Activity 1

The CIPD profession map

The CIPD profession map consist of two core areas in which any HR
practitioner must know them and eight specialist profession areas, and it
also mention the behaviours that any HR practitioner must have in order
to carry out his work and activities. In every specialist profession area
there is four band which describes what an HR practitioner should do and
know in every band.
First I am going to mention the two core areas that needs to be recognized
and fully known by the HR practitioner:
1. Strategy, insights and solutions: understanding the core
business of the organisation, its strategies and plans, and providing
unique insights and solutions to improve the performance of the
organisation.
2. Leading and managing the human resources function: every
HR practitioner must know how to lead and manage the HR
functions, and to do so he should have strong record of operational
excellence and have the ability to know the organisation
requirements and needs.
After understanding the two core areas of the HR map, the HR practitioner
have eight specialist profession areas in which he/she can specialize in
and these are as follow:
1. Organization design: ensure that the structure of the organisation
is well designed to meet the short and long term objectives of the
organisation.
2. Organization development: ensure that the values, culture and
the environment of the organisation help enhancing the
performance and the organisation adaptability to change.
3. Resourcing and talent planning: create a competitive advantage
which will help the organisation attract talented individuals.
4. Learning and talent development: ensure that the individuals
within the organisation willing to develop their skills and knowledge
that will help the organisation achieve its short and long term
objective and that they are eager to learn and grow.
5. Performance and reward: ensure that the organisation possess a
high performance culture through introducing programs and rewards
system that recognize critical skills, knowledge and performance.
And its equitable, market-based and cost effective.
6. Employee engagement: ensure that the emotional connection
that all the employees have with their organisation is positive and
understood especially with their line manager.

7. Employee relations: ensure that the relationship between the

employees and the organisation is managed efficiently. Underpinned
by the organisation policies and procedures and under the
framework of the relevant employment law.
8. Service delivery and information: ensure that the HR data and
information is managed professionally, and all the data delivered to
the relevant individuals in an accurate and timely manner.
The Bands
In each profession area, there are four bands or levels in which in each
band its define what the HR practitioner should contribute to the
organisation. They range from band one which is the entry level of the
profession to leading it at band four.
The bands define what the HR practitioner should contribute to
organisation is some areas such as the he relationship that professionals
have with their clients, the focus of the activities performed by
professionals, where professionals spend their time and what services are
provided to clients.
The behaviours:
1. Curious: understand the internal and the external environment and
always seek improvement and development at the organisation and
personal levels.
2. Decisive thinker: show and demonstrate the ability to use the
available date and information to make the right decision.
3. Skilled influencer: have the skills to influence positively on the
organisation and the employees through his actions.
4. Driven to deliver: the ability to meet the objectives of the
organisation within deadlines and deliver the anticipated results.
5. Collaborative: demonstrate the ability of working closely with
other individuals from the organisation itself and also from outside
the organisation.
6. Personally credible: performing the tasks and responsibilities with
high integrity using the knowledge and experience that is relevant.
7. Courage to challenge: demonstrate the ability required when
challenging others and the confidence whenever the situation
require so.
8. Role model: always be the person that others see him as a leader,
work with integrity and under the organisation values, policies and
culture.
Regarding commenting on the activities and knowledge specified within
any profession area, I have chosen the Resourcing and talent planning and
I am going to comment on the activities and knowledge within Band 1:
The Band

Comments
2

Undertakes demographic profiling of the

organisation to understand potential
short-, medium- and long-term risks.

Its very important for the organisation to

undertake such an analysis, its definitely
going to help the organisation in the
process of facing any short or risk.
This is very important aspect, any
organisation
should
know
those
information about its employees to help
the management in identifying the place
of any problem, and in our organisation
we do not have such an analysis.
Yes, in our organisation we do implement
succession planning.

