Hr Cipd 4dep

In: People

Submitted By sakura78
Words 520
Pages 3
4DEP F3203A (HR)

CIPD Assessment Activity Template

|Title of unit/s |Developing Yourself as an Effective Human Resources Practitioner |
|Unit No/s |4DEP (HR) |
|Level |Foundation |
|Credit value |4 |
|Assessment method |Written, Discussion |
|Learning outcomes: |
|1. Understand the knowledge, skills and behaviours required to be an effective HR practitioner. |
|2. Know how to deliver timely and effective HR services to meet users’ needs. |
|3. Be able to reflect on own practice and development needs and maintain a plan for personal |
|development. |
|All activities should be completed |Assessment |
| |Criteria |
|Activity 1 | |
|(Note: The…...

Similar Documents

Hr 4dep

...For each of those areas we break out what it is you need to know but also what it is that you need to be able to do so that’s the knowing/doing part of it. The second part are eight key behaviours for success in the HR function and those are broken into three clusters, the first of which is insights and influence, for example; curious skilled influencer, things around operational excellence, the things we need to do to get the job done well so driven to deliver, collaborative, being personally credible. Thirdly I think a quite important area around behaviours which is the whole concept of stewardship and that’s having the courage to challenge and actually being a role model for the profession. We know from our research that the further up you go in the career the more important the behaviours are to success, it’s not enough to just know things and be able to do them it’s how you do them that really makes a critical difference. “We need the map to help us drive up the capability in the profession. Good HR people are really great, we need to bring everybody else with us.” “The profession’s moved on, basically, and HR people as they’re going through their careers need support and help to make sure that they stay relevant.” “I think the work that the CIPD is doing is spot on. It is absolutely what companies need and it’s long overdue.”...

Words: 260 - Pages: 2

Hr 4dep

...areas and comment on the activities, knowledge and behaviours. ( band 1 or 2 ) CIPD reveals HR profession map to replace old standards By Louisa Peacock on 21 Apr 2009 in Careers in HR, CIPD, HR qualifications, Latest News, The HR profession The CIPD has unveiled an ‘HR Profession Map’ which will replace the institute’s professional standards structure ahead of the launch of new qualifications next year. The map is designed to help professionals become equipped with the relevant skills needed for current practise and future growth areas across HR, in preparation for an overhaul of Chartered Institute of Personnel and Development (CIPD) qualifications expected to be introduced in 2010. It recognises that people could enter the HR profession from a diverse range of backgrounds, and that career paths are more complicated now than when the original standards were set, the CIPD said. The map contains three key elements: * Professional areas – what HR practitioners need to do and know * Behaviours – how to carry out activities, divided into four bands of competence from beginner to leadership * Bands and transitions – how to develop from one role to another, split into four bands of competence which illustrate the hierarchy of the profession. The news comes just weeks after CIPD chief executive Jackie Orme told Personnel Todaythat CIPD qualifications will be transformed to offer HR staff a greater understanding of what drives performance in organisations. Orme......

Words: 446 - Pages: 2

Cipd 4dep explain how HR adds value; it was designed by a collaboration of both specialist and generalists working in the UK and globally across private and public sectors. The HRPM was developed by the CIPD. The design of the HRPM is to be relevant and applicable to HR professionals operating anywhere in the world, all sectors and in organisations of any shape or size. It captures what skills are required for effective and successful HR. There are 4 bands which relate to professional competencies; they define the contribution that professionals make at every stage of their HR career. The key areas of these bands include service and relationship with clients, activities performed by HR, where time is spent and how contribution and success is measured. The band summaries are: Band 1: Support administration and processes, is customer orientated. Band 2: Advises and manages HR issues. Band 3: Lead and consult, addressing key HR change at organisation level. Band 4: Lead and Manage professional areas, developing and delivering HR strategy. The HRPM is made up of 10 professional areas, 2 of these are the core of the map. Diagram? At the very core is “Insight, Strategy and Solutions”. It is at the core it is awareness of the business and developing actionable insights and solutions. Secondly is “Leading and Managing the HR Functions”. This is owning and shaping to insight-led leading, including working with financials such as budgeting while managing HR performance.......

