HR Practitioner Skills and Knowledge Reflection | Desklib

This document is a reflective learning journal that discusses the skills and knowledge required for HR practitioners. It covers various topics discussed in class, a comparison with the author's current skills, and ways to develop skills in different areas. The document also explores the professional areas of the CIPD map and their relevance to the author's skills. It provides insights into HRM concepts, models, HR planning, recruitment, selection, diversity, performance and reward management, and more. The document aims to help HR professionals enhance their skills and knowledge.

Thinking HR
ASSESSMENT-2
GUIDELINES
Individual learning journal Reflective
A Demonstration of own reflections on the skills and knowledge
HR practitioners needed in following topics (use weekly topics discussed in class)
A comparison with my current skills and knowledge!!
How I can develop my own skills and knowledge in these areas!!
Each of the professional areas of the CIPD map to Band1 of own skills with Band 2
requirements
Week 1
Introduction to HRM module - expectations, commitment and assessment
HRM- concepts and models
HRM Concepts: HRM refers to that management of the organization which are generally
working for the purpose of recruiting, selecting and inducting employees in the business
operation (Kozlowska, 2017). Human resource management is responsible to manage all
human basis activities in the company.
HRM Models
1. The Fombrun: This model focusing on four our major functions of the MRM in the
company. These functions are; Selection, development, appraisal and rewards.
These are also included in the key activities of HR.

2. The Harvard: The Harvard model is working on the basis of some important
dimensions in the company (Sánchez, Moral and Ramoscelli, 2019). These
dimensions are; stakeholders interests, situational factors, HR Outcomes, Policy
choices of HRM, and long-term consequences etc.
Week 2
HRM in context
Application of concepts and models to business. PEST & SWOT analysis.
PEST
Political: Political factor is impact the business model of the Rolls-Royce in both term,
positively and negatively.
Economic: This factor is highly affecting the company, because only high income group of
people are able to afford its vehicles.
Social: Rolls-Royce need to fulfil some social responsibilities too where company running
their business operations.
Technical: According to this factor, company always need to innovate and develop new
technologies in their business environment (Kiss, 2017).
SWOT
Strength: Rolls-Royce is one of the most popular luxury car makers in the world.
Weakness: Limited market, because its vehicles are only affordable for rich people.

Opportunities: On the basis of extra-ordinary technology, company is able to produce zero-
emission vehicle.
Threats: New competitors are comes into luxury car market.
Week 3
Becoming a HR Professional Skills and competences needed
Skills audit and self-assessment, PDP
Critical Writing and Referencing
Skill Audit
Skills Good Average In need of training
Communication ✓
Decision-Making ✓
Multitasking ✓
Areas of
Improvement
Actions Resources Target Date
Decision-Making For improving skill I Concentrate on the 3 months

will try to only focus
on those factors
which really impact
my decision-making
ability in the business
environment.
major decision
aspects, and try to
avoid distractions.
Multitasking In the improvement
of my multitasking
ability I will try do
various works at the
same time, and also
try to accept various
challenges which I
face in the functions
of HRM in Rolls-
Royce.
Do overtime work
too on the daily basis
for cover and learn
different tasks of the
HRM.
6 months
Week 4
Resourcing and Talent Management
HR planning. Job analysis.
Talent Management.
Job Analysis: Rolls-Royce need to hire employees in the company according to the
company need to increase productivity of the business environment, with this company
also able fulfil their social responsibility against unemployment.
Talent Management: Company need provide specific training to the employees for increase
their performance in the workplace (Dobos, 2017). Human resource management of the
company is responsible to find some extra-ordinary, creative and highly qualified car
designers to produce some more exclusive car range for the customers. At the final result it
will help to the company to continue lead the luxury vehicle market in the world.

Week 5
Recruitment, Selection and Diversity.
Fundamental principles that underpin the various stages. Legislative framework. Role of the
HR and the line managers.
Human resource management of the Rolls-Royce need to follow some legal terms during
their operations. It is necessary to maintain the legendary goodwill of the company in the
whole world. In the process of recruitment, selection of the employees, company need to
make complete framework about employees rights (Hordern, 2015). The manager is
responsible to maintain diversity aspect in the business activities of the company. There are
some fundamental principles are really needed in the work in human resource management
of the Rolls-Royce to run all under controlled activities in systematic way. These all
aspects are help in the achievement of business goals in the specific time period.
Week 6
Nature of work and employment relationship
Contract of employment.
Psychological contract. Role of the state & the trade union.
Skills and competences of the HR Professional
Contract of employment in Rolls Royce decides terms and condition that are required to
followed by employees during their employment. This contract also discloses perks and benefits

