6
vi. Curious: A successful HR practitioner is an interested person that seeks knowledge
for innovative and evolutionary ways to solve HR problems.
vii. Collaborative: Encourage inclusivity and show the ability to work effectively with
others both inside and outside the organization.
viii. Skilled influencer: A HR specialist is a charismatic person with the ability to ignite
motivation, gain commitment, and solicit support from the broader stakeholders of
the organization for value.
4 Bands of Competence
The bands range from 1 to 4. The first one covers the early HR career and culminates to
the fourth band for senior most HR specialists.
I shall briefly highlight the roles in each of the bands:
Human resource band 1- This stage is mainly interns who are still learning the practical
application of what has been taught in class in the profession. They practice under established
human resource managers hence they take up many duties.
Human resource band 2- At the second stage, the professional can handle work in the department
in administrative capacity. Also, they can advise a team or an individual on matters relating to
their office (CIPD, 2014).
Human resource band 3- The staff at this level can be a consultant or a partner within the
organization. They can specialize in one department and make strategic plans for the company’s
long-term and short-term goals (CIPD, 2014).
Human resource band 3- This is the highest level of human resource professional. They can lead
an organization and their main role is to develop and implement strategies to steer organizations
forward (CIPD, 2014).

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My role as a HR assistance falls under band two as the professional area. As such, the
knowledge, skills, and behaviors that are essential to the position of HR assistance are discussed
below.
i. Personal competency: I need to be skilled in human resource tasks, and needs of the
company.
ii. Personal Credibility: As an HR assistance, I am required to demonstrate
professionalism in my activities in the organization.
iii. Curious: As a growing and an active HR specialist, I require to be futuristic and
inquisitive on human resource issues.
iv. Organizational knowledge: An assistant is required to well acquainted with the
organizational structure, goals, product or services, and customers to act in line with
the organization aspirations.
Activity 2
Three Customers Need Conflicts and Prioritization
The identified customers of HR services include line managers, employees, and potential
employees. A line manager seeks to get guidance and advice on staffing issues like qualification
for a line technician. An employee wants information on employment contracts and policies like
medical cover, allowances, etc. While applicants look for induction or information about the
company policies such as terms of employment.
However, there might be conflicting needs of the customer request. The needs of the
three customers are different but similar in the source. As such, conflicting needs may arise and
can be identified by establishing a system where customer requirements are collected, and
collation is made on them with data available and company policy. The request should align with

4DEP Developing Yourself as an Effective HR Practitioner Assessment 8
the company’s policies and culture and hence any request outside these bounds will be termed as
conflicting needs.
On the other hand, setting priorities for the requests is a matter of the company’s policy
and procedures. The most efficient method of prioritizing requests without conflict is by the use
of the first-come-first-served basis of service. However, a provision for matters of urgency that
can be requested by an employee or line manager can be addressed with the highest priority.
Nevertheless, the three requests will be prioritized starting with line manager’s request, followed
by employee’s request, then the applicant’s request comes last.
Effective Communication
The three examples of effective communication and their advantages and disadvantages
are discussed below:
i. Telephone Communication
The primary benefit is that it has an immediate response. Through the conversation, the
participants can get the confidence of each other from the other end and hence negotiate for
better understanding of the message or need. As such, the sender can assure and determine
whether the recipient has understood the message.
The method has the disadvantage that the parties are not able to read each other’s body
language. The telephone is affected by signal problems, especially in remote areas, and when the
receiver is not available, the voice left has no guarantee of the timescale when the receiver gets
the message. Also, telephone calls have not audit trail for records.
ii. Face-to-face Communication
The main advantage is that the parties get an immediate response. The communication is
made easier since the people involved can express themselves without limits and read body

4DEP Developing Yourself as an Effective HR Practitioner Assessment 9
language and other communication cues which make communication effective. The disadvantage
of this method is the presence of misinterpretation of the information or body language. Also, it
is easy to forget because of no record of the conversation.
iii. Post Mail
The method is essential when the record for communication is needed. However, it is
time-consuming, costly, and full of uncertainty that the message has been received.
Service Delivery
Effective service delivery is vital in any progressive organization. I have the role in
maintaining the highest standard in service delivery to customers at all time. One way to ensure
adequate service is delivery time. Proper time management is critical by making sure I arrive at
work early and always attend to customers at the specified time limit. I should have a schedule to
ensure that I handle jobs. The company should have a suggestion box for customer feedback.
The relevant stakeholder should be involved in decision making in case of issues in the company.
The most effective communication is face-to-face but with records. However, other methods can
be used to suit customer needs and for convenience. Each of these tasks should be approached
with zeal and commitment they deserve to the extent they exceed the customers’ expectations.
To maintain excellent HR performance, regular reviews of customers services are critical. The
reviews can be done through benchmarking key performance indicators like low workers’
turnover.
Activity 3
I have completed self-assessment against HR assistance criteria in band 2. The findings
have assisted me in identifying two developmental needs, which are addressed in my

4DEP Developing Yourself as an Effective HR Practitioner Assessment 10
development plan. I, therefore, require more training, time, and practice to be fully competent as
discussed below.
i. Insight, strategy, and solutions: I should be acquainted with delivering company
objectives by being able to offer support insight in strategy formulation for a valuable
solution.
ii. Employee relations: I should get training on the issues in employee relations.
Definition of CPD
Can be defined as continuous learning of a HR practitioner that aim at achieving career
security, and personal development, while assuring the competence, and professionalism at work
(Ulrich, Brockbank, Ulrich, and Kryscynski, 2015). CPD is crucial since it ensures the employee
is competent, committed to lifelong learning, and maybe a requirement in professional bodies.
Also, it is used in professional development. The employer use CPD to evaluate the needs of the
employees and to carry out learning programs.
Moreover, the two fundamental developmental needs for my future career include
employee relations and resourcing talent. Employee relation is critical in an HR career. The
training will impart me with knowledge on employment law, including employees’ rights, issues
of employment termination, and relationships. These areas will enable to progress to HR
managerial roles. On the other hand, is resourcing talents, which I intend to cover employee
training and development as well as performance management. The expertise will advance my
career to be a human resource manager or HR development officer.
Options to meet the above development needs
Listening to employees- in order to improve employee relations they should be engaged in
dialogues and addressing the issues they raise. The advantage of this type of exchange is they

