Developing Yourself As An Effective Hr Practitioner Essay Example

hierarchy of the profession. The main purpose of the Map design was to highlight 10 professional areas at four different bands of competency and then eight key behaviors at which all HRS professionals need to operate. The 10 professional areas listed below, organization design, organization development, resounding and talent planning, learning and talent development, performance and reward, employee engagement, and employee relations, set out what a practitioner needs to do and know for each area of the HRS profession.

Service, delivery and information ; Leading HRS ; Insights, strategy and solutions are the two core professional areas that are central to the professional map. Leading HRS and Insights, strategy and solutions are relevant to all HRS professionals, regardless of their role. Here is a more detailed explanation of these core areas. The core area of Insights, strategy and solutions focuses on how HRS professionals in Human Resources can enhance their organization's performance. This involves using insights to develop HRS strategies and provide effective solutions that are adaptable and inventive.

An HRS specialist has a deep understanding of the organization's goals and how HRS actively contributes to achieving them. This includes knowledge of the organization's structure and how teams collaborate. They also have a solid understanding of the organization's product or service and its customers. Additionally, an HRS specialist is responsible for guiding their team in creating solutions that align with the organization's objectives. Table 1 showcases my competency in this specific area.

Tablet Personal knowledge and competency relating to insights, strategy, and solutions Business Knowledge 1. 18. 2 The vision and purpose of the organization and how this relates to your role. I conducted research

and formulated the Vision Statement for the business. It was crucial to establish a vision statement from the beginning to guide future planning and outline our aspirations for the business. Developing the vision statement had an immediate impact on my role as Owner/Director, as I had personally invested my own finances in order to fulfill my ambitions for building the business.

In terms of leading HRS, it is important for HRS professionals to take an active role and be proactive in shaping and driving their organization, rather than simply watching or facilitating. Leading HRS involves engaging individuals with diverse backgrounds, utilizing their expertise, and enhancing their team's understanding of the organization's operational plan. It also entails supporting and mentoring other members of the HRS team while driving the team's progress.

Table 2 showcases my expertise and comprehension in the core area of leading HRS. This table, titled Table 2 Personal knowledge and competency relating to leading HRS, highlights my personal leadership capabilities. As a professional, I constantly seek feedback and coaching to improve my learning and development. Additionally, I utilize HRS processes like My HRS Map for my personal and professional growth. As the Managing Director of my own retail business, it was crucial for me to have proven skills for ongoing professional development. Therefore, I enrolled in various courses that would enhance my existing skills and qualifications.

In 2011, I obtained a Management qualification, and now I am pursuing my CUPID foundation Certificate at Level 2. The map entails 8 behaviors that describe how work activities should be conducted, contributing to the success of the organization. These behaviors include: the ability to analyze and

understand data and information as a decisive thinker; influencing diverse stakeholders to gain commitment and support for the organization as a skilled influencer; delivering professionalism through the combination of commercial and HRS expertise to bring value to the organization as a personally credible individual; collaborating effectively with both internal and external parties as a collaborative worker; demonstrating determination, resourcefulness, and purpose to deliver the best results as someone driven to deliver; displaying courage and confidence in skillfully challenging others when faced with resistance as someone with the courage to challenge; consistently leading by example as a role model; and acting with integrity, impartiality, and independence while balancing personal, organizational, and legal parameters.

Curious - future focused, inquisitive, seeks out evolving and innovative ways to add value. The competence bands in HRS range from Band 1 to Band 4, with Band 1 being the early stages of a career and Band 4 for senior leaders in HRS. Each band defines the responsibilities required at different stages of the career. In this section, I will focus on personal competency at Band 2 in the professional area of 'Learning and talent development - Capability assessment 6.21. How to work with an individual to assess their learning and training needs'.
As a self-employed person responsible for managing sales staff, I had one staff member who needed additional training for her professional development. To identify the appropriate learning and training, I followed these procedures: After the employee's initial induction, risk assessment, and 3-month appraisal, it was determined that she wanted to achieve her previous employment level.

The reason for her desire for further qualifications was that, after conducting an

appraisal, I looked into the content of the NV 3 to verify if it aligned with the employee's current job role, as she had expressed a desire to advance in the industry. To explore potential learning opportunities, I reached out to Cumberland 'ETC, as the employee had previously completed training with them and I knew they still offered the level 3 apprenticeship.

I asked for a representative to visit us so they can gather the necessary information for completing the NV level 3. We offer in-house training as well as monthly day release and monthly visits from a training adviser. The NV level 3 in Business Administration can be completed in-house, with employees attending the training facility once a month to review their portfolio with their training adviser. The training adviser also visits the business once a month for progress reviews and to collect evidence.

I discovered, with the assistance of the Training Adviser, that there is funding available for individuals below a certain age to undergo NV training under my mentors. In Activity 2, I need to identify three users of HRS services and establish one need for each. I also have to explain how conflicting needs would be identified and prioritized. Additionally, I need to provide examples of three effective communication techniques, highlighting the advantages and disadvantages of each. Lastly, I must discuss effective service delivery, which includes delivering services on time and within budget, handling difficult customers, as well as resolving complaints.

Within my organization, there are various users of HRS services. For the purpose of this assignment, I will focus on three specific users and discuss their needs and the conflicting

elements identified and prioritized by the HRS Department. These users include Line Managers, Employees, and Potential Employees (Applicants).