Words: 1498 - Pages: 6

Hr Level 3 Cipd

...1.1 Explain the knowledge, skills, and behaviours required to be effective in an identified HR or L&D role. The CIPD have developed an HR Profession Map (HRMP) that sets the standards for all HR professionals in order to be effective within their role. It is designed to help guide professional development within HR and focuses on 10 professional areas, and 8 behaviors essential to excellent HR practice. It spans across 4 bands, progressing from an entry level HR position such as administrator at band 1, to HR director at band 4. The HRMP identifies two core professional areas “that sit at the heart of the profession and are applicable to all HR professionals”(CIPD website) Insights, Strategy and Solutions, and Leading HR. Insights, Strategy and Solutions - This area deals with the professional’s understanding and insight into an organisation. Through knowledge of how the business works an HR professional can put into practice strategic solutions to effectively manage an organisation’s specialist requirements. Leading HR - To effectively lead in HR one must act as a ‘role-model leader’. This includes developing yourself professionally, whilst also leading, supporting, and tracking others development. Adding value and making a positive difference with the organisation, and then evaluating this impact is also pivotal within this area. The remaining 8 professional areas cover specialist activities and knowledge that include: Organisation Design, Organisation...

Words: 2475 - Pages: 10

Cipd 4dep Activity 2

...4DEP Activity 2 How an HR Practitioner ensures the services they provide are timely and effective. Understanding Customer Needs for 3 different customers of HR Employees – Require information on employment contracts Managers – Require staff who can fulfill their job role efficiently and meet performance targets. Applicants – Require a clear induction policy and training plan taking their individual needs into account. Prioritising Conflicting Needs The needs of customers may sometimes be conflicting (for example, managers want production results and longer working hours whereas employees want more time off and focus on work/life balance). HR would ascertain which demands were the most urgent and important, taking into account the ease and speed of dealing with each issue whilst maintaining focus on the overall needs of the organisation. It is important to keep all customers informed of what HR can provide in the way of services and set realistic expectations. HR needs to be flexible, easy to contact and able to respond swiftly and effectively. However on occasions where the customer’s need cannot be dealt with promptly, a full explanation must be given along with estimated timescales for resolution. Effective Service Delivery Delivering Service On Time By prioritising needs, HR can ensure that issues are handled according to urgency. For example, taking into account the effect of each request on the business and considering: *......

Words: 1018 - Pages: 5


...The HR Profession Map was developed by Human Resource (HR) practitioners for HR practitioners. The HR map has been designed to deliver what HR excellence looks like in an easy to understand and relevant way. (Source: 4DEP Course Companion) The Profession Map captures what successful and effective HR individuals do and deliver across every aspect and specialism of the profession. (Source: CIPD) It outlines what you need to know, what you need to do and how you need to do it. Covering 10 professional areas and 8 behaviours, set out in 4 bands of competence, which covers every level of the HR profession. Each professional area of the map has activities, knowledge and behaviours that are essential for an effective HR practitioner. The two professional areas at the core of the map are ‘Insights, strategy and solutions’ followed by ‘Leading HR. The remaining 8 are as follows; Organisation design, Organisation development, Resource and talent planning, Learning and development, Performance and reward, Employee engagement, Employee relations, Service delivery and information.’ The following 8 behaviours identify how professionals need to carry out their activities and make a contribution to organisational success; Curious, Decisive thinker, Skilled influencer, Personally credible, Collaborative, Driven to deliver, Courage to challenge and Role model. The 4 bands of the professional competence define the contribution that professionals make at every stage of the HR career.......

Words: 307 - Pages: 2


...Developing Yourself as an Effective Human Resources or Learning and Development Practitioner 41 4 4DEP Sept. 2011 Purpose and aim of unit The CIPD has developed a map of the HR profession (HRPM) that describes the knowledge, skills and behaviours required by human resources (HR) and learning and development (L&D) professionals. This unit is designed to enable the learner to develop a sound understanding of the knowledge, skills and behaviour required of a professional practitioner, whether their role is generalist in nature or specialist, for example L&D. It will enable learners to develop a personal development plan, following a self-assessment of learning and development needs, that meets their personal and professional requirements. This unit is suitable for persons who:  are aspiring to, or embarking on, a career in HR/L&D  are working in the field of HR/L&D in a support role and wish to develop their knowledge and skills  have responsibility for HR/L&D activities and decisions within an organisation without a specialist function  are employees or independent consultants within the field of HR/L&D  engage in CPD to enhance and maintain their professional practice and membership. Learning outcomes On completion of this unit, learners will: 1 Understand the knowledge, skills and behaviours required to be an effective HR or L&D practitioner. 2 Know how to deliver timely and effective HR services to meet users’ needs. 3 Be able to reflect on own practice and......

