Human Resources Profession Map The map was designed to assist HR Professionals in there career progression by describing the highest standards of professional competence that can be achieved. The Map is broken down in to three elements: Professional Areas Made up of 10 segments, these describe the areas within the HR discipline and what is required. The two core areas of the map. Strategies, Insights and Solutions This area defines that the HR person needs to have a deep understanding of the business activities, strategies and plans.
The strategies created must focus on the needs of the customers and employees, and add value to the organisation. They must be aware of issues that could affect the strategy and come up with solutions to adapt it. Leading and Managing The Human Resources HR professionals need to be able to leads and manage a fit for purpose HR function, Ensuring that the function has the right capability, capacity, and organisation design, and that HR employees are fully engaged, work collaboratively to support each other, each understanding what their own role is and how it contributes to the overall organisation strategy.
The organisation design professional ensures that the organisation is appropriately designed to deliver organisation objectives in the short and long-term and that structural change is effectively managed. Organisation Development is about ensuring the organisation has a committed, ‘fit for the future’ workforce needed to deliver its strategic ambition. It plays a vital part in ensuring that the organisation culture, values and environment support and enhance organisation performance and adaptability.
Provides insight and leadership on development and execution of any capability, cultural and change activities. Resourcing and Talent Planning – The HR professional working in this area ensures that the organisation is able to identify and attract key people with the capability to create competitive advantage and that it actively manages an appropriate balance of resource to meet changing needs, fulfilling the short and long-term ambitions of the organisation strategy.
Learning and Talent Development HR professional working in this area ensures that people at all levels of the organisation possess and develop the skills, knowledge and experiences to fulfill the short and long-term ambitions of the organisation and that they are motivated to learn, grow and perform. Performance and reward HR professional working in this area builds a high-performance culture by delivering programmes that recognise and reward critical skills, capabilities, experience and performance, and ensures that reward systems are market-based, equitable and cost-effective.
Employee engagement In the context of organisation objectives, the HR professional working in this area ensures that in all aspects of the employment experience – the emotional connection that all employees have with their work, colleagues and to their organisation (in particular line manager relationship) is positive and understood, and that it delivers greater discretionary effort in their work and the way they relate to their organisation.
Employee relation Working in this area of HR ensures that the relationship between an organisation and its staff is managed appropriately within a clear and transparent framework underpinned by organisation practices and policies and ultimately by relevant employment law.
Service delivery and information Ensures that the delivery of human resources service and information to leaders, managers and staff within the organisation is accurate, efficient, timely and cost effective and that humane resources data is managed professionally. The Eight Behaviours There are eight behaviours which describe how HR people should carry out their activities. 1 Curious 2 Decisive thinker 3 Skilled influencer 4 Driven to deliver 5 Collaborative 6 Personally credible 7 Courage to challenge 8 Role model