Hr Practitioner - 2049 Words

Within the field of HR, practitioners operate at several different levels, tasks and responsibilities varying according to their level and status. For example people in senior roles such as – HR managers will be involved in departmental management corporate strategy and HR policy formulation. Those in the middle ranks may specialise in a particular field and have sectional responsibility. The lower levels such as HR officers and administrators carry out operational level tasks such as administrative activities. To be an effective HR practitioner you need to posses particular skills have underpinning knowledge and posses certain behaviours. The activities within these roles are wide amp; varied. Producing and maintaining secure and†¦show more content†¦Employee engagement is a business management concept. An engaged employee is one who is fully involved in, and enthusiastic about their work, and therefore will act in a way that furthers their organisations interests. Employee Engagement is a measurable degree of an employees positive or negative emotional attachment to their job, colleagues and organisation which profoundly influences their willingness to learn and perform at work. A well and engaged employee is efficient and effective and a valuable asset in the workplace. The behaviours are as follows; * Curious shows an active interest in the internal amp; external environment amp; in continuous development and improvement of self and others around them. Open minded attitude with a willingness to learn amp; enquire. * Decisive thinker needs the ability to analyse amp; understand data amp; information quickly. Is able to extract the information and use any judgement wisely to identify options amp; make robust amp; defendable decisions. * Skilled influencer shows the ability to influence across a complex environment to gain necessary commitment amp; support from a wide range of diverse stakeholders in pursuit of organisation benefit. * Driven to deliver the need to be able to take account for delivery of results both personally and/or with others. Also plans to prioritise amp; monitors performance, holding others accountable for delivery. * Collaborative worksShow MoreRelatedHow to Be an Effective Hr Practitioner Essay833 Words   |  4 PagesIntroduc tion The aim of this report is to demonstrate I can be an effective practitioner in Human Resources. Users of HR Services within an Organisation and Key Needs of each User After researching, I can determine three users of HR Services in the Organisation to be: †¢ Employees of the Organisation †¢ Management of the Organisation †¢ Third-parties i.e. Clients Two key needs of HR Services to the:- Employee 1. Offer support to employees regarding equal opportunities to ensure all staffRead MoreHr Practitioner Guide Essays17082 Words   |  69 Pages4. Pay for Performance 5. Performance Appraisal and Links to the Compensation System. The intent of this assignment is to develop a user-friendly tool that may be applied in the workplace to document Compensation processes and to guide a practitioner in completing the critical steps of each process. The purpose of this assignment is to assist in describing each component of a compensation management system, to develop a practitioners guide for several of the key compensation management tasksRead MoreDeveloping Yourself as an effective HR Practitioner2909 Words   |  12 PagesIntroduction The intention of this report is to address the following learning outcomes:- †¢ to understand the knowledge, skills and behaviours required to be an effective HR practitioner; †¢ know how to deliver timely and effective HR services to meet users needs and; †¢ be able to reflect on my own practice and development needs and maintain a plan for personal development. For the purpose of this report I will use research journals, books and internet searches, in particular, help andRead Moredeveloping yourself as an effective hr practitioner1589 Words   |  7 PagesEffective HR Practitioner Activity 1 I am doing this HR course to further my career at work. I am supervisor. I am involved in HR in my job, as we do not have an HR department. I work with my Manager at present to help conduct annual appraisals, disciplinary procedures and inductions. I have also been involved with redundancies. We are a medium sized company, which has expanded since I joined in 2000 but as we are growing we feel the need to have 1 person to take on the HR role soRead MoreDeveloping Yourself as an Effective Hr Practitioner1426 Words   |  6 PagesDeveloping Yourself as an Effective Human Resource Practitioner The CIPD Human Resources Profession Map The CIPD is the professional body for those working within a HR related role, to â€Å"manage the employer-employee relationship and align an organisation’s culture with its people† (CIPD). Researched through collaboration with business leaders the CIPD has developed a map of the activities, knowledge and behaviours required by the different HR roles to meet current business needs (diagram 1).Read MoreDeveloping Yourself as Effective Hr Practitioner1760 Words   |  8 Pagesresponsibilities of a H.R practioner and users of the service. It explains the different communication methods used whilst providing effective service delivery. Task 1.1 Explain the knowledge, skills and behaviours required to be effective in an identified HR role. Refer to the HRPM, and include a summary of the HRPM (including the 2 core professional areas) and an explanation of the activities and knowledge, at either band 1 or 2, of any one of the professional areas. The H.R profession Map is used inRead MoreDeveloping Yourself as an Effective Hr Practitioner1723 Words   |  7 Pagesten professional areas. The architecture of the professional map is structured as follows: †¢ Professional areas - describes what needs to be done and what you need to know for each area of the HR profession at four bands of professional competence. †¢ Behaviours – Describes the behaviours and HR professional needs to carry out specific activities. Each behaviour is described across four bands of professional competence. †¢ Bands and Transitions – Describes the four bands of professionalRead MoreDeveloping Yourself as an Effective Hr Practitioner1517 Words   |  7 PagesAgreements and ensuring that these are communicated to the managers thus managing expectations. Where SLA’s are not being met within the team we look to alternative solutions such as temporary agency staff or re-distribution of workload amongst the HR team during busy periods of recruitment within larger regions. I also use KPIs to monitor the speed of applicant turnaround and this information is communicated to the senior management team who relay this to the wider organisation in the regionalRead MoreDeveloping Yourself as an Effective Hr Practitioner (4dep)1617 Words   |  7 PagesActivity 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 SolutionsRead MoreEssay on Cipd Developing Yourself as an Effective Hr Practitioner612 Words   |  3 PagesUnderstanding customer needs As an HR practitioner it is important to indentify the needs of customers and prioritise the needs of each. Three examples of different customer and a need for each: 1. An employee enquiring about their holiday entitlement for the next holiday year 2. Payroll department require new employee details the day before the cut off period 3. Manager who requires the sickness absence report for an employee who has triggered a disciplinary hearing scheduled for