Words: 3060 - Pages: 13

Cipd Hr Profession Map

...Activity 1 - The CIPD Human Resources Profession Map The CIPD Human Resources Profession Map (HRPM) provides the foundations for global professional competency in Human Resources (HR). The HRPM highlights ten professional areas with the centre of the map focusing on the two core areas which sit at the heart of the HR function and can be applied to all HR professionals regardless of role, location or stage of career. Insights, Solutions and Strategy – this underpins the direction of the profession as an applied business discipline through a deeper understanding of the business context and organisational challenges and needs. Leading and managing the HR function – understanding the business challenge enables HR professionals to design an HR function to meet specific business needs and priorities. Surrounding the 2 core areas are the eight remaining professional areas, which includes Learning and Talent Development. The professional areas are divided into 4 bands of professional competence which define the different levels of work activities and responsibilities for each area: * Band 1 – Support; * Band 2 – Advisory/Manager; * Band 3 – Consultant/Partner; * Band 4 – Manager/responsible for delivering an organisation’s HR Strategy. The edge of the map highlights 8 key behaviours which include the three essential behaviours for Learning and Talent Development professionals working within Band 2: Curious: Open minded, focusing on the future......

Words: 718 - Pages: 3

Developing Yourself as an Effective Hr Practitioner (4dep)

...Activity 1 The Human Resources Profession Map: The CIPD HRPM is a developmental tool that sets out activities, behaviours and guidelines to become a successful HR Professional. Without a Human Resources team, many companies would fall apart. By HR professionals following the guidelines set by the profession map, this would assure that any organisation would be sustainable and successful. The Core Professional Areas: There are two 2 Core Professional Areas • Insight, Strategies and Solutions – By having an insight into organisations, you are able to spot opportunities and are able to turn them into strategies and solutions. By doing this you are able to meet organisational needs now and in the future. • Leading HR – Having leadership skills allows you to work collaboratively with colleagues. You are able to guide and advise, enabling everyone, as a whole, to deliver valued skills and outstanding performance. These two areas are seen to be a requirement of any HR professional, regardless of their role, location or stage of their career. The Specialist Professional Areas: There are also 8 specialist professional areas that coincide with the HRPM. • Organisation Design - Ensuring that every aspect of the organisation is designed correctly and efficiently to deliver the maximum impact. • Organisation Development – is imperative. It sets requirements and strategies that need to be met to achieve goals. By training and developing individuals, you set out to have a team......

Words: 1631 - Pages: 7

Cipd in Hr and L&D

... | |those involved in an induction process | | | | | | | |ASSESSMENT OUTCOME |PASS/REFER | | Students should please note that the above Assessment Outcome for this Unit is provisional and is subject to Internal EHWLC verification (IV) and external CIPD Verification (EV) Tutor name: 3RTO F204A CIPD Assessment Activity Template |Title of unit/s |Resourcing Talent | |Unit No/s |3 RTO | |Level |Foundation | |Credit value |6 | |Assessment method |Written, Observation | |Learning outcomes: ...

Words: 6598 - Pages: 27

Cipd Hr Dat

...16 Recording, analysing and using HR information 3RAI F203A (HR) Activity 1 Introduction Throughout organisations it has become evident that HR departments must collect and store various types of data. Through reference to data stored, this can be used to influence business decisions as the data is analysed and used in conjunction with the company’s strategy and objectives. This report will discuss examples of the reasons why HR must collect data, types of data, how this can be stored and legislation that the organisation must comply with. Why HR Data is collected There are various reasons why there is a need for organisations to collect and store HR data. Firstly, it is important to collect and store accurate information to comply with legislation. For example, Right to Work, supporting documents from employees, equality act, documentation to prove the organisation is compliant with UK policies. Health and safety at work act (1974), documents providing evidence of training carried out which ensures that all staff are trained in compliance with the law. By storing the accurate, up to date documentation the data can be used as evidence to support the organisations either legally or at audits. Another example of why data should be recorded to highlight patterns or concerns that may lead to other problems in the workplace. For example, absence records. By storing information on employee absence, it allows for trends in employee absence to be highlighted and......