employees will be given by the company in monetary and non monetary form. Which are salary
and leaves paid and unpaid (Kiss, 2017).
Psychological contract refers to relationship that employer and employee have which is not
mentioned in any contract (Flanagan, 2017). These are in form of expectations from each other
in form of input and output. State and trade union have a very important role in reference with
employment contract as this is based on rules of state and many factors are affected by trade
union.
Skills and competencies required by HR professional are,
management and leadership skills
communication and interpersonal skills
They are required to contribute in motivating employees and building a culture of cooperation.
Week 7
Learning and development
Training needs identification
Learning styles
Importance of evaluation
Becoming a HR Professional PDP
Training need identification refers to identify in what area individual is lacking skills and
knowledge required to perform their job. In this skills available are compared with skills
required and gap is known as need for training.
Learning styles are known as pattern in which individual learns anything (Hedegaard, 2017).
These are divided in three types that is visual, auditory and kinaesthetic. Individual can have of
this style as preferred but every individual learn from all these styles.
Evaluation is very important as it allows understanding success of training program and also
where the training was weak and what were the strong factors of training. From evaluation
trainer can understand and prepares next training program considering strong and weak point
and factors of training.
Areas of
improvement
action resources Target date
Communication practice Books and online
resources for
communication
learning
2 month

Employment
legislation
Attending
classes and
workshop
Books and law
journals
6 months
Week 8
Performance and Reward Management
Key stages of PM
Appraisal process and various methods
Role of rewards.
Pay determination.
Concept of competencies.
Performance and reward
Fringe benefits. Equal pay act
Performance management stages
developing goal
individual performance targets
individual development
performance
review and feedback
Appraisal process and various methods
setting performance standard
communicating to employees
measuring standards
comparing standards
review and feedback
taking corrective action
methods are 360 degree appraisal and behavioural anchored rating scale
Role of rewards
It is important to motivate and retain employees in the organisation.
Pay determination
To determine employee will get in exchange of their services to the organisation.
Concept of competencies
Competencies refers to ability and suitability of individual regarding a job role and

required performance in job.
Performance and reward
Rolls Royce provides rewards to its employees on the basis of their performance in the
company (De Gieter, and Hofmans, 2015). High performers get higher rewards.
Fringe benefits. Equal pay act
Fringe benefits refers to benefits that are provided to all the employees of Rolls Royce
without considering their performance.
Equal pay act contains regulations that employees doing same and similar work and have
equal competencies are required to pay equal and should not be discriminated on the basis
of gender, age etc.
Week 9
Labour Flexibility and the firm
Theoretical model of ‘flexibility’ and issues of practical implementation on the work force.
Internal and external labour market
Health, safety and welfare
Health, safety and welfare provision in organisations
Importance of context. Relevant implications to organisations
Labour Flexibility and the firm
It refers to flexibility in labour market as per changing conditions of labour market and response
of labour to demand in the organisation. It also includes ability and willingness of labour to
response changes. This is an important aspect of Rolls Royce's labour practices. Availability of
labour as per demand depends on the flexibility of labour market. This also affects national
economy and business cycle.
Internal labour market refers to availability of workers from organisation itself (Preenen and
et.al., 2017). Whereas external market refers to availability of labour from outside of the
organisation and company does not have contribution on setting wage rates.
Health, safety and welfare
This is key aspect of employment legislation and is concerned with health and safety of
organisation and welfare of employees.
Organisation has to look after safety of their employees and legislation have guidelines for
that. Organisation also have to provide welfare facilities to their workers.
This is important for employees that they should not be exploited and need to be treated as
resource and not as mere labour (Kozlowska, 2017).
For this organisation provide many resources that can ensure health and safety of
employees.
Week 10
HR and ethics

Ethics in the workplace. Professionalism and code of practice. Ethical dilemmas at work.
Fairness and Employment.
Grievances / disciplinary
Principles of natural justice
Employer’s duty of care to workers. The concept of procedural, organisational and
consequential action
HR and ethics
Ethics refers to right and wrong conduct on the basis of moral principles. HR where
chances of unethical activities are the highest should follow and make ethics as basis of
their all activities. In relation with workplace ethics employees should remain loyal and
committed towards their organisation. Employees should avoid any activity for personal
means that harm organisational interest (Spencer, 2017). Rolls Royce is considered as
being a ethical organisation.
Ethical dilemma at workplace when one needs to take decision about doing something
right and doing something wrong where right activities tend to harm and wrong activity is
supposed to fulfil wants.
Fairness and Employment
Refers to selecting employees on the basis of abilities and competencies to work instead of
selecting someone on the basis of his/her personal influence or any other wrong influence.
Rolls Royce is being known as a company that employs only talented company (Dobos,
2017).
Grievances / disciplinary
Natural justice refers to a situation that the person accused of something should be given
fair chance to be heard.
In organisational context it is considered as duty of employer to provide justice to its employees
and punish who are wrong and have attempted any form of crime. Employer firstly need to
proceed with preliminary actions like investigation and then by completing process at the end
decides what should be the consequence of wrong deed.
Week 11
Future role of Human Resource Management
Possible future directions for HR
Needs of the future HR practitioner. Global HR and its future
Becoming a HR Professional

