Purpose Statement
Discuss about the Positive Changes In Performance Of Organizations.
This report will analyze the Human Resource Profession Map (HRPM) by giving a brief summary of the two core areas of profession in HRPM, other areas under it, the bands and the behavior in HRPM. (Farnman, 2015)The report will also cover how human resource practitioner can effectively and timely deliver their services.
The goal of this report is to analyze and examine Human Resource Profession Map.
Human Resource Profession Map (HRPM) is used by Human Resource employees to get the knowledge of their roles in HR and also understand how to make positive changes in performance of organizations within the ten professional areas, the four bands and the eight behaviors. (Carbery, 2015)
HRPM has two main core profession and are follows:
- Provision of strategy, insight and solutions
HRPM has a role of ensuring that a good and better strategy is implemented towards organizations’ goals and objectives in order to provide solutions to the daily challenges that organizations face. In order to achieve a better sustainable organization, understanding is the main priority which brings positive result if relevant insights are put into action. The Human Resource practitioner needs to have experience and knowledge of the firm and its activities in order for the business to prosper. The practitioner needs to have access to a variety of information with skills for them to create an insight into firm and its operators. (Tovstiga, 2013)
This is the other core professional area of HRPM, which determines how am supposed to lead myself as a HR practitioner and others in the organization for it to prosper. For me to be a competent HR leader am supposed to be familiar with the following aspects of leadership; personal leadership, leading in problem solutions and being able to lead others (Mathis, 2015).
- Employee relations
The HR profession ensures that the relation n between firm and its staff is good and that all people understand each other. The activities done are development of employees’ relationship policy; embed them, negotiating and performance culture. (Guide to the project management body, 2017)
- Performance and reward
HR professions have a role of building a better organization’s culture by giving employees roles that recognizes critical capabilities. The activities in this section involve identifying requirements of developing strategy, diversifying, implementation of rewards and performance culture. (Shields, Brown, & Geoff, 2015)
- Employee engagement
HR professions have a role of ensuring that the employees have the required experience and that they connect with their work and their fellow workmates. The activities involved in this stage are measuring of workers engagement; develop their plans and checking employer brand. (Bridger, 2018)
- Organization development
Thesis Statement
The goal of organization is to make sure that the organization has required workforce for attaining its goals. It helps in enhancement of cultural values of the organization and improvement of performance of the organization and improvement of the performance of the organization. The activities involved are defining of strategy, assessment of the firm’s capabilities, building of OD and managing change. (Hobeche, 2015)
- Organization design
As a HR practitioner I have a role of ensuring the firm is properly designed for maximization of objectives and goal achievement. It involves assessment of current needs and operation, designing of the organization, implementation and review of the organization design. (Arney, 2017)
- Learning and development.
HR professions have a role of ensuring people employed have the required skills and knowledge for achievement of the organization goals. Activities involves at this stage are developing learning strategy, designing solutions, delivering, talent managing and learning impact. (Reviews, 2016)
- Resourcing and talent planning
HR professions have a role of getting people with the required skills to manage the organization, control it and lead it to the organizations’ objective. The activities involved in this stage are development of talent searching, delivering talent resourcing, assessing selection, induction and exit. (Taylor, 2014)
- Service delivery and information
HR profession ensures service delivery and information is done appropriately and that it reaches everybody in the organization. Activities done in this are establishing of customer requirement, building of customers measures culture and project management. (Hunter & Saunders, 2016)
- Decisive thinker
HR practitioner should be capable of understanding information easily, apply the skills to identify solutions, make recommendations and make best decisions for the organization.
- Skilled influencer
HR practitioner must have the ability to gain influence from different stakeholders who will assist the organization in attaining its goals and objectives.
- Curious
HR practitioner is supposed to be open-minded, future-oriented and find activities to add value to firm.
- Collaborative
The HR practitioner should be able to work with different people from different organizations in order to bring value to the organization.
- Driven to deliver
HR practitioner must be determined in their work for them to deliver the best performance for the organization.
- Courage to challenges
HR practitioner should be confident to challenges of the organization and bring solution to them.
- Role model
HR practitioner should lead by example with honesty, independence for the organization in order to attain the goal of the organization.
- Personally credible
HR practitioner should be able to use professional skills and experience to bring profit to the organization.
There are four bands which show the effectiveness of the professions and their contributions at each stage. The aspects examined are;
- Human Resource professional relationship with customers.
- Measures of their contribution.
- Services Human Resource professions provide to customers.
- How Human Resource profession spend their time.
Definition of Terms
The role of the band is to give agenda and goal to the planning and activities in development.
The activities at band 1 are according to the expectation of best delivery services practices; therefore, this will lead to increase in value in the organization due to cost efficiency measures that are applied in delivery services. Activities like improving challenging current practices in the organization, customers care services and services on customers’ complaints.
- Services on customers’ complaints.
- Keeping of accurate record for the company history purposes.
- Customer care services.
