Cipd Profession Map Analysis
Developing Yourself as an Effective Human Resources or Learning and Development Practitioner
Activity 1 briefly summarise the CIPD Profession Map (i.e. the 2 core professional areas, the specialist professional areas, the bands and the behaviours)
The CIPD HR Profession Map has been developed with the help of HR professionals around the world. Many organisations use the CIPD profession map to measure their HR capability, address areas for development, and to develop their employees within HR. The HR profession map is made up of ten professional areas, eight behaviours and four bands of professional competence (Bands and transitions.)
The Professional areas describe the activities you need to undertake and what you need to know for each …show more content…
of the 10 professional areas at each band level (Levels 1 – 4.)
There are two core professional areas; Leading HR, and Insights, Strategy and Solutions. The core areas are applicable to all HR professionals, even those just beginning of their HR careers. There are 8 further Specialist professional areas: Employee Relations, Service delivery and information, Organisation Design, Organisation Development, Resourcing and Talent Planning, Learning & Development, Performance and reward, Employee Engagement and Employee relations.
The behaviours describe the 8 key behaviours each HR professional needs to be successful within their role. Each behaviour is described across each of the band levels.
The eight behaviours are; Role Model, Curious, Decisive thinker, Skilled influencer, Personally credible, Collaborative, Driven to deliver and Courage to challenge.
Bands and transitions describe the four band of professional competence and the three transition pathways which describe what HR professionals need to do in order to progress to the next band.
The four bands range cover the spectrum of roles within HR from HR Administrator (Band 1) right up to HR Director (Band 4.)
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 (or other identified) HR/L&D role.
My Chosen area of the CIPD Profession Map to focus on is Service Delivery and information. Within my role as HR Coordinator at McCormick UK, I have identified the key activities at Band 1 which I feel are essential to my role;
“10.1.1 Ask the right questions and collate data to understand customer need”. Within my role at McCormick I support many individuals within my role, including HR Managers, my line manager and employees, it is important that I understand the needs of all customers.
“10.3.1 Use available technology effectively to access relevant HR content to resolve customer issues.” I am able to use our HR system, SAP to access personal data to assist HR Managers, raise contracts, letters etc. I also run post payroll reports and ad hoc reports. Lastly, I support employees with our HCM system Success Factors as it has only recently been launched. I have provided training sessions for employees and continue to train new starters.
“10.7.1 Comply with organisational procedures and legislative requirements” I am required to follow the company policies and procedures at all times and to refer employees to the correct policies and procedures when needed. As part of my role I have to ensure that all paperwork which goes through to payroll (New starters, leavers, promotions etc,) has to be signed by an HR manager and the line manager as we need to ensure that we are complying to SOX controls. Secondly, when a new employee joins the Company, I am required to take a copy of their passport/visa on their first day with the company and record the information on a spreadsheet which we may be asked to provide to auditors at any time. I also store electronic copies of all right to work documents in our HR drive which is only accessible to HR employees.
“10.16.1 Continuously seek to identify ways to improve, challenging current practice and suggesting a better way.” I am currently working on two main projects within my current role at McCormick. The first project involves improving the new employee induction process. On a new employees first morning I meet with them to take them through essential company information and secondly to ensure that we have taken the copies of the right to work documentation and qualification certificates. I am working on a presentation to make the induction more engaging for new starters. I have also been working on improving the Spice Starters induction day. I’ve worked with employees across all functions in the business to update and improve the presentation, and we have also added a new session into the induction day to inform new employees about our Sensory and Consumer Science department. We hope this will encourage more employees to take part in the daily tasting session we are invited to attend.
The second project I’m working on is using SuccessFactors, we hope to be able to send all documents in our offer pack electronically through the system. At present we are required to send contracts, offer letters, and other offer documentation along with a great deal of company policies and procedures. This is quite costly to send in the post, and can take some time to arrive with the new employee. If we are unable to use SuccessFactors to send the offer pack, I am hoping to issue the offer letter and contract by post accompanied with a memory stick holding all of the relevant policies and procedures.
