Developing Yourself as an Effective HR Practitioner Online Tutoring

The HR Professional Map

The CIPD Professional map sets standards based on behaviors, knowledge, and activities for HR professionals across the globe to attain success (CIPD, 2013). Behavior refers to the way HR professionals at four bands related to professional competence behave to carry out activities. Bands and transitions define four bands related to professional competence and transition challenges experienced whilst progressing from one band to another (CIPD, 2013).

[hbupro_banner id=”6299″]

My Role and Band

I worked as an HR executive at McDonald’s, which operates in fast food industry, in the past for a year. My role belongs to band two since I used to advice my HR manager regarding HR related issues based on my definite understanding related to evaluation process as well as solutions.

My Professional Area

My professional area was performance and reward since I used to assist HR manager in keeping a record of rewards for employees to keep them productive.

The Core Professional Areas

The core professional areas are as below.

[hbupro_banner id=”6296″]

Insights, Strategy, and Solutions:

I have realized that the best opportunity is to create personalized rewards for employees to enhance their morale and motivation. The employees should be allowed to choose their own set of rewards based on their individual preferences.

Leading HR:

I ensured that I use my commercial mindset and standpoint to develop new and creative ideas to ensure employees remain satisfied with rewards.

Behaviors

I collaborated with employees by establishing trust, so that they feel comfortable to share respective new ideas and knowledge in an inclusive climate of the organisation. I also ensured that employees did not have any fear of being mocked or demoted.
I had courage to challenge since I practiced active learning skills to deal with diverse workforce and manage respective conflicts related to ideas related to rewards. In doing so, I remained calm and listen to everyone’s point of view before reaching to a solution.
I took decisions by evaluating all pros and cons of decisions. I listening to the perspective of every individual to ensure I take the right decision in the end.
I ensured that I priorities all important tasks to set clear mile-stones for my team, so there is no delay in delivering the tasks.
I used theoretical as well as HR expertise to foster advices to my team. I ensured I gave the right advices to build trust of employees, ensuring they look upon me as a credible source.
At times, when my employees used to suggest me new ideas regarding ways their performance can be enhanced, I used to reject few ideas without adequate insights due to my over-curiosity. I used to do this to save time and show that I have listened to everyone. This was completely wrong to do as an HR.
Apart from this, I am not a skilled influencer. I had never made an effort to prepare myself for meeting with employees or HR manager to discuss workplace challenges. This created confusion due to lack of proper management and inquiry about the issues being discussed.
I became partial towards few people, which does not make me a good role model. Such kind of behavior did affect my relationship with my employees adversely.

HR Skills and Knowledge

Employment law knowledge is vital to be compliant with federal as well as state laws to avoid any lawsuit against the company. Specifically knowledge regarding minimum wage, statutory maternity leave pay rates, as well as tribunal compensation limits is needed (CIPD, 2020).

It is needed to have a balance use of information technology in human resource processes and activities. This helps in reducing the workload and saving time.

It is important to ensure evaluation is done in effective manner through better assessment skills.

HR professionals’ job is to interact with employees at all levels during interviews and meetings, including budget meetings or meetings with employees or management. There is a need that an individual should never show disinterest during interactions and whilst addressing issues.