Human Resource Management and Hr Practitioners
Activity 1 Human Resources Department is the department which performing events and activities such as planning, organizing, development and leadership - Human Resource Management and Hr Practitioners introduction. It is the department that concerned with staff motivation to reach the highest level of productivity and efficiency and combining between the company and the employee in direction and contribute to achieving the objectives of each of them as well as contribute to increasing the company’s market share and maintain the human dimension.
In many organizations, the HR professionals apply the HR Profession Map in their performing their work. It shows the HR members how they perform their job properly and effectively. It shows their roles as HR practitioners and stages to be followed and level of their work according to the HR global standards. The HR Profession Map has three main key components. The first component includes 10 Profession Areas, which shows what is required and needed from the HR practitioner.
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They are Strategy, Insights and solutions, Leading and managing the human resources, Organization design, Organization development, resourcing and talent planning, Learning and talent development, Performance and reward, Employee engagement, Employee relations and Service delivery and information. The second component of the HR map includes 8 Behaviors which shows how the HR practitioners performs activities. Each activity is divided into 4 bands of profession components starting from beginner toward leadership. 1] The third component includes four Bands. They are sorted from band one to band to from those who entering the profession as beginners till become leaders and professionals. The HR Map is developed in 2 key professional areas. They are Strategy, Insights and Solutions and Leading and managing. In the area of Strategy, Insights and Solutions, the HR practitioner understands very well the activities of the business, plans and strategies, and highlights the barriers and difficulties to the sustainable performance and employees and customers’ needs.
The HR practitioner should have a unique insight to move the performance of the business in creative way and to deliver the HR strategy and solutions. In the Leading and Managing, the human resources function is that the HR professionals ensure that all employees at all levels of the organization develop their knowledge, skills and experience in order to fulfill the short and long term ambitions of the organization. The employees also are to be motivated to learn and grow and do better performance.
The HR professionals should be effective and do their work in the best way. Their duties include personal leadership and leading others, designing HR function and deliver of service, planning and deliver of HR resources, HR budgets and finance managing, and they deliver performance and value in HR team. The HR professionals need 8 main behaviors in order to perform their duties in the best ways. The behaviors are: Curious, Decisive thinker, Skilled influencer, Driven to deliver, Collaborative, Personally credible, Courage to challenge and Role model.
The first behavior is Curious, in which the HR practitioner gets attention to internal and external environment and the interest in self and others development and improvement, open-minded and shows the willingness to learn, inquisitive and future-focused. The second behavior is Decisive Thinker in which shows the ability to understand quickly and analyze date and information; use knowledge, experience and insight, organize them and use the judgment and make strong decisions.
The third behavior is Skilled Influencer, in which shows the ability to influence and impact in order to get required commitments and help from different stakeholders for the value of the organization. The forth behavior is Driven to Deliver in which the HR professional shows determination, become responsible to deliver result personally and with others. The HR professional plans actively, monitor performance and priorities and watch performance to deliver the best results for the organization. The fifth behavior is Collaborative; which work with range of people and stakeholders effectively inside and outside the organization.
The sixth behavior of the HR professional is personally credible in which professionalism is built and delivered by merging expertise of commercial and HR so as to bring to the organization’s stakeholders the value. The seventh behavior is Courage to challenge, which demonstrate courage and self-assurance to talk, faces others. The eighth behavior is Role model, which is acting integrity, fairness, alone, matching between personal, organization and legal parameters. Being HR coordinator, the most Professional Area related to my work is Service delivery and Information.
My job includes coordinate the process of Employment and Separation of employees. I also Maintain & update in full confidentiality secondary personnel files for all staff, monitor attendance/ leave records of staff & timely reporting to Human Resources at IB Asia HO on quarterly basis, Ensure that ME staff are aware of HR policies, rules and procedures, and arrange and facilitate training programmes for Bahrain staff. Prepare periodically reports such as Leave report, Petty Cash report, CBB reports, etc. Activity 2 In any organization the HR role is to serve internal and external customers.
The internal customers include employees and their managers. The managers and employees may needs may be sometimes in conflict. In order to determine these conflicts, there should be a focus on the organizational overall needs and the HR role is to help to meet these needs by recruiting and retaining creative workers. The HR practitioner needs to prioritize the conflict needs in effective way by determining what is the most important. The service on internal customers is related to the ability to recruit the right employees who their skills and abilities meet the job.
Also the HR serve the internal customers needs by providing them orientation and the necessary training, coaching, manage turnover, provide effective reward and recognition systems. The HR also serve different external customer, mainly the government agencies, legal and regulatory, who will provide directions on the formalities to be followed during the new hiring and termination and issues related to safety and security. In many organizations, we find that the successful management depends largely on effective communication with others.
The communication is the key to effective governance, or is the vehicle that allows the manager to perform all functions. In order to plan successfully, you must have the ability to connect to staff properly. To organize successfully the manger should encourage communication flow from top to bottom and vice versa, and in order to lead successful workers, the manager should direct the employees to the desired objectives, in order to successfully monitor must connect with subordinates to follow progress on performance goals and intervene with the necessary correction.
