Self-Development as Effective HR Learner: HR Report Analysis

This report provides a comprehensive analysis of self-development within the Human Resources field, focusing on the role of a recruitment officer. It begins by summarizing the CIPD Profession Map, including its core and specialist areas, the four bands, and associated behaviors. The report then delves into two relevant core professional areas: learning and development, and organizational development. The second part of the report outlines how an HR practitioner can ensure timely and effective service delivery, considering customer needs (internal and external), effective communication strategies (emails, face-to-face sessions, memos, and calls), and effective service delivery methods. The report incorporates the Stephen Covey time management matrix to prioritize tasks and manage time effectively. The report concludes with a self-assessment against the CIPD Profession Map and the importance of Continuous Professional Development (CPD) for HR professionals.

Running head: HUMAN RESOURCE MANAGEMENT
Self-development as an effective human resource learner
Name of the student:
Name of the university:
Author note:

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Table of contents
Activity 1....................................................................................................................................2
Two core professional areas...................................................................................................2
Eight specialist professional areas.........................................................................................3
Four bands and eight behaviours............................................................................................5
Comment on activities and knowledge..................................................................................5
Activity 2....................................................................................................................................5
Customers...............................................................................................................................5
Needs of the identified internal customers.............................................................................6
Needs of the identified external customers............................................................................6
Stephen covey time management matrix...............................................................................6
Effective communication.......................................................................................................7
Effective service delivery.......................................................................................................8
Activity 3..................................................................................................................................10
Plan.......................................................................................................................................10
Importance of CPD..............................................................................................................12
References................................................................................................................................13

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Activity 1
HR profession map
Fig: HR professional map
(Source: Cipd.co.uk 2019)
Two core professional areas
According to the HR professional map, core professional areas are organization
design, organization development, resource and talent planning, learning and development,
performance and rewards, employee engagement, employee relations, service delivery and
information among others. As the job role specified in this context is the recruitment officer,
therefore, two core professional areas, which are relevant are learning and development and
organizational development.

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Eight specialist professional areas
HR can develop competence in the areas of organizational design, resource and talent
planning, learning and development, rewards and recognition, employee engagement,
employee relations and service delivery and information for achieving growth and
development (Cipd.co.uk 2019). Herein lays the importance of behaviours, which reflects the
approach of the HR managers towards the efficient execution of the business operations.
 Organizational design- The administrative personnel, that is, the HR managers
ensures that realistic and achievable objectives are developed for altering the
dynamics of the workplace. Segregation of the goals and objectives into short and
long terms adds focus into the operations. Performance management systems are
adopted for managing the proposed changes according to the identified objectives. In
this, mention can be made of the business canvas model, which helps in upgrading the
standards and quality of the business operations (Blaschke and Hase 2016).
 Organizational development- This involves quality assurance regarding the capability
of the workforce towards delivering the operations according to the formulated
strategies. This approach is essential in terms of preserving the workplace culture.
Following the structure of developing strategy- assessing organizational capability-
building OD interventions-managing change is an agent towards promoting the
growth of the organization.
 Resource and talent planning- HR manager is entrusted with the responsibility to
select prospective candidates through job advertisements. Providing appropriate
balance of resource is fruitful in terms of catering to the needs, demands and
requirements of the strategy formed. In this, Rana, Ardichvili and Polesello, (2016) is
of the view that the focus is on talent acquisition, talent management strategy and

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plans. Audits and meetings are conducted for ensuring whether the delivery is being
done according to the plans and programs.
 Learning and development- The newly recruited candidates are engaged in the
learning and development programs for enhancing their awareness about the programs
and policies related to the business operations. Plans are created for developing the
training programs. Within this, effective solutions are crafted for delivering quality
services to the candidates. Focus is placed on talent management and leadership
development of the candidates. Butler, Schnellert and Perry (2017) opines that
evaluation is performed for mapping the learning impact on the professional and
personal career of the candidates.
 Rewards and recognition- Rewards also accompany strategic development, where
requirements of diversity and compliance is identified. After this, the pay and reward
practices are implemented according to the plans. The implemented programs are
communicated to the candidates for averting communication gaps.
 Employee engagement- HR manager is to introduce programs in which the employees
can be engaged. As per the arguments of Hughes and Byrd (2017), these programs
differ in their range and intensity, participation in which upgrades the personal and
professional development of the employees.
 Employee relations- The companies and organizations need to possess flexible supply
chain network for strengthening the relationship with the employees. For this, an
effective means of communication channel needs to be selected.
 Service delivery and information- It is the prime duty of the HR manager to ensure
that the information delivered to the customers is accurate, efficient, cost-effective
and is delivered within the stipulated time (Song and Bonk 2016).

