Effective HR free essay sample

Introduction This report will look at how to develop you as an effective Human Resource Practitioner. It will summarise the Human Resource Profession Map (HRPM), also identify different effective communication skills, understanding customer needs and how to delivery effective service. Human resource professional map The Human Resource Map also known as HRPM has been developed to help Human Resources practitioners and organisations to be successful and effective in their role and also to develop further in their career. The HRPM is broken up in to four key components – Professional areas, behaviours and band and transitions. There are ten professional areas, two of them being Core professional areas – Insights, Strategy, and Solutions and Leading HR. The first core professional area insights, strategy and solutions show the direction of the profession as a practiced business discipline with a people and organisation specialism. Secondly leading HR has three main areas for leadership to develop, personal leadership, leading others and leading  issues. We will write a custom essay sample on Effective HR or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page Next there are eight other professional areas – Organisational design which ensures the organisation is set up to achieve objectives in both the short and long term and that structural change are managed efficiently. Organisational development provides the organisation to have a committed workforce and that culture, values, support, performance and adaptability are assessed and developed. Resourcing and talent planning is all about making sure the organisation appeal to key people and meets balance of resource. Learning and development ensures that people at all levels of the hierarchy acquires and develops their skills, knowledge and experience to meet their own and the organisations ambitions. Performance and reward creates a high performance culture by delivering schemes that recognises and rewards skills, capabilities, experience and performance. Employee Engagement makes sure that all employees have positive and understanding relationships with their work, colleagues and organisation. Employee relations differ to employee engagement by ensuring that the relationship is managed accordingly within the organisations practices and policies. Finally service delivery information ensures that the service delivery of information is accurate, on time and cost effective. Next in the professional map are behaviours, in each area it describes how a HR professional should carry out their tasks. In total there are eight behaviours which are curious, decisive thinker, skilled influence, personal credible, collaborative, driven to deliver, courage to challenge and role model. The last area of the map is Bands and transitions; this is split into four bands (band 1, 2, 3 4). The four bands of professional competence define the contribution that professionals make at every stage of their HR career key areas such as relationships with clients, the focus of the activities performed by the HR professional, where HR professionals spend their time, the services they provide and their contribution and success is calculated. The bands help to give a clear pathway and focus to development planning and activities. Professional are – Resourcing talent planning This part of the report will look the professional area ‘Resourcing and talent planning’ and the activities and knowledge within this area at band  one that are more essential to my HR role. Band one is to support colleagues with administration duties and processes, managing information and being customer orientated. Resourcing and talent planning includes workforce planning, resourcing, talent identification and succession, assessment and selection, induction, exit and finally legal framework. Assessment and selection, induction and exit are more essential to my role as these are all part of my day to day activities. Assessment and selection is essential to my role and falls into band one due to sitting in on interviews and sometimes conducting them. Within the interview process my role is to identify candidates that will fulfil the short and long term goals of the organisation, to do this effectively a good knowledge of the company is required to be able to identify the key people. The next essential area to my role is induction as all new starters are required to undertake one. This is more customer orientated as this affects customers internally and externally as the new starter to be able to hit the ground running they will need a thorough induction. This will include a full history and background information of the company, introductions to colleagues, company handbook, health safety information and job description. Finally the last essential activity exit is a key role as all employees on leaving the organisation are required to fulfil an exit interview. The purpose of this is to gain as much information and knowledge as possible on reasons for leaving which in turn will help in future activities such as assessments and selection. All of these tasks are in someway or another supporting colleagues whether it is taking notes in an interview or making sure a new starter is fully prepared, managing information such as new starter details and all activities are customer orientated. Activity 2 Customer needs A HR practitioner should ensure that the services they provide are timely and effective. This is going to be shown by understanding customer needs, giving three examples and a need for each. Also by discussing effective communication, different methods and there advantages and disadvantages.  Finally by showing effective service delivery including service on time, to budget, dealing with difficult customers and customer complaints. There can be many different types of customers and within my HR role there is my manager, colleagues and pension provider. An example of my managers need would be for me to agree with them and write up a return to work plan in line with the company’s procedures for a member of staff with long term sickness. A colleague’s example need would be requiring leave for a death in the family and to follow the necessary procedures to make sure this happens and cover is obtained either by internal cover or temporary help from an external source. Thirdly the pension providers need would be updated details required for employees. To all these customers they will believe that there need is a priority and to prioritise these conflicting needs I would assess by analysing what would need urgent attention and what could wait. Firstly I would deal with the employee who has had a death in the family as this is obviously a difficult time for them and will need the peace of mind that they will not need to worry about work and focus on the sad news they have received. Secondly I would then deal with my managers request for a return to work plan for a long term sickness employee, the reason this is second is because this is not happening straight as the member of staff is off with long term sickness but will be returning in the near future and is important a plan is agreed with them and my manager. Finally I will now be able to deal with the pension provider as the information they requested is not urgent but is necessary for them to provide us with there service. Effective communication Effective communication is an important role for a HR practitioner because it empowers them to provide clear direction, information and effective service. There are many ways to communicate within and outside working life. Within my HR role the most common methods are email, face to face and letters. Next will show the advantages and disadvantages of these communication methods –