The HR Professional Map
It is the map that directs the HR Professionals at each level (generalist or specialist) to figure out what they need to do so as to deliver correct output at whichever stage of the career they are working at. The map is a threshold set for the individuals exhibiting HR excellence. It describes the knowledge and activities as well as the behaviours that are absolutely needed for smooth functioning of the HR activities currently and also in future. The map is ever-evolving so as to combat the ever increasing needs of this profession. The HR Professional Map is divided as follows:
Core Professional Areas: The centre of the map enfolds two main professional areas which are relevant and related to all the people in the HR profession irrespective of the position or the level these people work at. These two are, namely, 1. Insights, Solutions and Strategy
Specialist Professional Areas: Apart from two core profession areas, there are 8 special profession areas which states that there is a need of understanding what is to be done at each band of competence from beginner competence to an advanced one. These are 8 areas, namely,
- Organisation Design
- Organisation Development
- Resource and Talent Planning
- Learning and Talent Development
- Performance and Reward
- Employee Engagement
- Employee Relations
- Service, Delivery and Information
Behaviours: Perfection and efficiency in carrying out the activities described in the professional areas are governed by certain behaviours which need to be incorporated while carrying out these activities for their successful accomplishment. These behaviours include,
- Decisive Thinker
- Skilled Influencer
- Personally Credibl
- Driven to Deliver
- Courage to Challenge
- Role Mode
Bands: The professional areas and the behaviours, all reside in the four bands of professional competence which gives a clear focus on the developmental activities in one’s career. It is the definition of the contribution each HR practitioner makes at each level and transits into another level based on the experience gained in a level.
There are 4 bands from beginner level to advanced level of competence. In the HR profession, I specialise in Recruitment of the employees for my department. I extend my expertise in bulk recruitment and thus, help other departments of the business. Hence, in relevance and accordance to my current job profile, the professional area I have chosen is Resource and Talent Planning. On completion of the tour of the HR professional Map and taking the assessment on it, my calibre makes me lie in Band
There are several areas related to recruitment and resource planning in which I am interested is:
- Assessment: The interviewers and the assessors from within the company or from third party must be competent enough and be fully trained in their field of approach. They must undergo a training programme which has both soft skills and practical interview techniques training involved in it which ends with an assessment test that is to be cleared by all the interviewers .
- Selection: The selection criteria, process is designed and developed so that there is an ease in choosing capable candidates possessing quality knowledge. This process is all about evaluation and grading of the candidates based on tests carried to check their skills.
- Induction: Avital element for the new joiners, transitioned employees and new managers is getting induced to the company they are a part of an understanding the job role they are going to operate for. These employees are also made aware of the business strategy of the organisation so that their efforts are aligned to the company benefits. These are the knowledge and activities with respect to the HR professional map. Now we focus on the behaviours to be adapted so that these activities are carried out most efficiently. Some behaviour is:
- Curious: It means accepting new and innovative ways of making things work which helps me. I want all the employees to take new challenges, work upon their mistakes and weigh the merits and de-merits of the approaches.
- Driven to Deliver: Avoiding the laid back attitude, the energy and zeal within me encourages me to walk along the path to deliver the outcomes perfectly.
As a Recruitment and Resource planning HR employee, my job is to hire technically sound and knowledgeable employees to suit the company positions and direct them to correct teams and departments. An HR employee lays the foundation and acts as the building block for the entire employee hierarchy. Thus, it is of utmost importance to focus on efficiency and timeliness of the delivery of the services they offer.
I am responsible for recruitment, resource and talent planning, training and induction in the organisation, so the customers whom I would serve and offer my services are no one else but the managers, third party interviewers, new joiners and transitioned employees, etc. All these customers are in touch with me for the resolution of different needs and they are:
- Managers: The managers, may be an HR practitioner of any level, are to be trained from time to time so that the transitioned experienced employees are easily absorbed in the new team with their area of expertise. Need: Training so that the new employees are very well treated and their skills are determined. This will enable the existing managers to allocate work to the employees according to their skill set.