Future role of Human Resource Management
Role of HRM in future is going to get more complicated as organisations are being advance
and that requires them to hire and have skilled and talented people in organisation. In order
to do this organisation's HRM will have to work hard to find and select candidates who are
talented and skilled to work on advanced processes.
HR in future have to focus on motivation and retention of employees more as tendency of
employees leaving organisation is increasing day by day and in future this going to be very
difficult to retain talent in organisation (Collings, Wood and Szamosi, 2018.).
In future HR practitioners will need to be more cooperative and involved in overall
organisations' planning and policy making.
Global HR, as per present day scenario companies are spreading operations worldwide and
looking for employees who are best and most suitable for a job role without considering their
region and nationality(Hordern, 2015). This later come to HR to manage all these employees
who are from diverse ethnicity.
Becoming an HR profession is a complex job that requires all kind of knowledge whether
technical or managerial or behavioural. All these skills and knowledge is required to be in HR
profession that requires too many efforts to learn these skills.
Rolls Royce bring a multinational company needs to have HR that can manage its diverse and
global workforce effectively that can contribute to achievement of organisational goals and
objectives.
CIPD SKILL MAP ANALYSIS
CIPD
Professional Area-1
Organisation Design
Band 1
Own skills and knowledge
requirements, giving evidence
Band 2
Requirements to
meet
Where am I?
Skills & Knowledge?
I posses knowledge of
organisational
structure.
In need meet the
requirement of
hierarchical
organisational
structure.

Where do I want to
be?
What extra skills
needed?
I need to learn about
various forms of
organisational design
of Rolls Royce.
To develop the best
organisational
structure for the
company
How do I get there?
What actions
required?
Actions required are
like to gather
knowledge about the
successful
organisational designs
adopted by
automotive
companies.
Resources required
are secondary
research, books and
journals, etc.
CIPD SKILL MAP ANALYSIS
CIPD
Professional Area-2
Employee
engagement
Band 1
Own skills and knowledge
requirements, giving evidence
Band 2
Requirements to
meet
Where am I? I posses the
knowledge and skills
To improve skills and
knowledge of

Skills & Knowledge? of providing training
and development
programs.
employees in the
organisation.
Where do I want to
be?
What extra skills
needed?
To have complete
knowledge of
motivational and
engagement activities
that is required for
employees of Rolls
Royce.
To keep all the
employees motivated
and engaged so that
they can improve
their performance.
How do I get there?
What actions
required to meet?
Actions are required
to know about factors
that drives employees
to perform.
Resources are
required like pat data
related to employees
and research work.

REFERENCES
Books and Journals
Collings, D. G., Wood, G. T. and Szamosi, L T., 2018. Human resource management: A
critical approach. In Human Resource Management. (pp. 1-23). Routledge.
De Gieter, S. and Hofmans, J., 2015. How reward satisfaction affects employees’ turnover
intentions and performance: an individual differences approach. Human Resource
Management Journal. 25(2). pp.200-216.
Dobos, N., 2017. Networking, corruption, and subversion. Journal of Business Ethics. 144(3).
pp.467-478.
Flanagan, R. J., 2017. Has management strangled US unions?. In What Do Unions Do? (pp.
459-491). Routledge.
Hedegaard, M., 2017. The significance of demands and motives across practices in children's
learning and development: An analysis of learning in home and school.
InIntroduction to Vygotsky.(pp. 213-225). Routledge.
Hordern, J., 2015. Higher apprenticeships in England: professional and vocational formation.
International Journal of Training Research. 13(3). pp.174-193.
Kiss, T., 2017. Developing intercultural communicative competence: An example of the New
College English textbook series. Indonesian JELT. 12(1). pp.79-98.
Kozlowska, J., 2017, September. SERVITIZATION OF MANUFACTURING COMPANIES–A
PROPOSITION OF FACTORS FOR STEEPVL ANALYSIS. In Economic and Social
Development (Book of Proceedings), 23rd International Scientific Conference on
Economic and Social.(p. 619).
Preenen, P. T and et.al., 2017. Labour productivity and innovation performance: The
importance of internal labour flexibility practices. Economic and Industrial
Democracy. 38(2). pp.271-293.
Sánchez, M. A., Moral, M. D. L. P. and Ramoscelli, G. O., 2019. Activity-based costing in smart
and connected products production enterprises.
Spencer, H., 2017. The data of ethics. Routledge.