Human Resource Report: Skills, Behaviors, and Professional Map

This report provides an analysis of human resource skills, behaviors, and professional development. It begins by outlining the author's current role as an initial assessor and their aspirations to advance within the human resource field. The report then delves into the key behavioral traits required for the role, such as curiosity and critical thinking. It also discusses the author's current stage of development, professional areas of interest, and strengths, including decisive thinking and personal credibility. Furthermore, the report identifies areas for improvement, such as the courage to challenge and curiosity. It also highlights the author's HR-related skills and knowledge, including effective communication and training delivery. Finally, the report references key academic sources that support the analysis.

Running Head: HUMAN RESOURCE 1
Human Resource
Name of the student
University affiliate
Date
1

Human Resource 2
HR Professional map
The Human Resource Professional map is a document that arrays information on the
social roles, responsibilities and activities of human resource experts all levels of their
occupation (In Stewart & Cureton, 2014). The map encompasses ten aspects on their profession,
eight behavioral issues and four stages of transition from the lower level to the most senior
positions. This document is versatile to all human resource experts from all around the world and
in all types of organizations.
Role and band
I currently work as an initial assessor in a refugee and migrant center in Great Britain and
as well assist in various roles in the human resource department. Some of the behavioral areas
that I need to embrace to carry out my activities as the human resource assistant are curious, a
critical thinker, an accomplished influencer, credible, cooperative, determined to deliver, the
courage to contest and be a role model (Armstrong & Taylor, 2017). I am in the level one stage
where I provide support to the existing experts in this field. However, I am in the process of
learning since I feature myself in the highest level as an executive.
I do not have a senior role in the most human resource processes but, I provide customers
with service related information. I would like to be involved in the process of organizational
development, resourcing and talent planning areas of profession since both are involved in the
success and future of the organization.
My Professional Area
1. Organization development- to ensure that the organization has a dedicated and loyal set
of staff to ensure that organizational objectives are achieved (Sanghi, 2016).
2. Learning and development - where all the people in the organization possess and develop
their skills, knowledge, and expertise to achieve the overall ambitions of the organization
(In Carbery & In Cross, 2015).
Core professional area

Human Resource 3
1. Leading HR – this is where a leader is supposed to lead from example. This can be
achieved through effective communication through all levels of management and
motivation.
My strength behaviors
1) Decisive thinker - I can analyze and disseminate information quickly, use insight and
knowledge to make informed decisions and in problem-solving. also strive to deliver
excellence through determination, creativity and focus.
2) Personally credible – I build and deliver expertise and professionalism through bringing
in value to the organization. I am conversant with the human resources roles and
responsibilities and come up with ideas that improve the organization.
My development behaviors
1) Courage to challenge – I tend to walk away and avoid confrontational conversations in
any given circumstance and always shy away from being questioned especially by my
seniors.
2) Curious – many times, I take the information given to me at face value and do not
question areas that I need clarity.
HR skills and knowledge
I possess some of the HR related skills and knowledge in the area of training delivery. I
communicate effectively in such a way that I can express ideas well.

Human Resource 4
References
Armstrong, M., & Taylor, S. (2017). Armstrong's handbook of human resource management
practice. New York: Kogan Page.
In Carbery, R., & In Cross, C. (2015). Human resource development: A concise introduction.
In Stewart, J., & In Cureton, P. (2014). Designing, delivering and evaluating learning and
development: Essentials in practice.
Sanghi, S. (2016). The Handbook of Competency Mapping: Understanding, Designing and
Implementing Competency Models in Organizations. New Delhi: SAGE Publications.