Fig 1: CIPDProfessional MapI have chosen the professional area of Resourcing and Talent Planning andEmployee Relations from the CIPD Professional Map.I believe below mentionedknowledge, skills and behaviors in reference to most recent CIPD ProfessionalMap are important for developing into the role of an effective and efficient HRprofessional. Professional Area Knowledge: what the individual understands in order to carry out the activities Skills: what the individual does Behaviors: how the individual carries out the activities Resourcing and talent planning (Band 2 – Adviser & issues-led) o Laws governing resourcing, talent & exit. o Range of approaches to hire, retain, develop, exit talent. o Execution of recruitment plan – as per agreed standard and deadlines. o Effective talent and succession solution. o Induction and transition tools.
o Supporting managers to make right resourcing decisions, identifying right current and future skills and capabilities required. o Internal and external talent identification. o Supporting managers for succession planning o Use of right assessment tools and ensuring assessors are fully trained in a chosen approach. o Deliver, coach, train managers for transition of new employees in induction process, exit management.
Collaborative Personally Credible Employee Relations (Band 2 – Adviser & Issue-led)) o Employment Laws – propose changes to mitigate risk. o How to coach managers. o Gathering analysis and presenting ER related feedback Develop relevant ER documents. Ensuring consistency in all ER activities. Focus interventions on enhancing constructive & honest conversation between employees and managers. Lead to resolve ER issues. Skilled influencer Decisive thinker Evaluation: Resourcing and Talent Planning: It is a critical function in HR thatinvolves coordination and collaboration with HR Team and other stake holders invarious aspects like resources, hiring strategy and tools. HR professionalwould also support managers to identify current and future talent needs.
HR professional ensures identification,retention and attracting talent externally and internally. Use of suitableassessment tools is as important as finding a right candidate. HR professionalin this function advises and supports managers to take right hiring andsuccession decisions. Transition is very important for careermanagement of the new joiner. We can use tools like 30, 60, 90, 150, 180 daysreview process. Process enables managers and new joiner or promoted employee tohave regular feedback and manage performance. HR professional also supports managers toprepare honest and timely communication about the performance concerns.HR should regularly review the resourcingand talent policies and make the changes in line with the industry standardsand governing laws.
Behaviors that drives these activities arebeing collaborative and personally credible. Supported by these two behaviorsyou build ‘skill’ and the ‘will’ to succeed in your job. Collaboration candrive to solve issues. Employee Relations: A healthy employee relation reduces absenteeism;it also discourages conflicts and fight among individuals. HR function plays avital role in binding the employees together. HR professional should take a lead oninvestigating and resolving ER issues.
Coach and support managers to manageperformance on an ongoing basis and communicate clearly to employees onperformance and reward matters. Knowledge of local employment laws andknows what organization need to do to mitigate risks. Gathering and doing meaningfulanalysis.Above all I believe HR should harnesscuriosity. Having knowledge and being constantly interested in knowing how eachdepartment operates, how each department is contributing to the organizationalgoals. How competitors in similar business are operating, being up to date withall job requirements, including law, HR processes.