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Four bands and eight behaviours
The professional map is created through the four bands, which helps the individuals in
planning the developmental activities. As a matter of specification, the four bands focus on
the areas of:
 Relation with the clients and the HR professional
 Activities performed by the HR
 Time devoted by the HR in executing the operations
 Services provided to the clients by the HR
 Measurement of the contribution and achievement of success
There are certain challenges while transiting from one band to the other for attaining
the career development. In this, Brockett and Hiemstra (2018) argue that the individuals
need to question themselves about the time spent on the activities and new skills, which
needs to be acquired for enhancing the standards and quality of the performance.
Comment on activities and knowledge
As my role is that of the recruitment officer, therefore, I would select resourcing and
talent planning from Band 2. This is in terms of planning such programs, which would
build the necessary skills within the employees. I think strategy formulation for the resource
distribution and allocation needs to be strong for providing a safe and comfortable workplace
to the candidates. Ahmed et al. (2016) opine that meetings with the board panel would be
fruitful for developing curriculums regarding organizing training programs for the candidates.
Activity 2
Customers
The HR manager plays a vital role in ensuring that the services delivered to the clients
and the customers are exact, authentic and within the stipulated time. This is to be done by
adhering to integrated structures and procedures. Within this, mention can be made of needs

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analysis for the customers, which helps in organizing the activities according to the plans. In
case of the recruitment officer, segregating the customers into internal and external is a wise
step. The internal customers are employees, department personnel, internal trainers,
management personnel and owners (Cunningham 2017). On the contrary, the external
customers are suppliers, job seekers, universities, government agencies and others.
Needs of the identified internal customers
In case of the department personnel, the recruitment officer should cater to the needs
of documents and data consisting of the personal information of the candidates. For the
management personnel, the recruitment officer needs to cater to the needs of annual reports
and advices from the board panel and experts, which would be effective in taking decisions
regarding recruiting the prospective candidates. For the owners, the recruitment officer needs
to bear in mind the essential documents are the statistical data regarding the performance of
the company (Volz-Peacock, Carson and Marquardt 2016).
Needs of the identified external customers
For the government agencies, the essential needs are benchmarks, which the
companies and organizations needs to adhere for executing the recruitment and selection
programs. Recruitment officer can indulge in communication with the university
Department personnel Managers Owners
Need- Documents and data
related to personal
information of the
candidates shortlisted for
interview
Need- Annual reports,
signed approval from the
Board for advancing with
the implementation of the
strategies
Need- Statistics regarding
the candidates enrolled for
interview in the previous
year as compared to the
present year.

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administrative personnel for gaining an insight into the internship programs offered by the
universities. In case of the job seekers, the need revolves around exact information about the
posts (Ahmed et al. 2016).
Stephen covey time management matrix
The HR manager can use Stephen covey time management matrix to ensure that the
operations are executed within the stipulated time.
Urgent Not urgent
Important Quadrant 1
 Crisis
 Pressing problems
 Projects consisting
deadlines
Quadrant 2
 Relationship
building
 Unleashing new
opportunities
 Long term planning
 Personal growth
Not important Quadrant 3
 Interruptions
 Emails, calls and
meetings
 Popular activities
 Pressing matters
Quadrant 4
 Busy schedule
 Time wasters
 Some calls and email
 Pleasant activities
Table 1: Stephen covey time management matrix
(Source: Song and Bonk 2016)
Effective communication
Emails One to one sessions Memos
 Improves stability in  Ethical  Specific

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the relationship
 Clear and concise
communication
 Junk mails delay the
process of receiving
the fresh mails
 Acts as a platform
for improving the
communication
skills of the
employees
 Rapid decision-
making
 Negative answers
make the process
time-consuming
 Helps in getting
brainstorming
solutions to the
problems
 Takes lesser time
than emails
The clients and the customers can be contacted through the communication channels
like emails, meetings, face to face sessions, memos and calls. The recruitment officer needs
to bear in mind that there are several advantages and disadvantages, which needs to be
mapped for achieving the organizational growth. If the candidates are contacted through
emails, the stability in the relationship can be enhanced. Clear and concise communication
would be apt for disseminating the information to the candidates. If junk mails accumulate,
there would be delay in receiving the fresh mails. Therefore, Butler, Schnellert and Perry
(2017) points out that the recruitment officer needs to adopt modern software, then these
delays can be averted. On the other hand, if face to face sessions are conducted, the
candidates can get the assurance that their responses would not be leaked or used for
commercial purposes.
Discussions would be generated through the one to one sessions, leading to
brainstorming solutions for conducting the recruitment and selection of the candidates. This
process would be fruitful in terms of improving the communication skills of the candidates.

