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Developing Yourself As An Effective Practitioner

2305 words - 10 pages

Assignment 1: Developing Yourself as an Effective Practitioner.

Neal Roleston

Activity A.

Briefly summarise the HR Profession Map:

The HR Profession Map is available on the CIPD website and enables CIPD members to carry out a self assessment online and receive expert advice and guidance, in turn helping them to reach their professional goals. It was developed after extensive research amongst HR Professionals and enables people to benchmark themselves against the findings. The map will constantly evolve, keeping it relevant to the changing needs of the HR Profession.

The map is broken into 4 main sections:

1. Core Professional Areas – ...view middle of the document...

Comment on the activities and knowledge specified within any 1 professional area, at either band 1 or band 2, identifying those you consider most essential to your own (or other identified) HR role:

The Professional Area I have chosen is Resourcing and Talent Planning as a major part of my job is dealing with recruitment for both my division and I am often called on by other areas of the business to help as I specialise in bulk recruitment. This is an area that I would like to develop further.

Having completed the assessments on the online HR Map it has placed me as a Band 2.

There are 2 areas that I am particularly interested in, Assessment and Selection and Induction as I come from a training background.

Assessment and Selection:

1. Ensure all internal and external interviewers and assessors are competent and fully trained in the chosen approach, including those sourced from third parties.

In this area I could development a training programme that all interviewers and assessors would have to undertake before being able to take part in recruitment events. The training could be both a mix of soft skills and practical work to develop role-playing and interview techniques. I would also require everyone to pass a practical assessment at the end.

2. Develop and deliver assessment and selection processes to enable the organisation to make informed choices about candidates based on a full range of information.

In this area I would have to evaluate what we needed to assess at the interview. What will the person be doing and what skills would we need to assess. For example in our Customer Service Centre we would need to assess the following: IT Skills, Numeracy, Telephone Skills, Customer Service Skills and a Competency Based Interview to assess a ‘fit’ into out business. I could also investigate the possibility of Psychometric Testing based on our best employees to ensure that we are recruiting the right people.


3. Deliver, coach and train managers, new starters and transitioning employees in the chosen induction approach. Deliver elements of the induction directly, e.g. introduction to the business strategy.

Induction is invaluable in any organisation and it is vital to new employees to feel that they are part of the company that they are joining and are prepared for the job ahead giving them to best possible start in their new career with the best possible chance to succeed.

Putting together a comprehensive induction incorporating Company Values, Service Standards, Soft Skills and practical skills. I would also include regular assessments to test for understanding and some sort of accreditation at the end before they join the live environment. There would also need to be some sort of support available to them during their probation period whether it is in the form of regular 1-1’s or a mentor that works closely worth them during this time but it would need to be structured and followed...

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