Activity 1 4l2j5c
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Miranda Rasmussen
Tuesday Evening
4DEP
ACTIVITY 1. Understanding the knowledge, skills, and behaviours required to be an effective HR practitioner. 1.1 1.2
Summarise the HRPM. Explain the knowledge skills and behaviours required to be effective
in an identified HR role (band 1 or band 2). In this assessment I will briefly summarise the HRPM map, which is providing to be a powerful tool where I could find the standards for HR professionals. The CIPD Map is a universal platform for the HR professional, which describes what you need to do, what you need to know and how to do it. It is a circle, where we can see the three main sections, professional areas, behaviours and bands of professional competence. There are 10 professional areas. At the centre of the circle, we can see the core professional areas, ISS (insights, strategy and solutions) and LEADING HR. Both are applicable to all HR professionals, regardless of role, location or stage of career. Remaining we have the eight professional areas: 1. 2. 3. 4. 5. 6. 7. 8.
Organisation design Organisation development Resourcing and talent planning Learning and development Performance and reward Employee engagement Employee relations Service delivery and information
For each particular area, the Map describes what you need to do and what you need to know at four bands of professional competence, as well as outlining the predominant behaviours that you need to exhibit when carrying out the activities. The behaviours give insight to how to carry out activities in more detail. Each behaviour is also divided into four bands of professional competence. There are:
Decisive thinker Skilled influencer Personally credible Collaborative Driven to deliver Courage to challenge Role model Curious The four bands of professional competence define the contribution that each professional makes at every stage of his or her career. It is a helpful tool because Ana Belen Canuria Atienza
Página 1
Miranda Rasmussen
Tuesday Evening
4DEP
to give a clear pathway and focus on your development planning and activities in my HR teams. I.
II. III. IV.
Band 1, this is the start of HR career as a role with colleagues and effectively manage data and information. To ask questions to explore and understand for developing the focus of activity and the service to the client Band 2, we will advise and manage the single person or team issues. We have to understand issues and analyze them to get the perfect solution. Band 3, this is for a consultant, co-operate partner. They need to lead the professional area. Band 4, this is for a person who leads and manage a professional area and the organization. They are responsible for developing organizational HR strategy
ACTIVITY 2. Know how to deliver timely and effective HR/L&D services to meet s’ needs. 2.1 Identify the needs of those using HR services within an organisation and explain how conflicting needs are identified and prioritised. Internal HR department could be employees such as Line managers, Senior Managers and Directors. Basically, they observed the activities that are associated with services and products. There is need of knowledge of the products and services supplied to the external customers for those services and products the systems and procedures within the organisation and the network of internal customers. These external customers could be recruitment agencies, training companies, government or other organisation. If the companies want to have an efficient HR department, they need to have access to company information for doing a good job, could put into practice the expectations how clear goals, professional communication and retaining a satisfying staff, for example. Line managers need to be ed by strong organisational values and they also need to feel confident that their own managers will treat them with respect They must be responsive and clear about what services it offers. It is important that they need to have some skills such as empathy, good listener, patience, flexibility, diplomacy for having a good working environment. Also, they need to be efficiency with reducing costs as well as responsible for hiring staff. As well the employees need to be motivated in order to increase their efficiency (bonuses and promotions), because the success of any organisation depends on the employees potential. We need to employees are the main asset of any organisation. Nowadays, some number of employees is demanding flexibility at work such as the home office. This demand will increase the efficiency of the employees and give benefit to the organization. According to the review the company is able to design such policies which will fulfil the needs of the maximum employees. They should also arrange various training session and meeting where the employees can discuss their needs and demands with the HRM. They need a proactive HR function which identifies issues before they happen and works with managers to address them. They would like HR to help them with their most challenging personnel issues including motivation, change and skills development. It is important a supervision for the employees with appraisals, as well. These Ana Belen Canuria Atienza
Página 2
Miranda Rasmussen
Tuesday Evening
4DEP
sessions help the managers to identify common needs and which needs should be prioritized first. Another to identify the customer need is effective communication. The effective communication between employees and managers are important because most of the problems and needs can be resolved just by communication. The employees also demand the better health facility at the organization. The priority should be given to this need also because the employee who has good health can work more efficiently and quickly. This will save the time of both workers and organization. The needs of employees and managers may sometimes be conflicting. For example, managers require tasks to be completed as quickly as possible with very good results whereas employees want more time in order to complete certain tasks. An effective HR department must use knowledge, diplomacy and confidence in dealing with both groups to find the right balance. A way of resolving these conflicts is to focus on the overall needs of the organisation by ensuring that employees with the right skill sets are recruited. The skills and abilities of the employee must be aligned to their job role and HR has to honour development and training to ensure productivity is reached and recognise people effectively with own selected ways of recognition. Despite the best efforts of HR departments, there are some times when customers’ needs cannot be met. In this case, fair reasons must be provided in a professional and sensitive way. Another conflict is the holidays. HR department should create some guideline where to describe when and how vacation time may be taken. They need to find an effective way to do this with outlining procedures that the employees must follow in order to be granted time off. 2.2 Identify different methods of communication and explain the advantages and disadvantages of each. Communication plays an important role in an organisation. This is an important task, representing a whole group of actions that we can take. We can build bridges with the employees towards a good communication because we could know who you are and help to resolve issues without creating more. It is a way of making others reacts with ideas, thoughts, feelings and values transmitting the information or conveying the message. We can identify different methods of communication: 1. Verbal communication, in which you listen to a person to understand their meaning. The medium of the message is oral. It is easy, simple and cheap. In this field we can find such as face to face, group or meeting, phone, Skype meetings, conferences and seminars. i.
