4dep Activity 1
Activity 1
Introduction
The HR Professional Map is a tool created in 2009 that aims to give a real picture of the current condition of the HR professionals and to provide them with standards and guidance in order to contribute to the success of their own organisation.
Since it should reflect the actual situation of the profession the HRPM is in continuous evolution in order to adequate itself to the real background as much as possible.
The HRPM takes into consideration key knowledge (called Professional Areas), behaviours and 4 level of expertise (called Bands).
Professional Areas
There are ten professional areas, two of which are core and represent the basic knowledge and activities that all the HR practitioners must have to be effective.
2 Core Areas
Insights, strategy and solutions
By developing a deep knowledge of the business, organisation and contextual, the effective HR practitioner is able to generate strategy and deliver solutions to support the organisational objectives.
Leading HR
Being an effective HR practitioner is not just about monitoring and facilitating but also about being involved and proactive, leading themselves, the others and the activity in the organisation.
Further Professional Areas
Organisation Design
To monitor and review the design of the organisation so that it lead to the objectives’ achievement.
Organisation Development
To ensure that the organisational capability fits with the business strategy and that the culture and value of the company support performance and adaptability.
Resourcing and Talent Planning
To make sure that the company has the right talents that it needs in order to deliver its strategy and reach its aims.
Learning and Development
To guarantee that everyone in the organisation has or develops the skills, knowledge and experience required to meet the business ambitions and that the culture of learning and continuous development is spread and acknowledged.
Performance and Reward
To develop a
Introduction
The HR Professional Map is a tool created in 2009 that aims to give a real picture of the current condition of the HR professionals and to provide them with standards and guidance in order to contribute to the success of their own organisation.
Since it should reflect the actual situation of the profession the HRPM is in continuous evolution in order to adequate itself to the real background as much as possible.
The HRPM takes into consideration key knowledge (called Professional Areas), behaviours and 4 level of expertise (called Bands).
Professional Areas
There are ten professional areas, two of which are core and represent the basic knowledge and activities that all the HR practitioners must have to be effective.
2 Core Areas
Insights, strategy and solutions
By developing a deep knowledge of the business, organisation and contextual, the effective HR practitioner is able to generate strategy and deliver solutions to support the organisational objectives.
Leading HR
Being an effective HR practitioner is not just about monitoring and facilitating but also about being involved and proactive, leading themselves, the others and the activity in the organisation.
Further Professional Areas
Organisation Design
To monitor and review the design of the organisation so that it lead to the objectives’ achievement.
Organisation Development
To ensure that the organisational capability fits with the business strategy and that the culture and value of the company support performance and adaptability.
Resourcing and Talent Planning
To make sure that the company has the right talents that it needs in order to deliver its strategy and reach its aims.
Learning and Development
To guarantee that everyone in the organisation has or develops the skills, knowledge and experience required to meet the business ambitions and that the culture of learning and continuous development is spread and acknowledged.
Performance and Reward
To develop a