Activity 2
With reference to your own (or other identified) HR/L&D role, outline how an HR/L&D practitioner should ensure the services they provide are timely and effective. You should include:
Understanding customer needs (include examples of 3 different customers and 1 need for each, and explain how you would prioritise conflicting needs)
Three examples of different customers and one need for each are as follows:
Employee contacts me to ask a question about SuccessFactors
HR Manager requests a contract and offer letter to be raised for a new starter
Payroll manager advises that the audit reports need to be completed so we are able to send payroll on time.
I would prioritise the tasks above by urgency. The first task I would undertake in the examples above would be to complete the payroll audit reports. This entails running a number of reports from SAP and cross referencing the reports with the change forms which HR have submitted for the month in question. I usually only have a few hours to complete the audit checks before the Compensation and Benefits Analyst is required to send the bacs payment.
The second most important task would be to raise the new starter contract and offer letter and get the pack out in the post to the potential new employee. This is important as the new starter will need to receive their offer in writing before they can hand in their notice in their current role.
The least important task would be to contact the employee regarding a SuccessFactors question. This is still important, as we are really encouraging our employees to use SuccessFactors we want to be able to provide support to them if needed. I would hope to be able to respond to any such requests within 48 hours.
Effective communication (include examples of 3 different communication methods and the advantages and disadvantages of each)
Three effective communication methods are:
Team meeting
Advantages - Convenient way to discuss problems, and draw up a list of actions for individuals to work on.
Spending regular time as a team can also improve your team dynamic. You can also get instant feedback from your colleagues.
Disadvantages – Colleagues availability, not sticking to the agenda, and if there is a lack of rapport within the team.
Face to Face
Advantages – can be more efficient than having a conversation over email, more personal, improves rapport, gets to the point quicker.
Disadvantages - can take longer, no “audit trail” evidence, unsuitable for some people.
Email
Advantages –cost effective, efficient, can be sent at any time of day, provides an audit trail.
Disadvantages – emails can be misinterpreted, can take longer than having a face to face conversation, lack of rapport.
Effective service delivery (include: delivering service on time, delivering service on budget, dealing with difficult customers, handling and resolving complaints)
Activity
SLA
Delivering Services On Time
Requests for Contracts, Letters and references will be dealt with by the HR Coordinators within 48 …show more content…
hours.
Every month HR Coordinators work with the HR managers to ensure that any staff changes (New starters, leavers, promotion etc,) are passed to payroll by the cut off date each month to ensure that there are no errors with employees pay
Delivering Service on Budget
The HR Directors at McCormick are responsible for their own budget, therefore they need to ensure that they will not go over budget by the end of the financial year.
As part of my role I look after the company car fleets. If an employee leaves the business I am responsible for working with the HR Managers to re-allocate existing company cars in the pool, this has an impact on budget.
Dealing with difficult customers
There are occasions when employees come to the HR department when they are upset or angry. In this situation, I would take the employee to a quiet room, offer them a drink, and then find the appropriate HR Manager for them to discuss their problem with.
Handling and resolving complaints
In my current role, the complaints I deal with are relating to the company car fleet. I am responsible for passing on all complaints to our company car providers. They have a SLA of 2 days to respond to the complaint. The complaint should be resolved within a timely manner.
If an employee raises a grievance, the HR Manager responsible has 5 days to respond to the grievance in
writing.
Bibliography
Through my 4DEP assignment I have used the following sources to attain my information
1. CIPD Profession Map – Various dates – http://www.cipd.co.uk/cipd-hr-profession/profession-map/
2. Examples of CPD records and plans http://www.cipd.co.uk/cpd/guidance/examples-templates.aspx
3. Demontfort university Recruitment SLA template 15.10.2014 http://www.dmu.ac.uk/documents/dmu-staff/pod/people-management-handbook/service-level-agreement/hrstservicelevelagreement.pdf
4. Liverpool JMU postal services SLA – 15.10.2014
Activity 1 briefly summarise the CIPD Profession Map (i.e. the 2 core professional areas, the specialist professional areas, the bands and the behaviours)
The CIPD HR Profession Map has been developed with the help of HR professionals around the world. Many organisations use the CIPD profession map to measure their HR capability, address areas for development, and to develop their employees within HR. The HR profession map is made up of ten professional areas, eight behaviours and four bands of professional competence (Bands and transitions.)