The advantages of verbal communication are involving the use of the forms of words, and instant where we can solve problems immediately, improve relationships and teamwork. It comes to the transmission of very private and confidential information.
ii.
However, there are several disadvantages and the main one is miscommunication. This is mean that the receiver is not good at active listened, the message could not be understood or sender
Ana Belen Canuria Atienza
Página 3
Miranda Rasmussen
Tuesday Evening
4DEP
doesn’t have the properly skills for doing a good communication. Consequently, the message could not travel successfully. Other disadvantages are no formal record of the transaction which could later cause problems; missing the verbal information because it is ed on along the hierarchy; the body language, which is known as non-verbal communication. 2
Non-verbal communication, in which you observe a person and infer meaning in a spoken communication. i.
The advantages of non-verbal communication are that can transfer attitudes towards a speaker before a word is said and can be used to show the speaker engagement in the conversation We can find it in the verbal communication, special in face-to-face, where the body language reveals a lot about a person’s usual mood or temperament. Body language plays a vital role being diluted with non-verbal expressions. Other examples of nonverbal communication are eye , facial expressions, posture, and absolute silence.
ii.
The disadvantages of non-verbal communication are for example, impossibility to carry out long conversations, because the sender or receiver are uncomfortable; the variety from culture to culture, example the different mean that eye in a very cultures or particularities of messages cannot be discussed in detail.
3. Written communication, in which you read their meaning. In this group we can include letters, e-mails, books, newsletters, the Internet or via other media. i.
The advantages of written communication are: printed messages where to allow records to be kept for the future reference; strengthens and clarifies instructions which could distribute “one-tomany”, example mailings; attach files; instant and quickly communication, example emails; more precise than any other means of communication.
ii.
The disadvantages of written communication are that communication is not a real time, for example in emails because we receive it but perhaps the answer is not immediately: could take a considerable amount of time to produce it, we don’t have enough writing skills and it is possible don’t write clear and simple message; mistakes to sender the message, primarily in emails or letters; lost in transit; no privacy and confidentiality.
2.3 Describe how to build and maintain effective service delivery. The HR professional ensures to maintain effective and correct service delivery to the customers. It is important to have the whole information about the internal environment. Towards this information the organisation could design an efficiency plan where the relations with other colleagues could help to work in the process. In fact, good relationships could help to focus on dealing with difficult customers. Communication and listening are the most important skills Ana Belen Canuria Atienza
Página 4
Miranda Rasmussen
Tuesday Evening
4DEP
for building a rapport with customers. The and complaints help us to locate and solve the customers’ problem. 3.1 Explain the concept and importance of D. Continuing Professional Development (D) is a combination of approaches, ideas and techniques that will help me to manage my own learning and growth. For example,
Investing time into learning, research and study, Actively seeking to improve performance Steps forwards goals, challenges Keeping knowledge current Personal growth Career progression, training and development Bridge gaps in knowledge Link individual and organisational goals Owning my own development Learning from experience Network
The CIPD D principles are as follows:
Development is continuous in the sense that actively seek to improve their skills, Knowledge and performance show an active interest in the internal and external environment and in the continuous development and improvement of self and others at both organisation and individual levels development is owned and managed by the individual Learning from all experiences Combined with reflection as a key activity
3.2 Undertaken a self-assessment of capabilities as an HR practitioner and identify development needs. Towards my D Plan I find the number of steps that I have to improve on my own confidence and credibility how one D employer. I have to focus on methods of communication, knowledge of HR policy and practice, to develop my skills and achievements within books, factsheet, trainings.
