Dpp Guidance

First, it should serve employees. HRDM needs to establish and maintain harmonious relations between employees. It needs to design mechanism to protect employees’ benefits and maintain their legal rights. Also, it needs to help employees manage their career plan by providing guidance. Second, HRDM needs to be responsible for

The report will discuss the CIPD HR Profession Map and how the framework and standards within it define a HR professional. The professional areas, the bands and the behaviours will be outlined and the two core professional areas as well as two behaviours will be evaluated to explain how they uphold the concept of ‘HR Professionalism.’ Examples from the knowledge and activities in band 2 will be used in support.

HR professionals have to think carefully about what they are doing in the context of their organization and within the framework of recognised body of knowledge. They have to perform effectively in the sense of delivering advise, guidance and services that will help the organisation to achieve its goals.

The HRPM is a visual illustration of the activities, skills and behaviours required to be effective in an HR role. It based on information and best practice shared globally by HR professionals. Many organisations around the world now use it to benchmark their HR capability.

| Explain how different organisational structures and management roles can impact on the HR Function (AC: 1.3)

The CIPD Human Resources Profession Map (HRPM) consists of two core professional areas, eight behaviours and ten professional areas.

The design of the HRPM is to be relevant and applicable to HR professionals operating anywhere in the world, all sectors and in organisations of any shape or size. It captures what skills are required for effective and successful HR.

This report intends to help in the understanding of the CIPD Human Resource Professional Map (HRPM). The HRPM was designed by the CIPD with the intention of helping the individual develop themselves as a successful Human Resource Practitioner, whilst providing a guideline to businesses, big and small.

2.1 A description of the HRM-related work problem that I have encountered and why I think it relates well to my chosen study session. Pg 4

(1) CIPD. (date not shown). HR Professional Map. Our Global Standard. Available: http://www.charity-works.co.uk/wp-content/uploads/2012/11/HowardRosenthal_HR_Profession_Map.pdf. Last accessed

The CIPD HR Profession Map is a thorough overview of how HR operates and what value it has for organisations.

The role of HR is very demanding because HR needs to integrate its own practices and, moreover, needs to perform two other roles simultaneously: a strategic role for company-wide integration and a support role for business unit transaction.

Human resource management is one of the multi-faceted functions which enable a given organization to keep running in a controlled and well-planned manner. The primary definition of human resource management refers to the "process of managing people in organizations in a structured and thorough manner. This covers the fields of staffing (hiring people), retention of people, pay and perks setting and management, performance management, change management and taking care of exits from the company to round off the activities" (managementstudyguide, 2012). A secondary definition of HRM Management involves balancing people and arranging one's workforce from a macro point of view (managementstudyguide, 2012). From this perspective human resources management concerns itself with enabling its employees, developing their skills and objectives and furthering the strength of the rapport between the supervisory staff and team members (managementstudyguide, 2012). Given this dual function and the split focus of human resources management, designating the competencies that a HR practitioner should possess is extremely important.

Part 2 Any professional service may, at times, have gray areas and/or ethical boundaries between clients. Because many of the issues that clients have are similar, it stands to reason that there will be similar questions, legalities, tests, and even results. However, just as a physician who keeps private information private, but sees a number of common symptoms and provides common treatment, the HRM professional should simply provide a boilerplate of basic techniques and answers that is customized to the client at the

The HR model of the four HRM perspectives devised by Ulrich helps clarify the role of Personnel Departments (University of Sunderland 2004, p. 75).