HRM/D Role Effectiveness: Organisation Understanding & HR Competencies

This assignment focuses on understanding organizations and the critical role of Human Resources, particularly in the context of developing effective HR and Learning & Development (L&D) practitioners. It emphasizes the importance of the CIPD profession map, which outlines the knowledge, skills, and behaviors necessary for HR professionals. The assignment highlights key professional areas such as strategies, insights, solutions, and leading/managing the HR function, alongside essential behaviors like being curious, decisive, influential, and collaborative. It also discusses the significance of employee engagement and learning & development programs in building organizational capabilities. The author reflects on their role as an HR administrator, demonstrating an understanding of different competency bands and striving for professional development by aligning with the outlined roles and behaviors. The report concludes by referencing relevant literature that supports the discussed concepts and practices in HRM.

Understanding Organisations & the Role of Human Resources
Summative Assessment (40552/05)
Developing yourself as an Effective
HR/L&D Practitioner

Task
Human resource managers are responsible for planning, directing and coordinating the
administrative efforts in the organisation. They strategize and plans for the need of the
Human resources in an organisation and serves as a link between the organisation and the
employees working there (Ulrich, et. al., 2013).
The CIPD map which was developed in the first part of the assignment shows clearly the
comprehensive view of the HR values in the organisation, professional areas, behaviours and
various insights which shows how Human resource managers can apply these for effective
operations in the organisations (Davies, 2017). As per the given CIPD map, the knowledge,
skills and behaviours which are required to be effective in the HRM/D role includes 8
professional areas and 8 behaviours which identify how professionals are required to carry
out their activities and help in bringing success to the organisation. All these, when
combined, fall into the insights, strategies and solutions which helps in the leading HR
solutions. An HR professional has to showcase some of the skills regardless the level of
position on an organisation and size of organisation. An HR manager has to perform
employee engagement so that the connection between the employees and the organisation can
be strengthened. Like this, more contribution is made towards organisational objectives. It is
also a core indicator of excellent leadership and better management of the operations. HRM
is also about building individual and organisational capabilities through Learning and
development programs in an organisation so that the present strategic requirements of the
organisation can be fulfilled. It also sets up a learning culture in an organisation (Rafiei and
Davari, 2015)
There are 8 behaviours which shows the way to carry out activities in an organisation. It
guides an individual in an organisation regarding the behaviours which need to be showcased
in an organisation. These behaviours include Curious, decisive thinker, skilled influencer,
personally credible, collaborative, driven to deliver, courage to challenge and being a role
model. There are 4 bands and transitions which shows the stages of development. The main
motive of this profession map is to highlight the professional areas in the different bands of
competency and key behaviours which shows how professionals are required to operate
(Moran, 2013).

I am an HR administrator in a multinational company and being at this role, I would say that I
am in Band one where I support my colleagues and administer other processes. I also try to
manage the available information and make it oriented towards customers. In some of the
situations I also manages the HR related issues related to different teams which puts me in
Band two. I also try to develop myself with the development of teams and employees. This
helps me in being competent to move towards Band 3. I try to focus on the key areas by
following the given roles and behaviours which enhances my performance. Like this, I
support the development of organisation and deliver the expected performance and assistance
out of me.

References
Davies, J., 2017. CIPD's profession for the future project and its implications for the HRD
curriculum in UK universities.
Moran, M., 2013. HR needs to harness curiosity. Available from
http://www.hrmagazine.co.uk/article-details/hr-needs-to-harness-curiosity [Accessed on 9
May 2018].
Rafiei, N. and Davari, F., 2015. The Role of Human Resources Management on Enhancing
the Teaching Skills of Faculty Members. Materia socio-medica, 27(1), p.35.
Ulrich, D., Younger, J., Brockbank, W. and Ulrich, M.D., 2013. The state of the HR
profession. Human Resource Management, 52(3), pp.457-471.