ACTIVITY A

Explain the knowledge, skills and behaviors required to be effective in an identified HR or L&D role.

An HR competency model and CIPD Professional Map basically determines the knowledge, skills, expected behavior and then maps them to the skills and behaviors of the employees. Following skills and Behavior should be in HR or L & D Role: Experts in the field of HR and managing disagreements between employees Not just Leaders but the challengers Work like a Change agents Involve yourself like Business partners in the management of business aptitude mapping

The most important aspect of a CIPD Professional Map is to identify the users and their expectations. This assists not only HR managers but also to their supervisors in coaching their subordinates for continuous professional development.

In the concept of Competencies and CIPD Professional Map the impact organizational changes, positively have an effect on organizational structure and influence leadership skills of the employees for example: The customers internal and external needs by the Employees Allotment of necessary resources to meet the customer needs Positive communication by employees Effective communication between customers and employees Building competency models

 Clarifying the business strategy and determining the utility of the models in activities like hiring, selection and career development helps evolve competency models Structured interviews of high performers and their analysis provide the required data

CIPDs HR Profession Map

8 HR behaviors as per CIPD professional Map:

a)

Commander:

The first behavior of HR is Commander, they are demanding and domineering, commanders are conservative control freaks. Hasty to the point of impoliteness, they speak direct, in brittle, and with hard-hitting tones without bothering to be tactful

b)

Drifter

The second HR behavior, they are free lively and easy going, jumbled and hasty, drifters are virtually opposing to commanders.

c)

Attacker

They believe themselves higher on others thats why they are angry and antagonistic, pessimistic and irritable, attackers often are the most uncomforting influence in the workplace.

d)

Pleaser

They are very helpful, and pleasant. Pleasers are easy to get along with on a personal basis. They want the support of others, so they give in easily, pretend agreement to maintain harmonization.

e)

Performer

The angry behavior in HR is performer, they are ostentatious and loud, full of beans and entertaining, they are often the most favorite personality in the workplace.

f)

Avoider:

It is showing with name that they love to avoid. Avoiders are the conventional wallflowers of the world. They prefer to work alone and Quiet and reserved, they create warm, pleasant, nest-like environments.

g)

Analytical:

Analytical is another HR behavior, they are the decontamination of procrastination, checking everything thrice and overanalyzing it.

h)

Achiever:

The last and important HR behavior is Achiever, they are Content, peaceful and pleasant to be around, and achievers are self-confident without being arrogant.

Explain the concept and importance of CPD: 1) Concept of CPD:

CPD in other words known as Continuous Development, this is because the development of professional people growing day by day and there is no end in 21st century. Due to worldwide competition the number of professionals increasing day by day, Clients is ever more aware of their rights and the levels of quality that they demand are continuously rising. Latest technology offers many advance and new methods of working. This latest technology becomes the source of developing a commitment to new methods of learning and, in particular, to Continuing Professional/Personal Development.

Continuous development of Professionals is more and more recognizing the benefits of adopting a planned and planned approach to the maintenance and upgrading of their skills. Professionals require keeping themselves up to date and also needing the aptitude to acquire new knowledge in response to the challenge of new business requirements. It is this ability to gain new knowledge which is being seen by professionals as the best possible means of gaining a competitive advantage over their peers.

2)

THE IMPORTANCE OF CPD

Continuous Professional Development is not a new idea but it is merely the encapsulation of what has always been considered to be good professional development. The alteration is in its apparent importance in the current business environment. This has been brought about by factors such as:

Guarantee of Quality: The latest and important issue of the 21st century normally requires that adequately trained staff perform all significant roles within an organization and that the training is kept up to date on a regular basis in order to meet the customer demands.

Continuous Change in Business Structures and Behaviors of people: Change has no limits; during university or college education the lessons have a decreasing lifespan. In order to allow personal career and continuous professional development new skills have to be acquired.

Customers Satisfaction: Customers are king of markets and business and also are increasingly demanding much better informed about their rights than at any time in the past. The concept of the "duty of care" in the English Legal system is recognized as a prime responsibility for all professionals.

Professional standards & Competition by Law and by Competitors: Due to increasing professional standards and skills the competition is increasing day by day. The professional institutions have the role of maintaining the standards of competence within their membership. These standards can be communicated

efficiently to the membership through the use of Continuous Professional Development.