- Seeking of ways to improve challenging current practices in the organization.
How HR practitioners can ensure that they provide services timely and effectively
HR practitioners are supposed to understand the needs of the customers, whether they are basic or secondary.
Customers Customer’s need
- Books.
- Luxury sneakers.
- Medicine.
When it comes to conflicting wants I will prioritize them according to whether they are basic or secondary wants. For instance if I am a student and I have conflicting wants of books and sneakers, I will choose books because education is considered to be a basic want.
There are three methods of communication and they are as follows;
- Written communication.
These is information in written form. For example textbooks and newspapers.
Advantages
- Written communication can be stored.
- Written communication can easily present complex information.
- Written communication is an expensive form of communication as it involves a lot of paperwork.
- Written communication also consumes much time.
- Verbal communication
Is a type of communication whose medium is oral.
- Verbal communication consumes a lot of time in passing it.
- Verbal communication has a quick feedback.
- Verbal communication does not provide record keeping of the communication.
- Verbal communication is not appropriate for long communication information.
- Non-verbal communication
This is a type of communication which is expressed in terms of signs and gestures.
- Non-verbal communication can easily be presented.
- Non-verbal communication can easily be understood by illiterate people.
- Non-verbal communication can easily be misinterpreted.
- It is not possible to pass long information.
- Delivering service on time
This can be done by enhancing quick counter services where the customers do not need to wait for long to be served.
- Delivering service on budget
The business organization must make sure that it does not spend more on after sale services than the profits it gains.
- Dealing with difficult customers
The following procedure can be used in dealing with difficult customers;
- Listen to the difficult customers and let them tell you their complaints without interrupting them.
- Create a good rapport by empathizing with the difficult customer.
- Lower your voice when the customer gets louder and try to cool them low.
- Do not get upset and also lose your temper because this may create more problems.
- Do not take it personal because maybe the customers may be right in their complaints.
- Handling and resolving complains
- Stay calm when customers bring their problem.
- Listen to the customers’ complain before deciding anything.
- Acknowledge the problem the customers are having.
- Get the truth about the allegations of the customers.
- Offer a favorable solution on the complaints of the customer.
It is a combination of ideas and technicalities that enables a HR practitioner to manage their development in terms of learning. The importance of CPD is the advantage that comes with it in professional development. (Megginson & Whitaker, Continuing Professional Development, 2017)
CPD is a career investment. It is a form of organizing growth and development that connects learning to actual work. It helps one to remember the skills they learn and also prepares one for future roles. It makes one to be courageous, makes ones profession credible and helps one to be smart in tackling issues that come up in the organization.
Development needs
- There is need to increase my level of study to intermediate level.
- Another need is the size of my qualification where I need to get the knowledge and skills in L and D subjects.
- Another need is the mode of study where I can learn full-time or part-time learning.
- Another one is to find the perfect qualifications and center of study.
- Lastly is the requirement of CIPD as a student member.
One of the options that I can use to resolve the development need is going for undergraduate degree-level training to develop my management skills.
Another option I can take for meeting my development need is joining the student membership of CIPD to gain more knowledge.
Name:
Membership number:
Covering the period from January to June:
Development plan
|
What do I want to learn? |
What I will do to achieve this? |
What support do I will need? |
Which success criteria will I use? |
Target dates for review. |
|
I need to increase my level of study to intermediate level. |
Join undergraduate program at CIPD. |
Engage myself in more management research in order to gain more knowledge. |
April |
|
|
The basics of CIPD |
Join the student membership of CPD. |
Online materials for reading about CIPD. |
Use resources available at the portal to learn |
March |
|
Human Resource management strategies. |
Join undergraduate program for a degree. |
Mentorship from qualified managers. |
Learn from other qualified profession about management practices. |
March |
|
Key date |
What did you do? |
What did you learn |
How will you use this |
|
March |
Enrolled for degree course in Human Resource Management. |
How to effectively manage a company. |
I will improve the management of the company I will work for. |
References
Bridger, E. (2018). Employee Engagement. Kogan Page.
Carbery, R. (2015). Human Resource development. Palgrave.
Farnman, D. (2015). Human Resource Management in Context. Kogan Page.
Guide to the project management body. (2017). Project management Institute.
Hobeche, L. (2015). Ognazation Development. Kogan Page.
Hunter, I., & Saunders, J. (2016). HR Business Partners. CRC Press.
Mathis, R. L. (2015). Human Resource: Essential Perspectives. Cengage Learning.
Megginson, D., & Whitaker, V. (2017). Continuing Professional Development. Kogan Page Publisher.
Reviews, C. (2016). Employee Training and Development. Cram 101.
Shields, J., Brown, M., & Geoff, P. (2015). Managing Employee Performance and Reward. Cambridge University Press.
Taylor, S. (2014). Resourcing and talent development. Kogan Page.
Tovstiga, G. (2013). Strategy in practice. John Wiley and Sons.
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