Ana Belen Canuria Atienza
Página 5
Miranda Rasmussen
Ana Belen Canuria Atienza
Tuesday Evening
Página 6
4DEP
Miranda Rasmussen
Ana Belen Canuria Atienza
Tuesday Evening
Página 7
4DEP
Tuesday Evening
4DEP
ACTIVITY 1. Understanding the knowledge, skills, and behaviours required to be an effective HR practitioner. 1.1 1.2
Summarise the HRPM. Explain the knowledge skills and behaviours required to be effective
in an identified HR role (band 1 or band 2). In this assessment I will briefly summarise the HRPM map, which is providing to be a powerful tool where I could find the standards for HR professionals. The CIPD Map is a universal platform for the HR professional, which describes what you need to do, what you need to know and how to do it. It is a circle, where we can see the three main sections, professional areas, behaviours and bands of professional competence. There are 10 professional areas. At the centre of the circle, we can see the core professional areas, ISS (insights, strategy and solutions) and LEADING HR. Both are applicable to all HR professionals, regardless of role, location or stage of career. Remaining we have the eight professional areas: 1. 2. 3. 4. 5. 6. 7. 8.
Organisation design Organisation development Resourcing and talent planning Learning and development Performance and reward Employee engagement Employee relations Service delivery and information
For each particular area, the Map describes what you need to do and what you need to know at four bands of professional competence, as well as outlining the predominant behaviours that you need to exhibit when carrying out the activities. The behaviours give insight to how to carry out activities in more detail. Each behaviour is also divided into four bands of professional competence. There are:
Decisive thinker Skilled influencer Personally credible Collaborative Driven to deliver Courage to challenge Role model Curious The four bands of professional competence define the contribution that each professional makes at every stage of his or her career. It is a helpful tool because Ana Belen Canuria Atienza
Página 1
Miranda Rasmussen
Tuesday Evening
4DEP
to give a clear pathway and focus on your development planning and activities in my HR teams. I.
II. III. IV.
Band 1, this is the start of HR career as a role with colleagues and effectively manage data and information. To ask questions to explore and understand for developing the focus of activity and the service to the client Band 2, we will advise and manage the single person or team issues. We have to understand issues and analyze them to get the perfect solution. Band 3, this is for a consultant, co-operate partner. They need to lead the professional area. Band 4, this is for a person who leads and manage a professional area and the organization. They are responsible for developing organizational HR strategy
ACTIVITY 2. Know how to deliver timely and effective HR/L&D services to meet s’ needs. 2.1 Identify the needs of those using HR services within an organisation and explain how conflicting needs are identified and prioritised. Internal HR department could be employees such as Line managers, Senior Managers and Directors. Basically, they observed the activities that are associated with services and products. There is need of knowledge of the products and services supplied to the external customers for those services and products the systems and procedures within the organisation and the network of internal customers. These external customers could be recruitment agencies, training companies, government or other organisation. If the companies want to have an efficient HR department, they need to have access to company information for doing a good job, could put into practice the expectations how clear goals, professional communication and retaining a satisfying staff, for example. Line managers need to be ed by strong organisational values and they also need to feel confident that their own managers will treat them with respect They must be responsive and clear about what services it offers. It is important that they need to have some skills such as empathy, good listener, patience, flexibility, diplomacy for having a good working environment. Also, they need to be efficiency with reducing costs as well as responsible for hiring staff. As well the employees need to be motivated in order to increase their efficiency (bonuses and promotions), because the success of any organisation depends on the employees potential. We need to employees are the main asset of any organisation. Nowadays, some number of employees is demanding flexibility at work such as the home office. This demand will increase the efficiency of the employees and give benefit to the organization. According to the review the company is able to design such policies which will fulfil the needs of the maximum employees. They should also arrange various training session and meeting where the employees can discuss their needs and demands with the HRM. They need a proactive HR function which identifies issues before they happen and works with managers to address them. They would like HR to help them with their most challenging personnel issues including motivation, change and skills development. It is important a supervision for the employees with appraisals, as well. These Ana Belen Canuria Atienza
Página 2
Miranda Rasmussen
Tuesday Evening
4DEP
sessions help the managers to identify common needs and which needs should be prioritized first. Another to identify the customer need is effective communication. The effective communication between employees and managers are important because most of the problems and needs can be resolved just by communication. The employees also demand the better health facility at the organization. The priority should be given to this need also because the employee who has good health can work more efficiently and quickly. This will save the time of both workers and organization. The needs of employees and managers may sometimes be conflicting. For example, managers require tasks to be completed as quickly as possible with very good results whereas employees want more time in order to complete certain tasks. An effective HR department must use knowledge, diplomacy and confidence in dealing with both groups to find the right balance. A way of resolving these conflicts is to focus on the overall needs of the organisation by ensuring that employees with the right skill sets are recruited. The skills and abilities of the employee must be aligned to their job role and HR has to honour development and training to ensure productivity is reached and recognise people effectively with own selected ways of recognition. Despite the best efforts of HR departments, there are some times when customers’ needs cannot be met. In this case, fair reasons must be provided in a professional and sensitive way. Another conflict is the holidays. HR department should create some guideline where to describe when and how vacation time may be taken. They need to find an effective way to do this with outlining procedures that the employees must follow in order to be granted time off. 2.2 Identify different methods of communication and explain the advantages and disadvantages of each. Communication plays an important role in an organisation. This is an important task, representing a whole group of actions that we can take. We can build bridges with the employees towards a good communication because we could know who you are and help to resolve issues without creating more. It is a way of making others reacts with ideas, thoughts, feelings and values transmitting the information or conveying the message. We can identify different methods of communication: 1. Verbal communication, in which you listen to a person to understand their meaning. The medium of the message is oral. It is easy, simple and cheap. In this field we can find such as face to face, group or meeting, phone, Skype meetings, conferences and seminars. i.
