Developing Yourself as an Effective HR Practitioner Assessment

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).