Developing an Effective Human Resources or Learning

Running Head: Developing an Effective Human Resources or Learning and
Development Practitioner
Develop an Effective Human Resource Practitioner
Name of the University
Name of the Student
Author Note

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Developing an Effective Human Resources or Learning and Development
Practitioner
Table of Contents
I. Introduction..................................................................................................................................2
II. Discussion...................................................................................................................................2
Activity 1.....................................................................................................................................2
1.1. CIPD professional Map 2018............................................................................................2
1.2. Specialist knowledge area in HR......................................................................................3
Activity 2.....................................................................................................................................5
2. HR ensures the service timely and effectively.....................................................................5
Activity 3.....................................................................................................................................8
3.1. Self-assessment for development.........................................................................................8
3.2. Development Plan.................................................................................................................9
3.3 Importance of CIPD.............................................................................................................10
III. Conclusion...............................................................................................................................10
Bibliography..................................................................................................................................11

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Developing an Effective Human Resources or Learning and Development
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I. Introduction
This paper discusses the CIPD professional Map 2018 for developing the HR practicing
professional in terms of values, core knowledge, core behaviour, and specialist knowledge area.
It informs about the effectiveness of time and services to meet the need. It also reflects one’s
own practice and development for professional and personal development.
II. Discussion
Activity 1
1.1. CIPD professional Map 2018
CIPD is The “Chartered Institute of Personnel and Development” associated with
“Human resource” management professionals. The CIPD New Profession map is an international
standard set by the professional in the people profession. It is used to make a better decision, act
confidence, build a high-performance level, drive changes in the organization, and create
progress in career. It is applicable in all the profession irrespective of CIPD members or any
profession. It includes values, core knowledge, and core behaviour and specialist knowledge
area. The values set clear ideas in action, behaviour, and decision in work matters,
professionalism matter, and people matters. The core knowledge of a profession includes
knowledge in the area of the profession through academic base and profession. Its application
creates change in professional values, people practice, cultural and behaviour aspects, analytical
and digital working practices. Core behaviour is a behavioural aspect in the profession which
help in ethical practices, influence and encourage professional, value people, commercial drive
and to make an effective decision. The specialist knowledge area is a broad sense of knowledge
that an expert applies in the profession. It is an in-depth knowledge and development of one

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Developing an Effective Human Resources or Learning and Development
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profession. It creates experiences, employee relations, diversity, resourcing, learning and
development, Rewards, and talents.
1.2. Specialist knowledge area in HR
The HR profession is a specialist in recognizing, assessing and attracting candidates to
select the right one for a particular role and position in an organization. It involves understanding
the candidate's experience diversely, to understand the candidate's on specific knowledge,
assessing its effectiveness and selecting by checking overall nature and provide an effective
decision for recruiting. The process uses in the HR role is screening, recruiting, and Interviewing
and place a candidate in the right position.
 HR screening process is the first stage to recruit any candidate. To screen the candidate is
to sort a resume to check whether the candidate is eligible for the position and to verify
this HR has to check its knowledge, skills, personality, and attitude to handle the job and
disqualify them using a detail examination of the candidate.
 Recruiting is an act of attracting, assessing, engaging, and placing the candidate at the
right job or location. Assessing the talent includes an interview, examination based on the
position of a job with the hiring team. Recruiter (HR) must possess multitasking, time
management skills, attentive, patience and quality of listening, relation-building quality
and communication.
 Interviewing is a critical part where the assessment of the candidate is taken place to
justify his Qualification, experience, quality, and behaviour. HR has to undertake an
examination based on his qualifications and experience. Check the body language and
behaviour or answering.

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Developing an Effective Human Resources or Learning and Development
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 Place the candidate in the appropriate position based on his qualifications and experience.
It is the last phase of recruiting a candidate to a particular job role that is best suited for
him in the organization.
HR role is critical and multitasking which has to implement all the skills in an organisation. All
skills are important in recruiting an eligible candidate. However, screening and recruiting a
candidate is the most important segment in HR role. Because the HR has to identify the
appropriate candidate based on the research and to confirm all the details from the candidate, this
will help manage the time and build a relationship to get positive feedback and a comfort
behaviour from candidate to pass the interview.
HR must have the other specialist knowledge, which are English language,
communication, administration and management knowledge, customer and personal service,
education and training. HR must know the structure and content of the English language so that
he can communicate with the candidate or other personnel. Without communication
knowledge, a recruiter cannot attain success in his workplace and cannot convey the details of
the organisation to the candidate. Hence, communication is a relevant part of knowledge.
However, knowledge of administration and management also has a significant impact on an
organisation which includes planning, allocation of resources, modeling, leadership and
technique, and method to implement in an organisation.

