Management and Development
4DEP Developing Yourself as an Effective Human Resources Practitioner
Activity 1
The CIPD HRPM is an outline of what CIPD believes are the core behaviours, activities and knowledge that an individual would need to become a good HR professional. It is also to help the individual develop the above attributes for the future to add value to the organisation. It is a point of reference to show what a successful HR professional should look like at all levels and sets targets and objectives for future development for each of the bands.
The HRPM is broken down as follows:
10 professional areas – that layout the requirements, what you need to do and know at all the four bands as well as outlining the predominant behaviours that you need to exhibit when carrying out the activities. Insights, strategy and solutions and Leading HR are the two professional areas that are at the centre of all HR professionals’ development and career and are applicable to everyone in the HR environment.
8 behaviours – that details what behaviours you need at whatever hierarchy band you are on in the map and they carry with them contra-indicators which display the negative side of the behaviours
The professional areas and behaviours are set out in 4 bands of competence, covering all levels of the HR profession from the start of a career path (Band 1) to the most advanced point (Band 4).
The map also details what behaviours you need to adapt and change as you progress through bands from 1 to 4.
“Transitions: To guide professional development, there are three transition pathways which identify what professionals must do to progress from one band to another” cipd.co.uk (Word Count – 269)
I believe the bands within the HR map a very important to define the levels of technical ability and behaviours required to carry out roles at that level. Looking in more detail at the bands, I believe that I am at Band 1, as I provide mainly a support function and as such need quite a high level of
Activity 1
The CIPD HRPM is an outline of what CIPD believes are the core behaviours, activities and knowledge that an individual would need to become a good HR professional. It is also to help the individual develop the above attributes for the future to add value to the organisation. It is a point of reference to show what a successful HR professional should look like at all levels and sets targets and objectives for future development for each of the bands.
The HRPM is broken down as follows:
10 professional areas – that layout the requirements, what you need to do and know at all the four bands as well as outlining the predominant behaviours that you need to exhibit when carrying out the activities. Insights, strategy and solutions and Leading HR are the two professional areas that are at the centre of all HR professionals’ development and career and are applicable to everyone in the HR environment.
8 behaviours – that details what behaviours you need at whatever hierarchy band you are on in the map and they carry with them contra-indicators which display the negative side of the behaviours
The professional areas and behaviours are set out in 4 bands of competence, covering all levels of the HR profession from the start of a career path (Band 1) to the most advanced point (Band 4).
The map also details what behaviours you need to adapt and change as you progress through bands from 1 to 4.
“Transitions: To guide professional development, there are three transition pathways which identify what professionals must do to progress from one band to another” cipd.co.uk (Word Count – 269)
I believe the bands within the HR map a very important to define the levels of technical ability and behaviours required to carry out roles at that level. Looking in more detail at the bands, I believe that I am at Band 1, as I provide mainly a support function and as such need quite a high level of