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

Developing an Effective Human Resources or Learning and Development
Practitioner
1
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

Developing an Effective Human Resources or Learning and Development
Practitioner
2
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

Developing an Effective Human Resources or Learning and Development
Practitioner
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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.