Analyses
resource
data,
such
as
turnover,
retention,
new
hires,
productivity, profitability per employee,
and so on, to produce management
information to inform the plan and
provide progress data.
Ensures that succession plan records are
accurate and maintained, reflecting
ongoing changes and appointments.
Researches and provides analysis to
inform
decisions
on
channels
to
recruitment,
eg
search
firms,
national/local
publications,
trade
magazines, careers fairs, Internet, and so
on.
Knows the way the organisation is
structured and how the teams work
together. Understands the product or
service that it provides and who the
customers are.
Understands the goals of the
organisation.

In our organisation we use different

websites to announce any vacancies we
have and also we do participate in career
fairs.

Its important for any individual to know

these things, so he can perform his role
efficiently and effectively.

Its a must thing for any employee to

understand the goals of the organisation
he/she works in.
Understands that the marketplace is To meet the needs and the requirements
dynamic and that some critical skillsets of the market the organisation be
are scarce and declining while others are dynamic and flexible in dealing with the
increasing.
changes.

Activity 2
Understanding customers with conflicting needs:
The Customer
The Finance Manager

Merchandiser

His Need
Asked for the salary
report
of
all
the
employees to give it to
the Auditors

My Action
Delegate this task to
my colleague and with
the alignment with the
Finance Manager
Give the Merchandiser
Requested a salary his salary certificate, so
certificate to apply for I can concentrate only
a bank loan
on the third customer
need (The HR Manager)
3

The HR Manager

Started to prepare the

Arabic contracts after
Asked to prepare the giving
the
Arabic contracts of the Merchandiser his salary
new employees in Iraq certificate, and I had to
within 24 hours
carry some of the work
with me to my home so
I can finish it on time

Effective communication:
1. Face-to-face conversation: is an informal or formal discussion
through spoken language and words on a particular issue among the
people to exchange their views freely and fairly weighs each other.
(Taken from Business communication website accessible at
www.thebusinesscommunication.com/what-is-face-to-faceconversation/)
Advantages
Immediate response
Express of feelings
Suitable for discussion and learning
Confidential
Useful for interviews

Disadvantages
Not efficient in large gatherings
Ineffective if the listener is not
attentive
Inefficient for large organizations
Low legal and reference value
Time consuming

2. Video conferencing: A technology that allows users in different

locations to hold face-to-face meetings without having to move to a
single location. (Taken from Investopedia website accessible at
www.investopedia.com/terms/v/video-conferencing.asp)
Advantages
Cost effective (no need to spend
money for travelling for a meeting)
More engagement than the voice
communication
Reliability and equipment cost

Disadvantages
A very reliable, fast data link is
needed
There may be a slight delay
between responses
Audio and video quality with large
groups
Easy to use
International time zones
You can have a meeting with Body language
different
people
in
different
countries at the same time

3. E-mail: a system for sending messages from one individual to

another via telecommunications links between computers or
terminals using dedicated software . ( Taken from Dictionary
website accessible at www.dictionary.com/browse/e-mail)
Advantages
Very easy to use
Free of cost

Disadvantages
Spam and viruses is a big problem
You may have to wait for a long time
for a response
Can be sent and received at any Scams emails is another problem
time
Ability to attach files and images
Misunderstandings
Emails can be sent to a group of No emotional responses
people
Effective service delivery
1. Delivering service on time: there are some steps that I follow
which helps me to deliver my service on time. First, I have a To
Do List in which I write every task that I have and prioritize those
tasks based on their importance, and I am always using the
Outlook calendar, for example if I have a meeting or an interview
I always make an appointment and book my calendar which
helps me to manage my time and organize myself which
eventually helps me in order to deliver the service on time.
2. Delivering service on budget: the budget is set based on
planning and forecasting the needs of the current year and also
based on the budget of the previous year with the help of the
finance department of the company.
3. Dealing with difficult customers: there are a lot of different
customers, there are the demanding, the rude and even the
disrespectable, and for each one of them there a certain
approach in dealing with them, but in general the HR practitioner
should remain calm and always respectable.
4. Handling and resolving complaints: First of all, listen
carefully to complaint and let the employee finish with his
complaint, plan a proper respond and show empathy and finally
solve the complaint as quickly as you can if not you should
determine the person who can help the employee in solving his
complaint.