The advantages of verbal communication are involving the use of the forms of words, and instant where we can solve problems immediately, improve relationships and teamwork. It comes to the transmission of very private and confidential information.
ii.
However, there are several disadvantages and the main one is miscommunication. This is mean that the receiver is not good at active listened, the message could not be understood or sender
Ana Belen Canuria Atienza
Página 3
Miranda Rasmussen
Tuesday Evening
4DEP
doesn’t have the properly skills for doing a good communication. Consequently, the message could not travel successfully. Other disadvantages are no formal record of the transaction which could later cause problems; missing the verbal information because it is ed on along the hierarchy; the body language, which is known as non-verbal communication. 2
Non-verbal communication, in which you observe a person and infer meaning in a spoken communication. i.
The advantages of non-verbal communication are that can transfer attitudes towards a speaker before a word is said and can be used to show the speaker engagement in the conversation We can find it in the verbal communication, special in face-to-face, where the body language reveals a lot about a person’s usual mood or temperament. Body language plays a vital role being diluted with non-verbal expressions. Other examples of nonverbal communication are eye , facial expressions, posture, and absolute silence.
ii.
The disadvantages of non-verbal communication are for example, impossibility to carry out long conversations, because the sender or receiver are uncomfortable; the variety from culture to culture, example the different mean that eye in a very cultures or particularities of messages cannot be discussed in detail.
3. Written communication, in which you read their meaning. In this group we can include letters, e-mails, books, newsletters, the Internet or via other media. i.
The advantages of written communication are: printed messages where to allow records to be kept for the future reference; strengthens and clarifies instructions which could distribute “one-tomany”, example mailings; attach files; instant and quickly communication, example emails; more precise than any other means of communication.
ii.
The disadvantages of written communication are that communication is not a real time, for example in emails because we receive it but perhaps the answer is not immediately: could take a considerable amount of time to produce it, we don’t have enough writing skills and it is possible don’t write clear and simple message; mistakes to sender the message, primarily in emails or letters; lost in transit; no privacy and confidentiality.
2.3 Describe how to build and maintain effective service delivery. The HR professional ensures to maintain effective and correct service delivery to the customers. It is important to have the whole information about the internal environment. Towards this information the organisation could design an efficiency plan where the relations with other colleagues could help to work in the process. In fact, good relationships could help to focus on dealing with difficult customers. Communication and listening are the most important skills Ana Belen Canuria Atienza
Página 4
Miranda Rasmussen
Tuesday Evening
4DEP
for building a rapport with customers. The and complaints help us to locate and solve the customers’ problem. 3.1 Explain the concept and importance of D. Continuing Professional Development (D) is a combination of approaches, ideas and techniques that will help me to manage my own learning and growth. For example,
Investing time into learning, research and study, Actively seeking to improve performance Steps forwards goals, challenges Keeping knowledge current Personal growth Career progression, training and development Bridge gaps in knowledge Link individual and organisational goals Owning my own development Learning from experience Network
The CIPD D principles are as follows:
Development is continuous in the sense that actively seek to improve their skills, Knowledge and performance show an active interest in the internal and external environment and in the continuous development and improvement of self and others at both organisation and individual levels development is owned and managed by the individual Learning from all experiences Combined with reflection as a key activity
3.2 Undertaken a self-assessment of capabilities as an HR practitioner and identify development needs. Towards my D Plan I find the number of steps that I have to improve on my own confidence and credibility how one D employer. I have to focus on methods of communication, knowledge of HR policy and practice, to develop my skills and achievements within books, factsheet, trainings.
Ana Belen Canuria Atienza
Página 5
Miranda Rasmussen
Ana Belen Canuria Atienza
Tuesday Evening
Página 6
4DEP
Miranda Rasmussen
Ana Belen Canuria Atienza
Tuesday Evening
Página 7
4DEP
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