The CIPD HR Profession Map is a comprehensive evaluation of how Human Resource functions give the greatest value to institutions. CIPD identifies what workers in Human Resource departments do and how committed they are to the attainment of success in their respective positions (Armstrong, 2012).
CIPD also helps chart the progress of the careers of individuals. The map has three different modes of classifications-Bands Professional Areas and Behaviors. Bands are broken into four stages, Professional Areas into ten and behaviors into eight groups (Armstrong, 2012).
The four bands describe the contribution that the professionals in HR departments make in the fostering of proper relations with clients in consideration of where the financial resources and time are directed (Whiting, Martin & Jackson, 2010).
The professional areas are: Insights, strategy and solutions, Leading HR, Organizational design, Organization development, Resourcing and talent planning, Learning and talent development, Performance and reward, Employee engagement, Employee relations and Service delivery and information (Whiting, Martin & Jackson, 2010).
The categories of behaviors include: Curious, Decisive Thinker, Skilled influencer, Driven to deliver, Collaborative, Personally credible and Role model (Whiting, Martin & Jackson, 2010). An assessment of the bands, behaviors and professional areas helps companies identify the areas where more time should be spent and new skills included.
For an individual working in the Human Resource department of a company, success is said to be achieved when they come up with insights that are attainable and use them to develop an understanding of the organization. These individuals come up with solutions to address HR problems and implement them full. This is accomplished through the development of proper capacity structures ensuring that their departments are able to handle their responsibilities well.
In my position as a recruiter in the transport department, I ensure that I keep proper track of our hiring schedules in relation to the growth of the company. This helps me identify the department that needs more workers, allowing us to only recruit when necessary.
As far as Leading HR is concerned, successful HR professionals ensure that they are personally involved in the tasks that they come up with. These individuals own, shape and drive the projects in their departments through leading others, resource planning and managing budgets and finances.
While working on the recruitment cycle of my company, I ensure that that I am involved at every stage of the process. This enables me to understand the limits of our budgetary allocation, further making the recruitment process efficient.
Employee engagement details the relationship that the senior members of staff have with their juniors and with each other. HR professionals who are considered successful ensure that they relate with other members of staff at both professional and emotional levels. For someone to understand why the output of employees is at a particular level, they must constantly interact with them.
As the head of the recruitment department in my company, I have a number of individuals who work under me. Whenever I notice that the motivation levels have gone down, I invite the members of staff to my office for lunch and we talk at a personal level regarding the challenges they are facing. In this lunch-time meetings, I always make a point of clarifying that no one will be victimized for speaking out. This puts the workers at ease and allows them to volunteer more information.
Reference List
Armstrong, M. (2012). Armstrong’s Handbook of Human Resource Management Practice. London: Kogan Page Publishers
Whiting, F., Martin, M. and Jackson, T. (2010). Human resource Practice. United Kingdom: Chartered Institute of Personnel and Development