Cipd Level 3 4dep Avtivity 1 Essay

Activity 1The CIPD HR Profession Map (HRPM) is a gumshoe to assist HR practioners to assess what level they be working at from band 1 at the start of an HR c arer by dint of to band 4 for the nigh senior functioners and to explore ship canal to develop their competencies to transition to the next level. The HRPM is divided into two groups 10 pro areas and 8 behaviours see the diagram below.The professional areas and behaviours are summarised below pro Areas Strategies, Insights and Solutions the HR practioner needs to have a deep understanding and taste of strategies and business activities. This understanding and resulting insights allows us to create prioritised and situational HR strategies that make the most difference and build a compelling case for change. leash HR describes how an HR professional must be able to lead themselves, others and activities to contribute to the overall business activities Service and legal transfer knowledge ensures that the salvagey of HR services is entire, eonly and inside budget Employee engagement analyses the employees experience and creates opportunities for employee engagement which will have a beneficial notion on productivity, absenteeism, retention etc Employee relations manages all relations with employees according to the governments policies and procedures which are underpinned by relevant employment law Learning and talent ontogeny aims to ensure that the workforce has the necessary skills to meet the short, medium and long end point goals of the organisation Organisation design ensures that the organisation is appropriately designed to deliver organisation objectives in the short and long-term and that structural change is effectively managed Organisation development develops an organisation can develop its values and behaviours to equal its culture and philosophy Performance and reward ensure that reward packages, such(prenominal) as pension, bonuses etc maximise deed and retent ion within the workforce Resourcing and talent planning provide a framework to recruit get word slew within legal parameters, and identify and develops high performers within an organisation Behaviours peeping has an enquiring mind and looks for learning opportunities, both internally andexternally and who often asks for feedback on their performance Decisive thinker is able to use previous experiences combine with real data and information, to make well measured discussions without always having to adduce to a colleague or manager for advice Skilled influencer influences across the organisation and its stakeholders by using logical persuasion, backed by evidence to have got their opinion or proposal Personally credible offers reliable and accurate advice and can remain impartial in sensitive situations Collaborative work effectively on cross departmental and organisational projects, and readily shares knowledge and experiences to welfare the organisation Driven to de liver consistently deliver objectives, within deadlines eg time and financial restraints Courage to challenge Has the confidence to have courageous conversations when call for to challenge attitudes, behaviours and decisions Role model recognises the values and behaviours of the organisation and encourages others to act within these standardsThe activities and knowledge specified in the HR Profession Map for employee relations at Band 1 include * Monitor team performance against plans, recommending areas for improvement * Co-ordinate policy with others in the wider HR team, sharing ideas and trump practices * Maintain relevant ER credentials, ensuring all contractual/legal documents are kept up to date and in line with current formula * Implement guidelines on ER issues, ensuring that staff and managers receive updated policies and procedures * Inform and talk over managers and staff about employee relations policies and practices * Give accurate and appropriate advice, inst ruct and support to managers who are managing difference and fair access to opportunities* Provide information to support managers who are resolving employee relation issues * Support managers in study and resolving employee relation issues, keeping accurate and appropriate records * Provide ad hoc reporting and trend analysis on ER issues * Manage and assist conflict situations to achieve consensus legally and ethically* Lead key negotiations with clientele unions, works councils, employee forums, and so on, on a range of labour issues * postponement accurate records on health and safety compliance requirements In my current role, employee relations plays a vital part of my roles and responsibilities,particularly maintaining ER documentation to ensure compliance with employment law. Recently an ex-employee decided to challenge a decision about pay by means of an employment tribunal, so having the relevant ER documentation was imperative to defending the claim. Another key area is providing ad hoc and trend analysis on ER issues such as Bradford Factor reports to help Line Managers meet objectives for absence vigilance targets.788 wordsBibliographyChartered Institute for Personnel and DevelopmentMEINTJES, R-S. (2010) Develop the Powers of persuasion People Management 1 . CIPD HR Profession Map