The HR profession map was created to assist the HR Practitioner serve the organization with HR best practices. By aligning organizational goals with providing the highest standards of successful competence, we ensure to deliver sustainable organization performance. The HRPM consists of ten professional areas out of which the first two are the most essential towards its successful implementation, eight behaviors and four bands.It describes what we need to do, what we need to know and how we need to do it at each level of our HR career. The core professional areas “strategy, insights and solutions” coupled with managing the HR functions lie at the heart of the map.
An effective HR practitioner must develop actionable strategies; prioritize perspectives and delivers persistent realistic solutions in order to lead and manage the human capital whilst providing growth and development opportunities.The structure of the organization is managed through effective “Organization Design” in a manner to ensure goals and objectives are met, as they will spark innovation and drive towards sustainable competence. Finding the most suitable workforce environment and providing them with exciting and challenging opportunities to demonstrate their abilities and improve their capabilities is done through proper “Organization Development”. “Resource and Talent Planning” through employment of suitable and fit for the job workforce will ensure sustainable competence, “Learning and Talent Development” will enable the workforce to acquire and develop skills, knowledge and competencies necessary to grow and advance throughout their career.Consequently “Performance and Reward” recognizes the workforce productivity and rewards them through preferably market based incentive schemes. Part of the workforce performance evaluation is done through “Employee Engagement” and assessment of their loyalty towards the organization.
This can only be achievable if “Employee Relations” are managed through effective and efficient policies and procedures, rules and regulations that apply to all. The last professional area relates to data provided being transferred into meaningful information that is accurate and cost effective to all stakeholders. To implement the professional areas, eight necessary behaviors are required.The HR practitioner must identify areas of improvement (decisive thinker), strive to convince the management with his thoughts and ideas (skilled influencer); deliver professional and trustworthy support (personally credible); embrace teamwork as the key towards reaching targets (collaborative); always motivated to perform (driven to deliver); impose and challenge those who think their actions are the best (courage to challenge); attract others to follow through honesty and integrity(role model) and seek innovation and news ways of adding value (curious).The contribution and development of the HR practitioner from junior to senior level is defined through four bands. The HR practitioner starts in serving the administrative function at band 1, moves towards leading and managing the function at band 2, addresses and consults key challenges at an organization level at band 3, lead, develop and implement strategies at band 4.
In order to implement effective “Employee Relations” certain activities and knowledge must be specified. What I need to do: 1. Demonstrate to the workforce that they can speak up easily 2. Respect their cultural differences 3. Share their concerns and feel empathetic 4. Understand their dissatisfaction 5.
Provide them guidance, motivation and a sense of trust 6. Provide them with growth and development opportunities 7. Provide them with a friendly environment, thus reducing absenteeism What I need to know:1. Deep understanding of the governing labor law to resolve their complaints 2. Policies and procedures to explain their rights, rules & regulations that are applied to all 3. Deep understanding of their norms and beliefs 4.
How to manage their conflicts, and create trust among peers, subordinates and colleagues
