Summarise the CIPD 2018 Profession Map

Summarise the CIPD 2018 Profession Map

Values: The core values from an Human Resource (HR) perspective are the ones that makes the staff work in a just and equitable manner. Concerning the values, the Hr or Learning and Development (L&D) practitioners should not utilise the concept of favouritism else it may create a risk of losing skilled employees. Other than this, they should also work in a committed manner, which is all about doing the right thing regardless of the cost (Cohen, 2017). There is also a need to act consistently and apply moral convictions in the way they deal with the employees. All in all, they should adhere to the highest standards of ethical behaviour by complying with the laws and HR practices.

Core knowledge: The Hr must be knowledgeable about the principles and procedures involved in recruitment, selection, training and development of employees. They should also have administration and management knowledge concerning strategic planning, resource allocation, leadership, coordination of people and resources etc. Other than this, a basic understanding about English Language is also essential which will help in writing correct spellings, adhering with the rules of composition, and grammar, among others. As an L&D practitioner, knowledge is also required in the area of principles and methods for curriculum and training design, teaching and instruction as well as how to measure the training effects (SumChan, Bambacas, and Patrickson, 2019).

Core behaviours: The core behavioural traits needed in an HR professional are inclusive of being credible, courageous, solutions-driven, as well as future-oriented to handle the critical situations in the best manner. Other than this, they should also be a vital and enquiring thinker, collaborative as well as the one who understands human behaviour and cares about employees in general (Mone and London, 2018).  Other than this, the HR professionals should also have a passion for learning, and they should work inclusively with others to meet the goals and objectives of the organisation.

Specialist knowledge areas: The HR professionals should be good at retaining employee relations which is a crucial step in maintaining a positive work culture within the organisation. They should also adhere with the principles of diversity and inclusion which is all about respecting those traits and characteristics that make the employees unique. On the other hand, inclusion is all about adhering with those behaviours and social norms that make the people feel welcomed (Waddell et al., 2016).  Other than this, they should also have thorough knowledge about the strategies related to employee learning and development, reward and talent management as well as people analytics.

My Specialist knowledge area(s): As an HR practitioner, the specialist knowledge areas possessed by me are that I have a thorough understanding of the recruitment, selection, absence procedures, data reporting, and other personnel processes. I am also well versed with Human Resource Information Systems, which is a prerequisite for most senior HR jobs in the present times.  Other than this, I also possess a skill set of intercultural sensitivity which is required to deal with managers and employees of different countries. This trait has aided me to hire, retain, and promote people which have thus been beneficial for the entire organisation.

Activity 2 – 1000 words

How an HR practitioner ensure the services they provide are timely and effective

Useful and timely service delivery by an HR practitioner is only possible when the focus is on prioritising the urgent tasks and dividing the work among various departments accordingly. Other than this, they also take care of the well-being of employees and adhere to the mission of the company (Banerjee and Srivastava, 2017).

Understanding customer needs

1. Insurance companies: These are the ones for which IBM security secures the entire data and also manages the challenges of digital business (IBM security, 2019).

Needs: These companies need to prevent cyberattacks hence IBM plays a key role in recognition of threats and to get access to rapid solutions to avoid any damage to the organisation.

2. Banking companies: These are the ones who provide banking and related financial services to the consumers.

Needs: These companies want to have a frictionless digital experience for the client by maintenance of highest security standard and adherence to compliance regulations

3. Healthcare companies: These companies take care of the patient health by providing them solutions to maintain their overall physical and mental well being

Needs: They need the services of IBM security to protect the patient data, mitigate ransomware, identify and monitor endpoints and reduce the phishing impacts as they happen

How to prioritize conflicting needs

It is very important to prioritise the conflicting needs for smooth functioning of an organisation.  Hence the very first step is to consider the existing needs against the current organizational goals. In this respect, all the requirements should be ordered from greatest to least, and care should also be taken that none of them occupies the same level (SumChan, Bambacas, and Patrickson, 2019).  By doing so, the high-value activities can be focused on a priority basis so that the urgent tasks can be finished as soon as possible. It is also a good strategy if the Hr department divides critical works among all the members and set a specific deadline rather than mentioning ASAP.

Effective communication

Communication in human resources is essential to relay information from the business owners to staff members. The presence of effective communication enhances productivity which is beneficial for both the employees and the company. Other than this, it can also assist in boosting employee morale for the creation of a positive work atmosphere. Also, if the Hr department follows effective communication they can manage their team in a better manner. This is as there is a simpler delegation of activities, conflict management as well as building of employee relations. The end result is an increase in overall productivity of the workforce and less stress for the HR to manage the resources (Mone and London, 2018).

1. Face-to-Face Communication: This is the one that takes place in the form of the informal discussion by the use of spoken language and words.

Advantages:

1. Immediate response: Face to face communication assists in getting a quick response from the listener due to lack of any gap in communication channel because of which misunderstandings can be avoided to a great extent (Waddell et al., 2016).
2. Increased trust: Face to face communication usually takes place in two-way manner, which helps to build trust and transparency between the employees and management.

2. Visual communication: This is the one that occurs through visual aids such as drawing, typography, signs, colour, illustration and graphic design
3. More effective than oral communication: There are situations in the organisation when some facts cannot be depicted through words. Hence it is best to use visual aids such as diagrams, graphs and pictures which have a self-explanatory nature.
4. Useful in decision making: Decisions take place in a faster manner as less amount of time is spent on understanding the facts. Exchange of information is also easy, and interpretation can be done in a quick way.

3. Employee forum: This is the communication technique which provides opportunities to the employee for raising their workplace related issue to the employer.

Advantages:

1. Encourage discussion: Employee forums are the best way which allows the team members for connecting with others over shared experiences. This also leads to employee engagement which is an essential prerequisite for a positive organizational culture.
2. Increased collaboration: These forums can assist in bringing the creative sides of the team, which helps in the generation of new ideas, and the staff can work closer together (SumChan, Bambacas, and Patrickson, 2019).

Effective service delivery

Delivering service on time: Timely delivery of HR services can take place only when administrative workload is reduced by automating the routine tasks. Other than this, self-service solutions should also be provided so that the staff gets answers on time so that they can complete their actions on schedule.

Delivering service on a budget: Hr should always liaison with the finance/accounts departments so as to avoid any budget limitations. A clear cut record of all the resources should also be kept so that unnecessary spending can be prevented (Waddell et al., 2016).

Dealing with difficult customers: When difficult customer behaviour arises then it is very important to consider the risk factor involved. Suitable support should also be attained from the staff so that difficult customers can be handled in line with company procedures.

Handling and resolving complaints: Every complaint that reaches to HR must be dealt with promptly and should also be handled in a fair and consistent manner. It is also a good approach to adopt an open door policy so that employees can be encouraged to talk about their issues before they escalate (Mone and London, 2018). Hr should also form a proper policy to handle the grievances so that the consumers and employees are satisfied.