Therefore the staff or the manager should be an effective communicator. Any staff spend 70% of time during the day communicating with others, therefore, the communication and its effectiveness is very important for all of us whether we operate a leadership or management position or until we are subordinates, and from here we know that communication skill is must for all of us. Communication is important for HR practitioners, because they deal with all types of employees and other external customers, therefore, the HR practitioners should have a good communication skills.
They communicate with different communication methods, and they should have the appropriate skills when they use these methods of communications. Telephone is one of communications methods. It is used to discuss issues and to have fast agreement. Telephone communication improves communication between employees, managers and external customers. It is also faster that using other method of written communication. The disadvantage of the telephone communication that can be cost and it is not a written proof.
Writing emails is another method of communication. Its advantages for HR practitioners is that it is used for fast answer to customers’ enquiries and needs. The disadvantages of using email are that some emails are time-consuming. Security of an organization can be compromised with using emails because it is easy to spread sensitive information through email and can be distributed easily. Emails can be misunderstood and also impersonal. Face-to-face communication is another method of communications that is used by HR practitioners.
The advantage of this type of communication is that it has an immediate response comparing with the other written communication. Both parties can see the feeling of each other. The disadvantages of face-to-face communication are that if the HR practitioner is not good communicator and does not have good interpersonal skills, he will not succeed in face-to-face communication. There are many responsibilities the HR practitioners undertake in organizations. Redman and Wilkinson suggested different tasks the are performed by HR. . e. job analysis, human resources planning, recruitment and selection, training and development, pay and conditions of service, grievance and disciplinary procedures, employee relation and communications, administration of contracts of employment, employee welfare and counselling, equal opportunities policy and monitoring, health and safety, outplacement, culture management and knowledge management. In Conclusion, the HR Department and HR practitioners play a major role in every organization.
The HR Map is being used and applied by may HR practitioners, because it shows them how they perform their job effectively and in the best way. The HR Profession Map has three main key components including 10 Profession Areas, 8 behaviors and 4 bands. The HR practitioner should be a good communicator. There are many types of communications, such as telephone, email, face to face, etc. these methods have also advantages and disadvantages to the HR when using them. | |Development plan | |NAME: |Nadeya Mohamed Almerbati |MEMBERSHIP NUMBER: | | |COVERING THE PERIOD FROM: |Jan 2013 |TO: |Nov 2013 |
This record sheet is for your guidance only – you may present your development plan in any other format. Planned outcome Where do I want to be by the end of this period? What do I want to be doing? (This may be evolutionary or “more of the same”. ) | |What do I want/need to |What will I do to achieve |What resources or support will |What will my success criteria be? |Target dates for review and| | |learn? |this? |I need? |completion | |Jan 13 | Attend CIPD unit 1, on |Understanding the whole unit |Text book, the unit PowerPoint |Passing the unit assignment |10 Feb 2013 | | |(Developing yourself as an |contests and achieve the |presentation, websites, | | | | |effective human resources |assignment |Tamkeen, my bank, my manager | | | | |or learning and development| | | | | | |practitioner) | | | | | | | | | | | | | |Be aware of Bahrain Labour |Attend training courses on |My Manager, Tamkeen and read |Passing the training course |17-19 Feb 2013 | | |Law |Bahrain Labour Law |Bahrain Labour Law book | | | |Feb 13 |Attend CIPD, Unit 2 on |Understanding the whole unit |Book, the unit PowerPoint |Passing the unit assignment |Assignment submission date | | |(Understanding |contests and achieve the |presentation, websites, | | | | |organisations and the role |assignment |Tamkeen, my bank, my manager | | | | |of human resources) | | | | | |Learn the Effective |Understand the proper way of |Books, websites, Tamkeen or |Apply the Performance Appraisal |Feb 2013 | | |Performance Appraisals |handling the performance |BIBF, my manager |effectively for the bank’s staff | | | | |appraisal for the bank’s | | | | | | |staff | | | | |Mar 13 |Attend CIPD, Unit 3 on |Understanding the whole unit |Text book, the unit PowerPoint |Passing the unit assignment |Assignment submission date | | |(Resourcing talent) |contests and achieve the |presentation, websites, | | | | | |assignment |Tamkeen, my bank, my manager | | | | |Be aware of Recruitment & |Attend training courses on |Training Institutions, HR |To be involved in Recruitment and |Mar 2013 | | |
