Report: Self-Development as an Effective Human Resource Practitioner

This report provides a comprehensive overview of the skills and knowledge necessary for an HR practitioner to become effective. It begins with an introduction that sets the stage for the report, focusing on the CIPD Profession Map and the CPD Map. The report then delves into activities that a practitioner will undertake at either Band 1 or 2, including delivering services and information promptly, planning resources and talents, and demonstrating knowledge of the assessment process. It highlights the importance of client focus, cost-efficiency, and the use of data analytics. The report also details examples of knowledge an HR practitioner will be expected to show, such as personnel management and personal credibility, as well as the behaviors expected at either band 1 or 2. The report explores the significance of insights, strategy, solutions, and leading HR within the HR and L&D profession, discussing what was learned during the preparation for the project. The conclusion emphasizes the significance of continuous development, and the application of learned concepts and skills to foster professional growth and effectiveness in the field of human resources.

Running head: BECOMING AN EFFECTIVE HUMAN RESOURCE PRACTITIONER
How to Develop Yourself to Become Effective as a Human Resource Practitioner
Name
Institution

BECOMING AN EFFECTIVE HUMAN RESOURCE PRACTITIONER
Introduction
The report addresses and summarizes the CIPD Profession Map and the CPD Map. It
describes the ways to know the skills and knowledge expected to become a professional HR
practitioner, deliver timely HR services and to reflect on my practice and develop personally.
Activities that a Practitioner will Undertake at Either Band 1 or 2
Activity 1
The first activity involves the delivery of both service and information promptly. The
practitioner is expected to ensure a client-focus and excellent delivery of the HR services.
Throughout the whole employee development, the process needs to be exceptional and cost-
efficient. The organization must have significant analytics to allow improvements of the
businesses first. The practitioner needs to spend more time to give and manage data and give
facts to prove the efficiency and offer satisfaction.
For instance, following band one, it is essential for an HR practitioner to find out the
customer needs. It will work best to enquire the accurate requests and collect enough information
to know what is necessary. When the data is with you inform your manager to check on the
arising issues or complaints. Since there will be a need for guidance and support, the practitioner
needs to form service tactics. The existing technology can give useful and relevant content to
determine the solutions. So look forward to keeping a continuous service quality at all times for
all team.

BECOMING AN EFFECTIVE HUMAN RESOURCE PRACTITIONER
Activity 2
Concerning the role of HR manager, one needs to plan the resources and talents for the
organization to achieve the set objectives effectively. There should be the right resources,
competence, and expertise to attain instant and considered drives currently and future. The
essential areas should never get overlooked since the skills add importance to the customers. The
actions can get discussed with the managers and the applicants to get recruited.
Under band one, a practitioner needs to check the resource already acquired and
developed plans or approaches to managing the skills. There is an immediate need to gather and
order information concerning the recruits and possible gaps. The managers also need some
assistance to identify the capabilities required for work now and in the future. The HR
Practitioner has a role in putting more focus on support the client with direct and future issues.
Although, proper advice to the management and related problems an to the team members must
get solved.
Activity 3
Every professional HR needs to show precise knowledge of the assessment process and be
ready to give solutions. For this activity, an HR Practioner needs to know the organization’s
design. The professional should make sure the design is proper to provide maximum effects for
both short and long-term. Also, there is a need to act like a role model to grow the needs of the
business and attain the goals (Swailes 2013). The client, however, needs to get served with the
most flexible selections but with appropriate recommendations.

BECOMING AN EFFECTIVE HUMAN RESOURCE PRACTITIONER
Regarding the necessities in Band 1 of the HR Map, and looking at the behaviors here, an
HR Practioner must measure the current requirements and working models of the business. There
is a need to repeatedly search for the potential areas having effectiveness and developments as
per the design of the organization. You must be skilled in designing ways to collate data from
the structure, liabilities, and durations to offer support. The information should be handled
correctly, implemented and reviewed with the colleagues. From the provided analysis, describe
the best ways it will possibly impact the changes and planned investments. However, there is a
need to remain flexible with the discussed approaches and pay attention to the new ideas. With
all that, get into an agreement on the top way onward.
Examples of knowledge that an HR practitioner will be expected to show either at band 1
Due to the significant evolution in the HR industry, to solve the arising concerns on
professionalism, a practitioner must have some knowledge (Wooten 2001). From the initial
stages of the practice progress, personnel management is one of the particular requirements.
There is more precision given to the expectations and standards from the higher body of the
specialists. The know-how is enough to define an effective HR, and an organization can tell the
value the individual will add.
Secondly, an HR Practioner needs to be personally credible to help in developing and
implementing the detailed solutions. There is a need for adequate research to know the suitability
to each possible risk. In this manner, an individual can form capability and competence with
inspired professionalism. The organization becomes guaranteed of receiving effective ways to
handle arising matters.

BECOMING AN EFFECTIVE HUMAN RESOURCE PRACTITIONER
The HR practitioner also needs to remain collaborative with a continued interest on ways
to align with challenges to the business. The many specific organization's related activities would
require strategic handling with unique ideas. So a professional needs to contribute the to how to
overcome the challenges extensively to ensure the business expands (Boudreau and Cappelli
2015). In this situation, the managers will define what good practice means to productivity.
Many others have suggested that working together is functional to the in organizations to reach
its goal. The HR should manage across and upwards by supporting all organizations levels.
Behaviors that I Would Expect a Practitioner to Show at Either Band 1/2 in the Chosen
Area
Every organization needs an HR practitioner to know the HR theory as pointed out by
Ulrich (2013). The system supporting the work must be explained theoretically to bring positive
outcomes. Regardless of this, there is a necessity for some of the reasoning during the daily
operations to achieve the goals. One of the actions an HR practitioner needs is to be a skilled
influencer (Stewart, 2003). The HR professional needs to show the capacity to impact and
acquire the required assurance and support from different investors to reach the value. Secondly,
the individual needs to be very curious and has a focus on the future. By being highly speculative
and flexible, you must find the developing and advanced ways to gain worth to the business.
Additionally, one should have the self-motivation to deliver as expected by the company. So
there is a need to show willpower, inventiveness, and drive to produce the quality results to the
entire organization and the team (Wooten, 2001).

BECOMING AN EFFECTIVE HUMAN RESOURCE PRACTITIONER
Why Insights, Strategy, Solutions and Leading HR Sit At The Heart Of HR And L & D
Profession
A look at the insights, strategy and leading HR are relevant to all practitioners (Evetts,
2013). Firstly, the three when given priority and made around a deep understanding of an
organization's needs will be useful to the job role. The activities here creates a clear picture of
what revolves around the business and outside. Therefore the practitioner can analyze ways to
make sure they add to proper performance. Such a professional area reinforces the idea the job is
realistic to business discipline and bring what is needed to improve relevant insights (Wong,
2014).
What I learned during module one as I prepared for the project
One of the things I learned as I prepared for the project is enhancing my relations with
team members. I was able to grow my career considerably and had an understanding of the
employment laws and relationships. I learned about the CIPD profession map and its need of the
knowledge areas of the HR personnel. The CPD is necessary to help in advancing from one HR
position to the managerial position. The other thing is the employee and employer relations
importance. The sound knowledge here will help me transition well to the more senior position.

BECOMING AN EFFECTIVE HUMAN RESOURCE PRACTITIONER
References
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Evetts, J. (2013). The Sociological Analysis Of Professionalism: Occupational Change In The
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