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Developing an Effective Human Resources or Learning and Development
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Activity 2
2. HR ensures the service timely and effectively
HR will work accordingly toward its work done timely and effectively. By understanding
customer's needs, by communicating with the customer and other effectively and by delivering
service effectively.
 Understanding Customer's Need is based on time, effectiveness and HR has to act
accordingly. The customer needs are sometime conflicting like a manager want more
production so he need more working hours and employees do not want to compromise
with their more time of work with more production for the organisation. There is a
conflict between manager and employee at work, HR has to make a decision based on
urgency and effectiveness for the organisation. The second example, when the customer
is hostile and difficult to handle in the organisation, however, HR has to understand the
customer's behaviour for which he became hostile and check the possibility of the risk
taken by the customer. It is important to inform the customer about the realistic way of
service and expectation. Thirdly, the customer is frustrated with the product or service,
and he does not want to continue with the services the HR or manager has to take proper
step to retain the customer and fulfill the customer need as expected. Here the customer is
sad and angry, so dealing with the customer accordingly.
 Effective communication is an essential part of a human resource leader. HR must
convey effective communication to its employees and the management staff to work
effectively internally and externally with the customers to support them to solve a query
and to manage and build trust with this department.

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Developing an Effective Human Resources or Learning and Development
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Effective Communication
Method
Advantage Disadvantage
Benefits communication Information about the
benefits to the employees is
shared concerning their
health. This will invite more
employees to know about
this plan and security
Example: Employees who
are included in the plan of
health insurance are happy
to get benefits and secure
life in the future. An
employee covered in a
health benefit plan which
works lifetime and will
reduce the risk of life-
threatening.
If the information is not
shared and employees are
expecting such information
they may reduce the hope of
retaining in the business.
Leave Plans HR should communicate the
leave structure to its
employees to make them
aware of how much leave
Employees can be aware of
the leave plans and can use
it as a bulk even when

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Developing an Effective Human Resources or Learning and Development
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they can utilize in a month
or a year.
Example: Employees are
communicated with the
leave policies to reduce the
absenteeism rate in the
organisation if not follow
the policy employee has to
bear with the consequences
of the organisation provided
by deducting a little
percentage of salary or
cutting the appraisal rate.
needed by them.
Employee compensation Communicating
compensation will increase
the rate of working ability
for more pay or bonus or
incentive. It will help
employees to indulge in
official work.
Example: Employees
provided with bonus pay for
Employee compensation
may cause an issue to the
employee's health and may
cause overburden to health

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Developing an Effective Human Resources or Learning and Development
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increasing the performance
and target daily.
 Effective service delivery
Effective delivery of service is a function and support that provide service to the
employees. The service plan entire employee lifecycle span, which includes payroll,
employee benefits, career advice, service that is being delivered on timely basis, service
that is being delivered regarding budget, dealing with different and difficult consumers,
resolving and handling grievances. Delivery service on timely basis is to ensuring the
customer to prioritize the issue handling as per urgency. HR must check the delivering
service based on budget considering the financial limitation of the organisation, and the
financial department must record all the expenses clearly to reduce unnecessary expenses.
Dealing with different and difficult consumer by checking the customer behaviour,
body language, and attitude of the customer. Based on the risk and difficulty, HR
provides a solution. Resolving and Handling complaints, HR can handle complaints
based on the situation occurrence. HR must be accessible to the available scenario to its
employees to handle all problems, and employees can also reach to the HR without
hesitating before any compliant.
Activity 3
3.1. Self-assessment for development
As I belong from Human Resource Department, for me, the knowledge for
communication and administration and management helps to build my ethical practices with the

