HR Practitioner Essay


Briefly summarise the HRPM

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The HRPM is an outline of things we need to do and know to be a successful HR professional.

The HR Profession Map is based on extensive research and is vital to all HR professionals. CIPD research shows that success in HR is dependent on competence in the core of the HRPM whether you are working at band 1,2,3 or 4 and whatever area of HR you work in.

There are 10 professional areas

Two Core Professional Areas

Strategy and Solutions and Leading HR.

Professional areas

Organisation Design
Organisation Development
Resourcing and Talent Planning
Learning and Talent Development
Performance and Reward
Employee Engagement
Employee Relations
Service Delivery and Information.

Each professional area is broken into Bands 1, 2, 3 and 4 based on activities and knowledge.

Eight behaviours, which describe the behaviours a HR professional needs to carry out their activities.

Decisive Thinker
Skilled Influencer
Personally Credible
Driven to Deliver
Courage to Challenge
Role Model

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 HR role.

Professional area I have picked to comment on is 9. Employee Relations in the private sector which relates to my HR role in the organisation at present. In my role I have the support of the Company Secretary and membership of IBEC. If there are any issues with employees I am expected to research the queries and then review with the Company Secretary. I am the only HR person on site and I am the first point of call for all employees and Londis retailers. For this I require a strong understanding of current employment and discrimination law. If employee relations are not handled in the correct manner, moral can be depleted. In today’s climate in retail I find that management are tied up in sales and development, budgets and finance and are happy for employee relations to be handled on the side, so I feel I need to be very clever on how I handle issues and when they should be brought to the attention of the management team. At the same time be aware of the egos of the management team who hate to think that they have issues within their department.

With this in mind I am identifying the activities and knowledge I feel are most essential to my own HR role.

Policy, advice and guidance. It is essential to have ER documentation in order and on an ongoing basis. In this instance I have a public folder of all HR policies which I keep updated and all employees are aware they can access. All employees and managers are informed of updates by e mail.