Developing HR Skills: Self-Reflection, CIPD Mapping, and Skills Audit

This report reflects on the existing skills and knowledge of an HR practitioner, assessed against the CIPD (Chartered Institute of Personnel and Development) professional map, which encompasses core knowledge, core behavior, and specialist knowledge. The report details the HR practitioner's learning and development through digital skills acquisition, assessment skills, team working capabilities, legal knowledge enhancement, intercultural skills development, governance understanding, flexibility adoption, accountability recognition, and mentoring abilities. It includes a skills audit identifying strengths and weaknesses in areas such as relationship building, focus maintenance, data management, service delivery, performance management, and technical skills. The conclusion emphasizes the importance of aligning HR practices with CIPD values for effective decision-making and workforce management, referencing relevant academic literature to support the analysis.

HR
(Assessment 2)

INTRODUCTION
HR practitioners are the persons that are learning and developing themselves as an HR
professionals by practising the different activities of the HR roles. For an HR practitioner there
is requirement of different skills, knowledge, behaviour that make a person a effective HR
professional (Tosey and Marshall, 2017). In order to improve the skills and knowledge, as per
the changing business environment the HR practising must self reflect Its skills using CIPD
mapping. The report will cover the reflection on existing skills and knowledge as an HR
practitioner and assessed the skills and knowledge as per the CIPD map. The report also contains
the skill audit and PDP.
Main Body
The HR practitioner is the key role of managing the activities related to the human
resource of the organisation. As an HR practitioner I have realized that in order to operate the
activities of an HR effectively their is the key requirement of some effective knowledge, skills
and attributes that helps an HR practitioner to act professionally and ethically. There is the CIPD
map that will help me in analysing my existing coherent skills, knowledge and attributes as an
HR professional. The CIPD map reflects the evolving role of HR practitioner and professional in
the upcoming years (Harrison and et. al., 2021). The range of CIPD professional Map incur some
international standards for the HR professionals that will useful in defining the exemplary
standards of human resources, develop capabilities and analyse the areas of the improvement and
success. As per the new CIPD professional mapping the HR professionals must focus on value
based decision making rather generic best practices. As per the three range of the CIPD map that
is core knowledge, core behaviour and specialist knowledge my existing skills, knowledge and
attributes as an HR practitioner are discussed below:
Weeks What did I
learn
Skills and knowledge Reflection on
skills and
knowledge
Development of skills
and knowledge
Week
1
Digital skills As an HR practitioner
I have key skills of
digital working as I
have core knowledge
During the
different topics I
have analysed that
I contain digital
I am able to operate the
digital HRM software's
and other digital data
recording of the
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of the technical areas
of the human resource
management.
working skills to
great extent.
employees as per my
own capability and
knowledge. This exiting
skills is highly useful to
me in meeting the needs
of current digital area
(Greasley and Thomas,
2020) .
Week
2
Assessment
skills
As an HR
practitioners I
currently posses the
skill of assessing the
capabilities and
knowledge of the
employees of the
organisation
This is useful to
me in analysing
their skills gaps
and also to build
their skill audit for
the future
improvement.
Currently I am able to
analyse the current and
future capability needs
of the other other
employees as an HR
practitioner.
Week
3
Team working
skills
As an HR practitioner
currently as per my
self analysis I have
team working skills as
I am able to perform
as team member and
also has a skill of
working effectively
with the team.
I have a skill of
developing the
team developing
team relationship
for the conflict
free team working.
Also I have skills
as team work to
enhance the
performance of
each member of
the teams.
There is need for
developing these skills
so that I am able to
improve team synergy
while in a group setting.
Week
4
Legal
Knowledge
As an HR practitioner
currently I have a
I have knowledge
of the policies,
There is need for
development in this
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deep knowledge about
the HR policies,
employment laws,
regulations and work
related legal rules and
regulations (Page-
Tickell and et. al.,
2021).
rules, regulations
and laws related to
the employment
and work place
people practice
which enable me
to ensure that
people activities
and practices are
compliant with
legal rules.
area so that I am able to
understand the regional
specificities associated
with different laws and
develop understanding
of legal technology to
improve efficiency in
legal matters.
Week
5
Intercultural
skills
I also have the
knowledge of the
culture of the
organisation and how
to develop and
positive
organisational culture
and why it is
important.
As per the CIPD
map at the
associate level I
have knowledge
about the what
positive culture
looks like and how
different
approaches are
used to develop an
effective and
positive culture. I
also have
knowledge of how
to align the
peoples efforts and
practices as per the
organisational
culture.
There is area for
improvement in case of
enhancing intercultural
communication which
will help me enhance
HR practitioner
performance.
Week Governance I also have a Currently as an I need to improve y
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6 knowledge knowledge of the
what role the
government places in
an organisation. What
is the purpose of the
governance in the
organisation and what
structure the company
should have as per
their offering.
HR practitioner I
posses the deep
knowledge about
the how
governance
influence the
shape and size of
the business
(Mcdonnell and
Sikander, 2017).
governance knowledge
by understanding
models of governance
and changes in
governance practices.
Week
7
Flexibility
skills
As an HR practitioner
I have a quality of
flexibility as I can
work in any type of
environment.
I have attribute of
adapting different
ways of working
such as hybrid,
remote and work-
based working
also I have quality
of improving the
other people
performance and
engagement in the
hybrid and remote
working.
There is not much space
for improvement in this
area as I am able to
find strategic
opportunities to
enhance the peoples
working during work
from home.
Week
8
Accountability
skills
I have attribute of