4DEP Developing Yourself as an Effective HR Practitioner Assessment 11
stay motivated because they feel like their welfare matter to the employer (Sirota & Klein, 2013).
They are also likely to provide useful industry insights that may improve the relationships within
the work place. However, this method could cause a lot of interaction and possibly cost the
company time especially if every employee can access the designated human resource manager.
Weighing the negative and positive impacts of this method, it is worth to implement it because it
would definitely solve the issue of the employee relations.
Training and development- To hire staff and train them to equip them with the skills you aim to
retain in the work force has proven successful (Tarique & Schuler, 2010). This encourages the
employees to be in the organization because they benefit with skill at certain intervals. The
disadvantage of this method is that it costs the company a lot of money in hiring trainers as well
as time that could be used doing actual work. However, for an organization to be sure that they
keep the right talent they must invest in developing programs to train them.
Development
need
Options to
meet the
development
need
Advantages Disadvantages Judgement
CIPD L3
Certificate in HR
Online
Course
The course is
convenient because I
can study during my
preferred time while
working or taking
other studies full
It lacks the
classroom
interactions with
fellow students
where ideas are
exchanged.
Despite the lack
of social
interaction the
course is
convenient with
a supportive tutor

4DEP Developing Yourself as an Effective HR Practitioner Assessment 12
time.
The trainers are
resourceful to the
students and offer
them support.
and certification
upon completion.
Resourcing
Talent
Training and
development
Taking training and
development courses
offered as well as
attending workshops
for career
development.
It is expensive
for the
organization. The
time taken out to
take up the
courses might
cost the
candidate's time
that would be
used doing their
duties.
Training
enhances skills in
performing
duties. As such,
the advantages
outweighs the
disadvantages.
Development Plan

4DEP Developing Yourself as an Effective HR Practitioner Assessment 13
What is a need
to learn
What is need
to do
Resources
needed
Metrics for
success
The date
for
completion
and review
Employee
relation
Undergo
training on
employment
law,
employees’
rights, issues
in
employment,
problem-
solving
Time to
attend
training
Identify
employees’
rights, comply
with
employment
law, solve
employee
problems
I will start
on 15th July
to 15th
August
The
manager
will review
my
progress
Talent sourcing Approach to
training
employees,
performance
management
Time with
employees
Ability to
employ
competent
workers for the
various tasks
20th
September
to 31st
December
The review
will be
done
October
Insight,
strategy, and
solutions
Hands-on
with the
company
activities
Time Being focused
company goals,
committed,
innovative,
problem-solving
October
and
November
The review
will be
done on
November
Interpersonal
communication
Experience
and training
Time with
employees
and
customers
Good
communication
with customers
January
2020.
The review
will be the
end of
January
CPD Record

4DEP Developing Yourself as an Effective HR Practitioner Assessment 14
Key dates What is did Why What is
learned
Application
July/August Attended a HR
seminar
The seminar
aimed to update
on employee
relations issues
Observing
employees’
rights
HR
management
October/
November
Engaged in the
recruitment and
selection
process
To learn about
talent hunting
It is not
accessible to
get the best
talents for the
job. It takes
investment and
time
Employee
management
December Did employee
training
To get
experience in
communication
Interpersonal
skills
Customer
services
Options Available
I have two options which are to either for training on learning through experience and
practice at the workplace. A few week of training will give me confidence in HR leadership and
employee relations. However, training can be expensive and time-consuming and hence, not one
of the best options. On the other hand, learning through experience and practice is one of the
most effective and efficient methods to learn. The option will add more knowledge about the
organization, and hence, I will be able to be a good HR leader with proven employee relations.
Learning through experience and practice has a disadvantage of lacking fundamental theoretical
background on the development needs.
Activity 4
Reflection
I was able to make tremendous growth in the understanding of employee relations,
leadership, and interpersonal communications, which I was poor at the beginning of my studies.
The development plan has enabled me to track my progress in the skills and knowledge needed

4DEP Developing Yourself as an Effective HR Practitioner Assessment 15
in my career. The main areas I need to build on are Insight, strategy, and solutions and employee
relations. The best options for personal development needs are training and experience and
practice in the company. Most importantly, human resource management is a field that needs
continuous learning to be updated with changes inside and outside the organization.

4DEP Developing Yourself as an Effective HR Practitioner Assessment 16
References
CIPD. (2014). Available https://www.bartleby.com/essay/CIPD-4DEP-FKNBCA838RVA
CIPD. (2013). “Professional Map.” Available https://www.cipd.co.uk/knowledge
Ulrich, D., Brockbank, W., Ulrich, M., and Kryscynski, D., 2015. Toward a Synthesis of HR
Competency Models: The Common HR" Food Groups.”
Sirota, D., & Klein, D. (2013). The enthusiastic employee: How companies profit by giving
workers what they want. FT Press.
Tarique, I., & Schuler, R. S. (2010). Global talent management: Literature review, integrative
framework and suggestions for further research. Journal of world business, 45(2), 122-133.