The Professional areas describe the activities you need to undertake and what you need to know for each …show more content…
of the 10 professional areas at each band level (Levels 1 – 4.)
There are two core professional areas; Leading HR, and Insights, Strategy and Solutions. The core areas are applicable to all HR professionals, even those just beginning of their HR careers. There are 8 further Specialist professional areas: Employee Relations, Service delivery and information, Organisation Design, Organisation Development, Resourcing and Talent Planning, Learning & Development, Performance and reward, Employee Engagement and Employee relations.
The behaviours describe the 8 key behaviours each HR professional needs to be successful within their role. Each behaviour is described across each of the band levels.
The eight behaviours are; Role Model, Curious, Decisive thinker, Skilled influencer, Personally credible, Collaborative, Driven to deliver and Courage to challenge.
Bands and transitions describe the four band of professional competence and the three transition pathways which describe what HR professionals need to do in order to progress to the next band.
The four bands range cover the spectrum of roles within HR from HR Administrator (Band 1) right up to HR Director (Band 4.)
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 (or other identified) HR/L&D role.
My Chosen area of the CIPD Profession Map to focus on is Service Delivery and information. Within my role as HR Coordinator at McCormick UK, I have identified the key activities at Band 1 which I feel are essential to my role;
“10.1.1 Ask the right questions and collate data to understand customer need”. Within my role at McCormick I support many individuals within my role, including HR Managers, my line manager and employees, it is important that I understand the needs of all customers.
“10.3.1 Use available technology effectively to access relevant HR content to resolve customer issues.” I am able to use our HR system, SAP to access personal data to assist HR Managers, raise contracts, letters etc. I also run post payroll reports and ad hoc reports. Lastly, I support employees with our HCM system Success Factors as it has only recently been launched. I have provided training sessions for employees and continue to train new starters.
“10.7.1 Comply with organisational procedures and legislative requirements” I am required to follow the company policies and procedures at all times and to refer employees to the correct policies and procedures when needed. As part of my role I have to ensure that all paperwork which goes through to payroll (New starters, leavers, promotions etc,) has to be signed by an HR manager and the line manager as we need to ensure that we are complying to SOX controls. Secondly, when a new employee joins the Company, I am required to take a copy of their passport/visa on their first day with the company and record the information on a spreadsheet which we may be asked to provide to auditors at any time. I also store electronic copies of all right to work documents in our HR drive which is only accessible to HR employees.
“10.16.1 Continuously seek to identify ways to improve, challenging current practice and suggesting a better way.” I am currently working on two main projects within my current role at McCormick. The first project involves improving the new employee induction process. On a new employees first morning I meet with them to take them through essential company information and secondly to ensure that we have taken the copies of the right to work documentation and qualification certificates. I am working on a presentation to make the induction more engaging for new starters. I have also been working on improving the Spice Starters induction day. I’ve worked with employees across all functions in the business to update and improve the presentation, and we have also added a new session into the induction day to inform new employees about our Sensory and Consumer Science department. We hope this will encourage more employees to take part in the daily tasting session we are invited to attend.
The second project I’m working on is using SuccessFactors, we hope to be able to send all documents in our offer pack electronically through the system. At present we are required to send contracts, offer letters, and other offer documentation along with a great deal of company policies and procedures. This is quite costly to send in the post, and can take some time to arrive with the new employee. If we are unable to use SuccessFactors to send the offer pack, I am hoping to issue the offer letter and contract by post accompanied with a memory stick holding all of the relevant policies and procedures.