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The mode of communication used reflects the body language of the candidates, which is
necessary for assessing the capability of the candidates to deal with challenging and enduring
ambience (Blaschke and Hase 2016). Through communications, the recruitment officer can
assess whether the candidates can take quick decisions on the proposed issues. On the other
hand, if wrong answers are disseminated by the candidates in the sessions, then decision
making becomes difficult, as it is a distraction. This negativity makes the process time-
consuming delaying the process of undertaking crucial decisions for recruiting the candidates.
Memos are specific, as it takes time for the candidates to respond to the proposed
questions. Along with this, it is shorter than emails, as it consists only the information to be
disseminated to the receiver. Secret confidential records of the personal information of the
candidates are maintained in terms of averting leakages. Rationality and consciousness in this
direction would be crucial for the recruitment officer to gain loyalty, trust and dependence
from the clients and the customers. On the other hand, Rana, Ardichvili and Polesello, (2016)
states that calls would be faster mode of communication, as it takes lesser time to disseminate
the information to the candidates. It does not require any documents, which nullifies the
chance of forgetting the answers. Apart from this, it is a cost effective means of
communication. If there is no clarity, misunderstanding can generate, which aggravates the
complexities in the recruitment and selection process.
Effective service delivery
Providing clear information to the clients and the customers is one of an effective
signs, indicating effective service delivery. This clarity reduces the doubts, which the
customers can have during the process of availing the services. Within this, Hughes and Byrd
(2017) mentions that delivering information regarding the latest policies. Systematic
approach towards this direction is one of the typical exemplars of good practice. Follow-up
on the provided services would assist the recruitment officer to assess the extent to which the

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service matches with the generated utility value. Reference can be cited of the IT support,
which helps in gaining competence to the latest and modern technologies.
Delivering the service on time helps in averting delays in completing the selection and
recruitment process. Ethical code of conduct is apt for dealing with the difficult customers.
Typical example of this lies in patiently dealing with the clients and customers, who are
difficult to handle. In this, Brocket and Hiemstra (2018) propose that the recruitment officer
needs to take initiative towards making himself approachable for achieving trust, loyalty and
dependence from the candidates. This can be done by establishing Redressal Forums, so that
the candidates can resolve the complaints. In this, good practice means involving the
statutory bodies of law for executing the tasks in a legal manner.
Budget would be a vital document for the recruitment officer to organise training
program for the candidates. Timely budget creation would be fruitful for accumulating the
essential documents within the stipulated time as well as gain awareness about the expenses
on the additional materials if needed. In this, time management is an essential doctrine.
Herein Cunningham (2017) highlights the appropriateness of Stephen covey time
management matrix, which would enhance the awareness of the recruitment officer regarding
the tasks to be completed on a priority basis. Typical example of this is resolving the
complaints regarding inadequate access to the information on social media, which needs to be
resolved immediately, so that the candidates can access information from the social media
regarding the recruitment policies, terms and conditions.
Activity 3
Strengths
1. Good communication skills
2. Effective time management skills.
Weaknesses
1. Lack of self-confidence
Opportunities Threats

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1. Setting routines
2. Undertaking challenging tasks
1. Failure to complete tasks within the
stipulated time
I think I need to develop my personality for upgrading the approach towards the
candidates. In this, focus would be placed on learning and development activities. Along with
this, mention can be made of resourcing and talent planning, which also needs to be uplifted
for unleashing the talents of the candidates. Systematic planning would be crucial for altering
the perspectives towards executing the band 2 activities. My plans regarding enhancing the
communication skills is strong, however, I need to cater to the fact that the information,
which I would disseminate to the candidates would be clear and easily understood. I think I
possess strong and flexible thinking skills, which is beneficial in terms of taking decisions
regarding selecting the rightful candidates.
I feel lack of confidence is one of my greatest weakness, which aggravates the
complexities in dealing with the difficult clients and the customers. Therefore, getting
admitted in the personality development courses would be effective for altering the
personality by modifying the body language.
Plan
Need Methods to
fulfil the
need
Materials
needs
Persons
involved
Time Remarks
Increasing self-
confidence
Undertaking
challenging
and
enduring
tasks
Participating
in wide
ranging
projects
Supervisors 1 month Challenging
and
enduring
tasks would
be effective
for