The Line Manager is responsible for their team and requires organization. They must ensure minimal absenteeism and that all workers are skilled professionals.

When employees fail to meet expectations or achieve targets, it can lead to conflict and put the Line Manager's professional career at risk. For employees, one of their main goals is to be rewarded financially and receive training for their dedication to the organization. If employees feel demotivated because they lack qualifications or necessary skills, this problem can be easily addressed through additional training and support.

In numerous professions, potential employees frequently possess superior qualifications and training compared to longstanding employees within the organization. Nonetheless, it is typical to receive a substantial number of highly qualified applicants for every available position. This poses a challenge for HR practitioners as they must effectively and precisely evaluate each application while concentrating on the specific key specifications outlined in the job description during the candidate shortlisting process.

The HRS services cater to the diverse needs of employees, potential employees, and line managers. Their conflicting needs are determined by their work behavior and motivations. The conflicts can be addressed by prioritizing the needs of employees, who are crucial to the organization's success. This can be done by providing additional training or negotiating pay raises with the line manager, taking into account factors like work ethics, commitment, and qualifications.

Offering extra training can serve as a way to motivate employees, meeting the needs of the organization and building a positive and professional relationship with their line manager. When employees

are fully qualified and skilled, it also addresses the concerns of the line manager, ensuring they have motivated staff. Furthermore, it is anticipated that potential or new employees will possess the required qualifications and experience to effectively perform their job.

In this assignment, I will discuss the methods of effective communication and their advantages and disadvantages. The three methods I have chosen are Oral/Face to Face. One advantage of this style is its immediacy, which allows for an immediate response. It also simplifies giving instructions to employees as it utilizes intonation, hand gestures, and examples to express expectations. Body language plays a crucial role in both the communicator's delivery and the receiver's understanding.

One disadvantage of this communication method is that employees may misunderstand or forget instructions after the conversation ends. However, there are benefits to immediate communication. For instance, when sending an email, the sender receives a confirmation that the recipient has received it through a 'read receipt' or 'delivered' acknowledgement. Likewise, during a phone call, one can instantly deliver their message to the recipient.

The disadvantage of making a phone call is that the person being called may not be available, so a voicemail message is left with an uncertain time frame for retrieval. Likewise, emails can be easily misunderstood because intonation is absent. Written communication like reports, letters, memos, etc., has the benefit of preventing recipients from forgetting tasks as they are documented and given to them. This allows for multiple readings and clarification if needed, and minutes can be modified if any information is missed.

Written communication has the disadvantage of being time-consuming to reach its intended destination. Additionally, there may

be delayed responses to minutes or letters if management requires a face-to-face meeting to clarify any uncertainties in the report or minutes. Effective service delivery is crucial for the reputation of any organization. As the owner of a bridal business, it is imperative that we consistently uphold high standards of service delivery to our customers.

Ensuring prompt service is crucial as some brides may inform us of their wedding date just a few weeks in advance. For those who need to order a new bridal gown, we offer a rush service at a minimal cost, ensuring delivery within 8 weeks instead of the usual 16. Additionally, we always have lower-cost bridal gowns and sale gowns to accommodate customers with tight budgets. On occasion, we have also dealt with challenging customers and successfully addressed their complaints.

Despite the initial instinct to defend yourself, it is crucial to attentively listen to the complaint. Losing a customer and receiving negative recommendations can harm your business. So, after carefully hearing out the customer, acknowledge their complaint and express a willingness to resolve the issue by saying, "Let's review what has happened so that we can find a solution." Apologize sincerely without being condescending, and consider enforcing the shop policy if appropriate for the nature of the complaint.

Sometimes, it is deemed suitable to give reimbursements or substitutions to address a grievance. Through the research conducted on the CUPID website, I have discovered two areas for improvement at band 1 which I have included in my Personal Development Plan (attached). These areas require additional training to meet the specified criteria and are outlined below in summary: Insights, Strategy, and Solutions

- assist organization development specialists in implementing interventions for organization development and associate change.

Employee relations encompasses the concept of CUPID, which is a component of lifelong learning and essential for career security and personal growth. CUPID ensures that professionals are up-to-date, allows professional associations to verify competence, and provides employers with a skilled and adaptable workforce (Friedman ; Phillips, 2004). It is crucial for maintaining professional competency, displaying dedication to lifelong learning, and may be mandatory for certain job roles or memberships. This process continues throughout a professional's career with the ultimate goal of enhancing the public, employer, individual's profession, and their own career.

To meet my development needs and future plans, I assessed and chose two options. I have chosen to pursue 'The fundamentals of Employee Relations' as it offers significant potential for growth. This module aims to improve my comprehension of the impact of employment law at the beginning of the employment relationship, acquaint me with employees' key individual rights during their employment, and provide knowledge on addressing issues related to termination.

I would like to increase my knowledge in certain areas. This will help me advance into a higher managerial role at my current company since they currently do not have senior HRS staff. It is important to have a solid understanding of employee and employer rights. Additionally, I want to expand my knowledge in 'Resounding Talent'. The organization is currently undergoing redevelopment and I aim to move into a more senior position. Acquiring more knowledge and expertise is essential for my future growth within the organization.