1.1. Explain the knowledge, skills, and behaviours required to be effective in an identified HR or L&D role
Jackie Orme, ex-chief executive of CIPD said: “The HR profession is changing. More will be required of the HR professional of the future, and today’s practitioners need to be equipped with the capabilities to meet these demands. Roles are more diverse, career paths more complicated and the capacity to impact on the strategic future of the business greater than ever before”
As part of the overhaul, the CIPD has introduced an HR Professional Map (HRMP), which will set out the new foundations for professional competency in HR and the criteria for new and revised CIPD qualification.
The map highlights 10 professional areas at four different levels and the eight key behaviours HR professionals need to operate. CIPD’s HRPM sets out the activities, knowledge ...view middle of the document...
Insights, strategies and solutions
* Building a picture
* Developing actionable insights
* Delivering situational HR solutions that stick
* Building capacity and capability
* Working with agility
* Personal leadership
* Leading others
* HR function design and service delivery
* HR resource planning and delivery
* Delivering value and performance in HR teams
* Managing HR budgets and finances
My chosen professional area is Employee relations.
The term “Employee relations” refers to a company’s efforts to manage relationships between employers and employees. An organisation with a good employee relations program provides fair and consistent treatment to all employees so they will be committed to their jobs and loyal to the company. Such programs also aim to prevent and resolve problems arising from situations at work.
Employment law: Strong understanding of or can access relevant current employment law and discrimination law if appropriate in local and international jurisdictions. Understands the role of legislation in progressing issues of diversity. Knows what the organisation needs to do to mitigate risk.
Employee relations: Employee relations issues and how their management can both positively and negatively impact the organisation's performance and culture.
Communications: How to develop an employee relations communications strategy and plan and what to include.
Supplier management: How quality employee safety and well-being programmes can be used to support and motivate employees and create value for the organisation.
HRMP 8 Behaviours sections describe the behaviours HR professionals need to carry out their activities. Each behaviour is described at four bands of professional competence. They are as follow:
1. Curious, 2. Decisive thinker, 3. Skilled influencer, 4. Personally credible, 5. Collaborative, 6. Driven to deliver, 7. Courage to challenge, 8. Role model.