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Developing an Effective Human Resources or Learning and Development
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customer, added value for customers to make an active decision that creates my social and
professional life. It influences me to manage the most difficult situation I faced. It encourages me
to make effective decision planning and improve the quality of the organisation. Still need
improvement in developing core behaviour in customer and personal service through training
and leadership skill.
3.2. Development Plan
What do I
want/need to
learn?
What will I do to
achieve this?
What resources or
support will I
need?
What will my
success criteria
be?
Target
dates for
review and
completion
I need to
learn the
CIPD For
practicing
HR
I have to
learn the
CIPD
application
by using the
training and
development
process to
achieve my
Goal.
I need
membership in
CIPD and books.
Complete the
CIPD course
successfully.
1-2month
Practicing
the
learnings of
HR
Visit
different cites
to know how
to practice
HR and to
join training
institutions
for this.
Internet and books Success
criteria are to
develop the
learning into
practice
1-2month
Focus on
the
specialist
knowledge
Reading all the
examples from
the internet and
try practicing and
attend a CIPD
course.
Surf internet and
collect books
specifically for
specialist
knowledge
To attain
knowledge and
practice
1month
Develop
knowledge by
training
Join
training
programs
Newspaper,
advertisement,
internet
To learn the
process
1month
Learn how to Through Access all the Success 2-3month

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Developing an Effective Human Resources or Learning and Development
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recruit effectively
and managing
administration
the CIPD
program
career sites and
select as per job
description
criteria are
successfully
learned,
develop and
practice
3.3 Importance of CIPD
The “Chartered Institute of Personnel and Development” (CIPD) is a direction to work
better in professional life and personal. Implementing CIPD in an organisation gives a better
role, opportunities, and work environment to get the best of the people. It delivers an outstanding
outcome for organisational base; it helps in the economic ground and makes a fair decision in
organizational and social outcome. It brings positive change in an organisation because it has
vast learning, training and development outcome in organisation.
To meet the development, one must have specialist knowledge and core behaviour to
make an effective decision for the organisation. This will help in better understanding to achieve
the desired goal in an organisation.
III. Conclusion
However, from the above discussion it can be concluded that the application of CIPD in
personal and professional life will help to develop the HR professionalism. It helps build a career
and experience to develop and deal with hurdles. Implementation of CIPD is effective in
achieving the organizational Goal.

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Developing an Effective Human Resources or Learning and Development
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Bibliography
CIPD Profession Map (2020). Employee experience Available at:
https://peopleprofession.cipd.org/profession-map/specialist-knowledge/employee-experience
(Accessed: 14 March 2020).
CIPD Profession Map (2020). Employee experience Available at:
https://peopleprofession.cipd.org/profession-map/specialist-knowledge/employee-experience
(Accessed: 14 March 2020).
CIPD Profession Map (2020). Mencap: Recruiting from the heart Available at:
https://peopleprofession.cipd.org/case-studies/mencap (Accessed: 14 March 2020).
CIPD Profession Map (2020). New Profession Map Available at:
https://peopleprofession.cipd.org/profession-map (Accessed: 14 March 2020).
CIPD Profession Map (2020). Specialist knowledge Available at:
https://peopleprofession.cipd.org/profession-map/specialist-knowledge (Accessed: 14 March
2020).
CIPD (2020). Professional Areas Available at:
https://www.cipd.co.uk/learn/profession-map/2013-profession-map/professional-areas
(Accessed: 14 March 2020).
Communicating Employee Benefits and Open Enrollment Communication | Davis &
Company (2020). Available at: https://www.davisandco.com/hr-communication/employee-
benefits (Accessed: 14 March 2020).

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Developing an Effective Human Resources or Learning and Development
Practitioner
CPD Cycle Stages | CIPD (2020). Available at: https://www.cipd.co.uk/learn/cpd/cycle
(Accessed: 14 March 2020).
Examples of Human Resource Communications (2020). Available at:
https://smallbusiness.chron.com/examples-human-resource-communications-11557.html
(Accessed: 14 March 2020).
Examples of Human Resource Communications (2020). Available at:
https://smallbusiness.chron.com/examples-human-resource-communications-11557.html
(Accessed: 14 March 2020).
Ultimate Software - What is HR Service Delivery? (2020). Available at:
https://www.ultimatesoftware.com/what-is-HR-Service-Delivery (Accessed: 14 March 2020).