Words: 818 - Pages: 4

Hr Cipd

...week induction program in a table format, for a new HR Administrator. Describe everything they need to learn, know and do, and which roles teams and functions they need to meet, in order to be effective. In doing so you should include the following: o The first week be broken down into days o 2 activities in every time period o Show how the progress will be monitored. Each activity must include a method of assessment, who will assess it and when. Assignment 4 (1000 words) Produce a report on the subject of resourcing talent in your organizations In your report you should: • Identify and explain at least 3 organizational benefits of attracting and retaining a diverse workforce • Identify and explain at least 4 factors that affect an organization’s approach to attracting Senior Managers, Specialists and high potential graduates • Describe 3 factors that affect an organization’s approach to recruitment and selection • Compare and contrast the benefits of 3 different recruitment methods • Compare and contrast the benefits of 3 different selection methods Assignment 5 (600 words) Write a report referring to the CIPD’s Profession Map. You should: • Explain the purpose and structure of the CIPD Profession Map, professional areas, behaviors and bands, explaining in summary how it is used as a tool for professional analysis • Provide a brief summary of the two core areas: ‘Insights strategies and solutions’ and ‘leading HR’. Consider the band at which you are working......

Words: 420 - Pages: 2

Cipd Hr Profession Map

...2 core professional areas, the remaining professional areas, the bands and the behaviours. The CIPD HR Profession Map sets out standards of professional competence for HR practitioners, and is a useful tool to help them identify any future learning and development needs, in order to achieve their professional goals at every level of HR profession. The HR Profession Map describes what HR professionals need to do, what they need to know and how they need to do it, in order to be effective and successful in the HR role. The CIPD HR Profession Map consists of three main components-10 professional areas, 8 behaviours and 4 Bands of professional competence. The Professional areas There are 10 Professional areas in HR Profession Map - Insights, Strategy and Solutions, Leading HR, Organization design, Organization development, Resourcing and talent planning, Learning and talent development, Performance and reward, Employee engagement, Employee relations and Service Delivery and Information. The first two professional areas-Insights, Strategy and Solutions and Leading and Managing the Function, are considered as the core areas, and are applicable for all HR practitioners, regardless of their role and position. First core one-Insights, Strategy and Solutions, explains how to develop actionable insights and solution, which are adjusted to a deep understanding of the business. The HR professionals must know organisation’s strategy, vision, what are the products/services that......

Words: 489 - Pages: 2

Cipd Fact Sheet -Retention of Hr Records

...Retention of HR records Revised July 2015   What are HR records? HR records include a wide range of data relating to individuals working in an organisation, for example, pay or absence levels, hours worked and trade union agreements. This information may be stored in a variety of media such as paper files and, increasingly, on computer databases. It is important for all organisations to maintain effective systems for storing HR data, both to ensure compliance with all relevant legislation (for example in respect of the minimum wage or working time regulations) as well to support sound personnel administration and broader HR strategy. Our factsheet on human capital has more details of how employee information can help identify the sort of HR or management interventions which will drive business performance. However, as detailed below, in the UK a complex regulatory regime governs the length of time for which HR records should be stored. The legal position Legislation There is a substantial and complex amount of legislation  in the EU and UK that has an impact upon the retention of personnel and other related records in those regions. Examples of legislation dealing with particular categories of records are provided in the boxes below. Access, storage, format and destruction The Data Protection Act 1998 (DPA) applies to most personnel records, whether held in paper, microform, or computerised format. Under the DPA data must not be kept any longer than is necessary......

Words: 2032 - Pages: 9


...4DEP Assessment 1.1 - Explain the knowledge, skills and behaviours required to be effective in an identified HR role. The CIPD professional map determines what HR professionals should know and understand to make a difference to their organisation. The map can be used in its form or in part or be incorporated into organisation’s existing competency structure. The map highlights ten professional areas with the centre of the map focusing on the two core areas which sit at the heart of the HR function and can be applied to all HR professionals regardless of role, location or stage of career. These are: 1. Insights, Strategy and Solutions: o This area deals with the professionals understanding and insight into an organisation, through a deep knowledge of the organisations purpose, objectives, aims, values, activities, strategies and plans. o The strategies created have to focus on the needs of the customers and employees, and add value to the organisation. o Be aware of political, economical, social and technological (PEST) issues and how it can affect the organisation and what can be done to overcome this. 2. Leading HR: o HR professionals act as role models, leaders and maximise the contribution made throughout the organisation through own self and by encouraging others. o They develop the organization across 3 main areas of leadership: Personal leadership, leading others and leading issues. o HR professionals need to be able to lead and manage a......

Words: 1762 - Pages: 8