Selection |Recruitment & Selection, |managers, books & internet |Selection in my bank | | | | |learn from HR managers |resources | | | |Apr 13 |Attend CIPD, Unite 4, on |Understanding the whole unit |Text book, the unit PowerPoint |Passing the unit assignment |Assignment submission date | | |(Recording, analysing and |contests and achieve the |presentation, websites, | | | | |using human resources |assignment |Tamkeen, my bank, my manager | | | | |information) | | | | | | |Learn about Training and |Attend training courses on |Training Institutes, CIPD |To be involved in Training & |April 2013 | | |Development Learning & Development, learn|presentations, internet |Development Planning for the | | | | |from HR Managers | |Bank’s staff | | |May 13 |Attend CIPD, Unit 5, on |Understanding the whole unit |Text book, the unit PowerPoint |Passing the unit assignment |Assignment submission date | | |(Supporting good practice |contests and achieve the |presentation, websites, | | | | |in performance management |assignment |Tamkeen, my bank, my manager | | | | |and reward) | | | | | | |Learn about compensation |Understand how the |In-house training at Benefits &|Gain knowledge and experience |May 2013 | | |and benefits |compensation and benefits |Rewards department |about Benefits & Compensation | | | | |systems operates in my bank | |policies and practice and our | | | | | | |bank. | |Jun 13 |Attend CIPD, Unit 6 on |Understanding the whole unit |Text book, the unit PowerPoint |Passing the unit assignment |Assignment submission date | | |(Developing mentoring |contests and achieve the |presentation, websites, | | | | |skills for the workplace) |assignment |Tamkeen, my bank, my manager | | | | |Being an HR person, i need |Learn about staff relations |Training institutes, books, |Staff satisfaction and happiness |June 2013 | | |to treat our bank’s staff | |articles, internet |with the way being treated | | | |professional way | | | | | |Sep 13 |Attend
CIPD, Unit 7, on |Understanding the whole unit |Text book, the unit PowerPoint |Passing the unit assignment |Assignment submission date | | |(Developing Coaching Skills|contests and achieve the |presentation, websites, | | | | |for the Workplace) |assignment |Tamkeen, my bank, my manager | | | | |Put the HR Rules and |Revise our current HR |Visit HR in big banks and |Create new manual or maintain the |Sept 2013 | | |Policies for our bank |handbook, be aware of how big|companies, internet, books |current HR handbook. | | | |banks & companies in Bahrain | | | | | | |put and maintain their HR | | | | | | |policies | | | | |Oct 13 |Attend CIPD, Unit 8, on |Understanding the whole unit |Text book, the unit PowerPoint |Passing the unit assignment |Assignment submission date | | |(Contributing to the |contests and achieve the |presentation, websites, | | | | |process of job analysis) |assignment |Tamkeen, my bank, my manager | | | | |Need to learn about how the|Understand how the job |In house training, HR manager |Creating job descriptions for our|Oct 2013 | | |Job Description is created |description is created | |bank’s departments | | |Nov 13 |Attend CIPD, Unit 9, on |Understanding the whole unit |Text book, the unit PowerPoint |Passing the unit assignment |Assignment submission date | | |(Supporting good relations |contests and achieve the |presentation, websites, | | | | |in managing employment |assignment |Tamkeen, my bank, my manager | | | | relations) | | | | | | | | | | | | | |Learning and talent |Manage the administrative |Referring to previous training |Establishing a list of training |31 March 2013 | | |development: |activities of the training |records of the bank, books and |needs for the bank’s employees | | | |Administers trainings needs|function at our bank by |training managers’ experience | | | | |analysis data. |maintaining and creating | | | | | | |
information systems. | | | | | |Researches and sources open|Search for training |BIBF, Universities and other |Building up of list for all |29th February 2013 | | |programmes and courses for |institutes that offer courses|training institutes |necessary and required training | | | |managers and employees. tailored to the needs of | |for the Bank’s staff for the year | | | | |development in the employment| |of 2013 | | | |Keeps records of career |Create all related records |PC, files |Records of career plans and |31 Jan 2013 | | |plans and development |(hard and soft copies) | |development plans are maintained. | | | |plans. | | | | | | |Coaches managers to ensure | | | | | | |that development, | | | | | | |deployment and areer | | | | | | |management processes | | | | | | |provide fair access of | | | | | | |opportunity for all. | | | | | ———————–  ALESHAK94. (2012) HR Profession map: Studymode. Online version also available at: http://www. studymode. com/essays/Hr-Profession-Map-1013969. html [Accessed 24 January 2013].  BIBF. 2013) CIPD: 4DEP-Develping yourself as an effective HR practitioner: Powerpoint presentation by Dr. Vijaya Moovala  CIPD. (no date) Behaviors. Online version also available at: http://www. cipd. co. uk/cipd-hr-profession/hr-profession-map/behaviours/. [Accessed 24 January 2013].  eHow. (no date) The Importance of Customer Service in HR. Online version also available at: http://www. ehow. com/about_6607562_importance-customer-service-hr. html#ixzz2J1b36Hnz. [Accessed 26 January 2013].  Charles leaherbarrw, Janet Fletcher and Donald Currie. (2010) The Role of the HR Practitioner. 2nd Edition: London: Chartered Institute of Personnel and Development.