Activity 2
With reference to your own (or other identified) HR/L&D role, outline how an HR/L&D practitioner should ensure the services they provide are timely and effective. You should include:
Understanding customer needs (include examples of 3 different customers and 1 need for each, and explain how you would prioritise conflicting needs)
Three examples of different customers and one need for each are as follows:
Employee contacts me to ask a question about SuccessFactors
HR Manager requests a contract and offer letter to be raised for a new starter
Payroll manager advises that the audit reports need to be completed so we are able to send payroll on time.
I would prioritise the tasks above by urgency. The first task I would undertake in the examples above would be to complete the payroll audit reports. This entails running a number of reports from SAP and cross referencing the reports with the change forms which HR have submitted for the month in question. I usually only have a few hours to complete the audit checks before the Compensation and Benefits Analyst is required to send the bacs payment.
The second most important task would be to raise the new starter contract and offer letter and get the pack out in the post to the potential new employee. This is important as the new starter will need to receive their offer in writing before they can hand in their notice in their current role.
The least important task would be to contact the employee regarding a SuccessFactors question. This is still important, as we are really encouraging our employees to use SuccessFactors we want to be able to provide support to them if needed. I would hope to be able to respond to any such requests within 48 hours.
Effective communication (include examples of 3 different communication methods and the advantages and disadvantages of each)
Three effective communication methods are:
Team meeting
Advantages - Convenient way to discuss problems, and draw up a list of actions for individuals to work on.
Spending regular time as a team can also improve your team dynamic. You can also get instant feedback from your colleagues.
Disadvantages – Colleagues availability, not sticking to the agenda, and if there is a lack of rapport within the team.
Face to Face
Advantages – can be more efficient than having a conversation over email, more personal, improves rapport, gets to the point quicker.
Disadvantages - can take longer, no “audit trail” evidence, unsuitable for some people.
Advantages –cost effective, efficient, can be sent at any time of day, provides an audit trail.
Disadvantages – emails can be misinterpreted, can take longer than having a face to face conversation, lack of rapport.
Effective service delivery (include: delivering service on time, delivering service on budget, dealing with difficult customers, handling and resolving complaints)
Activity
SLA
Delivering Services On Time
Requests for Contracts, Letters and references will be dealt with by the HR Coordinators within 48 …show more content…
hours.
Every month HR Coordinators work with the HR managers to ensure that any staff changes (New starters, leavers, promotion etc,) are passed to payroll by the cut off date each month to ensure that there are no errors with employees pay
Delivering Service on Budget
The HR Directors at McCormick are responsible for their own budget, therefore they need to ensure that they will not go over budget by the end of the financial year.
As part of my role I look after the company car fleets. If an employee leaves the business I am responsible for working with the HR Managers to re-allocate existing company cars in the pool, this has an impact on budget.
Dealing with difficult customers
There are occasions when employees come to the HR department when they are upset or angry. In this situation, I would take the employee to a quiet room, offer them a drink, and then find the appropriate HR Manager for them to discuss their problem with.
Handling and resolving complaints
In my current role, the complaints I deal with are relating to the company car fleet. I am responsible for passing on all complaints to our company car providers. They have a SLA of 2 days to respond to the complaint. The complaint should be resolved within a timely manner.
If an employee raises a grievance, the HR Manager responsible has 5 days to respond to the grievance in
writing.
Bibliography
Through my 4DEP assignment I have used the following sources to attain my information
1. CIPD Profession Map – Various dates – http://www.cipd.co.uk/cipd-hr-profession/profession-map/
2. Examples of CPD records and plans http://www.cipd.co.uk/cpd/guidance/examples-templates.aspx
3. Demontfort university Recruitment SLA template 15.10.2014 http://www.dmu.ac.uk/documents/dmu-staff/pod/people-management-handbook/service-level-agreement/hrstservicelevelagreement.pdf
4. Liverpool JMU postal services SLA – 15.10.2014