The Hr Professional Map

The HR Professional Map

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

Source (CIPD, 2013).

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.

Insights, Strategy, and Solutions: I have realised that the best opportunity is to create personalised 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.

Behaviours

Below are my strength and development behaviours.

My Strength Behaviours

Collaboration: 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.

Courage to Challenge: I had courage to challenge since I practised 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.

My Development Behaviours

Curious: 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.