- Third-party interviewers: Along with in house interviewers and assessors, third party interviewers are also on the panel that is selected to bring in the best employees based on the criteria of selection. Need: They need to be trained and provided with the selection process or criteria so that they can hire the employees with best technical skills, practical knowledge implementation vision and soft skills.
- Fresh joiners: New employees are an added asset to the organisation. I am in charge of their introduction with the organisation, department and the team. The business strategy and the work domain of the company are being explained to them. Need: The new employees must be aware of the organisation values, mission, goals, financial status, area and type of work. Thus, an induction programme is essential for these employees so they are well-prepared to take up the job responsibilities.
Thus, these three customers have different needs and it is my job to resolve the conflicting needs based on the priority of the fulfilment of the needs. The top most priority is to serve the third-party interviewers as they are responsible for recruiting the new employees. Next comes the new employees, they are served so that they get a direction and objective to work in alignment to the strategic goals of the company. Lastly, the managers are served because the delay in their training might not affect their work too much as they are experienced enough to handle the transited employees. Communication methods
These methods prove to be useful so as to communicate information to the staff of the organisation or the team members of different departments. The basic three modes of communication are :
- Email: The most commonly, widely and easily used source of communication which is instant and fast deliverer of a message is used in my organisation. This is the most extensively used mode of message transfer regarding the training and development sessions by me to my team mates. Advantage: Quick and easy access to all the employees whether or not they are physically present in the company. Distant communication is effectively handled. Disadvantage: Miscommunication through bad writing skills in an email may affect the business as it may be interpreted incorrectly. Personal details may be shared with wrong set of people.
- Telephone: This is the best way of transferring the message. I use telephonic conversations if I have to explain the training course, selection process or criteria, assessment details to the team members. Advantage: No scope of confusion, misunderstanding and misinterpretation of the message which avoids losses to the business. Quick means of communication maintains the integrity of the information. Disadvantage: Busy network conditions and traffic problems on the network makes it difficult to make the call. Conference calls may have a problem of delays.
- Intranet: The company intranet is the best and safest environment to host and make public announcements targeting the entire company or most of its parts. All the course details and recruitment schedules are uploaded by me and are updated time to time. Advantages: The viewer’s access the latest information and it is safeguarded by password protection. Disadvantages: Not everyone is keen to browse through the intranet often which leads to missing out of important information. System downtime may have restricted access.
- Time: I am responsible for delivering timely service i.e. recruitment advice to the managers when they need. This advice serves as a way of satisfying their needs of bulk selections or one-on-one assessments depending upon the number of vacant positions.
- Budget: Timely delivering the service by keeping the budget constraints in mind is another way of serving the customers. Arranging the recruitment and selection processes as well as the training sessions such that no or very less cost is incurred in its set up is an important factor.
- Customers: There are various customers to be dealt with all having different needs, demands and expectations to be fulfilled in such a way that the company objectives are achieved and stalling the fulfilment of one’s need does not affect the other. Sometimes, customers become rigid and adamant that they need to be prioritised so that it retains the company image. The only aim behind dealing with such difficult customers is inculcating a sense of satisfaction in them.
- Complaints: Different customers with different demands will obviously have different set of complaints regarding the nature of the work i.e. the training sessions, assessment complexity levels, scheduling of the sessions, etc. Handling these complaints is an important task for me as I am the training manager. These complaints are addresses in a way that there are corrections made in the nature of the training sessions, assessment test, etc. They are offered other services to overcome the drawbacks of these ones.
- Arthur H. Bell, D. M. (2010). Management Communication. John Wiley & Sons.
- David Megginson, V. W. (2003). Continuing Professional Development. CIPD Publishing.
- Sims, R. R. (2007). Human Resource Management: Contemporary Issues, Challenges, and Opportunities (PB). IAP.