accountability as I am
highly open to
recognise my
mistakes and accept it
(van den Berg,
Stander and van der
Vaart, 2020).
This skill of mine
help me to become
better person and
also gain respect
as an HR
practitioner when
contribute to
putting the things
This also help other to
gain encouragement and
ownership of their own
actions and encourage
learning.
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at the right place.
Week
9
Mentoring
skills
I have an attribute of
supporting , guiding,
mentoring the other
people in order to
develop best of their
performance at
workplace.
I also empathise
with others. In
order to treat them
fairly and make
them feel
compassionate
about work.
There is not scope for
improvement in this
area as I am able to
create appositive
working environment as
an HR practitioner.
Assessment of your existing knowledge, skills and attributes against knowledge, skills, and
attributes you need to become HR practitioner.
After assessing the above existing skills, knowledge and attributes with the required knowledge
skills and attributes as an HR practitioner with the help of CIPD professional mapping the
strengths and weaknesses are demonstrated below:
List
EXISTING
SKILLS and
attributes
across the
full range of
CIPD skills
and
knowledge
(in relation
to the six
areas noted
below)
List REQUIRED
SKILLS aligned
with CIPD
requirements and
transitions
Assess THE GAP BETWEEN
EXISTING SKILLS AND
REQUIRED SKILLS
Activities to be
undertaken
Relationship
with client:
The required skill in
this area as per
CIPD requirements
and transition is
development of
emotional
In case of intercultural skills,
my intercultural skills are
effective The main skill gap is
related to low emotional
intelligence.
The main activity which
needs to be undertaken
to enhance emotional
intelligence is to
understand cultural
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intelligence and
enhancing
intercultural skills
in order to maintain
positive relation
with the client.
differences.
Focus of
activity
It is important to
develop discipline
and time
management skills
in order to maintain
focus on the
activity. This will
help me maintain
focus on the HR
practitioner activity.
The main skill gap in this case
is lack of time management
skills. I need to develop these
skills in order to censure that
focus is on the activity at hand
and objectives are completed
accordingly.
I will learn about 4-d
time management tool
and self-management
techniques in order to
maintain focus on
activity and learn various
topics.
Where time
is spent
Time will be spent
handling and
managing data,
providing necessary
information and
processing
deliveries for the
business as per
CIPD requirements
and transitions.
The skill gap in case of this
area is lack of data management
skills and subpar processing
skills. This is essential for
covering listed CIPD skills as it
helps ensure that time is
effecitvelly managed and HR
practitioner tasks are
completed.
In order to ensure that
the skill gap related to
data management skills
is eliminated, the activity
I will be undertaking is
learning about various
data management models
and tools to enhance
knowledge. In addition
to this improvement in
analytical skills through
curtail thinking.
Service to The services to the For the effective HR In order to develop this I
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the client client are provided
by giving them
positive
environment and
completing
administrative role
effectively.
professional I must contain the
following attributes such as
state my opinions clearly,
provide timely information,
initiate purposeful relationship
and conversation, consider well
being of others, show
sensitivity and respect to others,
be calm and peaceful,
motivating and goals oriented.
These attributes will help me
provide effective service to
client.
need to initiate self-
management and self-
improvement so that
these attributes can be
developed.
Measures: It is important to
execute various
practitioner
activities effectively
so that I am able to
provide client high
satisfaction and
silently run HR
activities in
background.
The main skill gap in this case
are my ineffective performance
management skills. in order to
become good HR professional
such as performance
engagement skills, coaching,
learning and development skills
are essential.
In order to develop this
skill I will be learning
about performance
management models and
enhancing my
engagement and
mentoring skills.
Relative skill
balance -
Behaviours :
technical
The ratio of
behavioural and
technical skills is
30:70 as per CIPD
requirements.
I have low technical knowledge
in field of , ethical practices of
the HR, employee life cycle,
employee diversity and
workforce planning.
The activity for
improving this is to take
online courses for HR
practioner.
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CONCLUSION
It is concluded from the above reflection that for an HR practitioner it is very important
to have certain skills, knowledge, behaviour as the core values as per the CIPD mapping. It is
understood that for an HR professional or practitioner the values are the most important things in
order to have effective decision mapping. The HR professional that has all the three level of core
behaviour, knowledge and specialist knowledge will become an effective HR professional and
will able to manage the workforce of the organisations effectively with values and believes in
each decision.
References:
Books and Journals
Tosey, P. and Marshall, J., 2017. The demise of inquiry-based HRD programmes in the UK:
Implications for the field. Human Resource Development International, 20(5), pp.393-
402.
Harrison, P and et. al., 2021. HRD professional education provision in the UK: past, present and
future. Human Resource Development International, 24(2), pp.200-218.
Greasley, K. and Thomas, P., 2020. HR analytics: The onto‐epistemology and politics of
metricised HRM. Human Resource Management Journal, 30(4), pp.494-507.
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Page-Tickell, R and et. al., 2021. Developing praxis through active blended learning and
authentic assessment. Organisation Studies and Human Resource Management: An
Educator's Handbook.
Mcdonnell, L. and Sikander, A., 2017. Skills and competencies for the contemporary human
resource practitioner: a synthesis of the academic, industry and employers'
perspectives. The Journal of Developing Areas, 51(1), pp.83-101.
van den Berg, M.J., Stander, M.W. and van der Vaart, L., 2020. An exploration of key human
resource practitioner competencies in a digitally transformed organisation. SA Journal
of Human Resource Management, 18, p.13.
Wall, T., 2017. A manifesto for higher education, skills and work-based learning: through the
lens of the manifesto for work. Higher Education, Skills and Work-Based Learning.
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