Activity 3
Personal Development Plan
5

Name: Abbas Ali Abdulhasan

Covering the period from: March 2016
November 2016

Month

What do I want/ need to

learn?

1.
March

April

What
resour
ces or
suppo
rt will
I
need?

Target
dates
for
review
and
comple
tion

Attend Classes, Complete my

assignments, read books and
journals

Time,
laptop,
access
to the
interne
t,
books

March

April

What will I do to achieve

this?

1.

Contributing to the
process of job
analysis

Attend Classes, Complete my

assignments, read books and
journals

Time,
laptop,
access
to the
interne
t,
books

1.
2.

Resourcing talent
Supports the talent
identification
processes by
collecting and
collating data and
information from
managers and
performing
appropriate analysis

Attend Classes, Complete my

assignments, read books and
journals, sit with the managers
concerned and discuss with
them their requirements and
needs

Time,
laptop,
access
to the
interne
t,
books

May

Attend Classes, Complete my

assignments, read books and
journals

Time,
laptop,
access
to the
interne
t,
books

June

Attend Classes, Complete my

assignments, read books and
journals, conducting surveys
and collecting feedback from
the employees after finishing
any training to measure the
knowledge captured from every
training

Time,
laptop,
access
to the
interne
t,
books

August

Attend Classes, Complete my

Time,

Septem

May

1.
June

1.

2.
August

Septem

Developing yourself
as an effective
human resources or
learning and
development
practitioner

to:

1.

Recording, analysing
and using human
resources information

Supporting individual
learning through
coaching and
mentoring
Processes and
captures data from
learning and talent
development events
to support the
evaluation of
initiatives in the
immediate and
longer term.
Supporting good

2.

ber

practice in
performance
management and
reward
Analyses data and
provides
performance and
reward information
on individuals or
groups,
to managers and
performance and
rewards

assignments, read books and

journals, conduct surveys to
measure how much the
employees is satisfied with the
performance and rewards
system and collect their
feedback about it

laptop,
access
to the
interne
t,
books

ber

Attend Classes, Complete my

assignments, read books and
journals, hang any update
about policies and procedures
on the HR board, send an email
to all employees regarding any
update or announcement

Time,
laptop,
access
to the
interne
t,
books

October

Attend Classes, Complete my

assignments, read books and
journals

Time,
laptop,
access
to the
interne
t,
books

Novemb
er

specialists to aid
decision-making.
1.

2.
October

Novemb
er

1.

Supporting good
relations in managing
employment
relations
Ensures that staff
and managers
receive new
information and
updated literature
when policies and
procedures change or
are updated.

Understanding
Organisations and
the role of human
resources

Bibliography:
1. CHARTED INSTITUTE OF PERSONNEL AND DEVELOPMENT. (2016).
CIPD
Profession
Map
[online].
CIPD.
Available
at:
http://www.cipd.co.uk/cipd-hr-profession/profession-map/
[Accessed 18 Mar. 2016].
2. Leatherbarrow, C. and Fletcher, J. (2015). Introduction to Human
Resources Management A Guide to HR in Practice. 3rd ed.
London: Charted Institute of Personnel and Development.
3. The Business Communication. (2013). What is face-to-face
conversation?. Advantages and disadvantages [online]. Available
at:
http://thebusinesscommunication.com/what-is-face-to-faceconversation/ [Accessed 22 March 2016].
4. Investopedia. (2010). Video Conferencing Definition [online].
Available
at:
http://www.investopedia.com/terms/v/videoconferencing.asp [Accessed 23 March 2016].
7

5. Dictionary.com. (2016). the definition of e-mail [online]. Available

at: http://www.dictionary.com/browse/e-mail [Accessed 23 March
2016].
6. Teach-ict.com. (2016). methods of communication, telephones,
fax, email, video conferencing, sms [online]. Available at:
http://www.teachict.com/gcse_new/communication/comm_methods/miniweb/inde
x.htm [Accessed 24 March 2016].