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The concept and importance of continuous Professional Development (CPD) 1) Concept of CPD: CPD in other words known as Continuous Development, this is because the development of professional people increasing day by day and there is no end in 21st century. Due to Global competition the number of professionals increasing day by day, Clients is ever more aware of their rights and the levels of quality that they demand are continuously rising. Latest technology offers many advance and new methods of working. This latest technology becomes the source of developing a commitment to new methods of learning and, in particular, to Continuing Professional/Personal Development. Continuous development of Professionals is increasingly recognizing the benefits of adopting a planned and planned approach to the maintenance and upgrading of their skills. Professionals require keeping themselves up to date and also needing the ability to acquire new knowledge in response to the challenge of new business requirements. It is this ability to gain new knowledge which is being seen by professionals as the best possible means of gaining a competitive advantage over their peers. 2) THE IMPORTANCE OF CPD Continuous Professional Development is not a new idea but it is merely the encapsulation of what has always been considered to be good professional development. The change is in its apparent importance in the current business environment. This has been brought about by factors such as: Guarantee of Quality: The latest and important issue of the 21st century normally requires that adequately trained staff perform all significant roles within an organization and that the training is kept up to date on a regular basis in order to meet the customer demands. Continuous Change in Business Structures and Behaviors of people: Change has no limits; during university or college education the lessons have a decreasing lifespan. In order to allow personal career and continuous professional development new skills have to be acquired. Customers Satisfaction: Customers are king of markets and business and also are increasingly demanding much better informed about their rights than at any time in the past. The concept of the "duty of care" in the English Legal system is recognized as a prime responsibility for all professionals. Professional standards & Competition by Law and by Competitors: Due to increasing professional standards and skills the competition is increasing day by day. The professional institutions have the role of maintaining the standards of competence within their membership. These standards can be communicated efficiently to the membership through the use of Continuous Professional Development. The knowledge, skills and behavior required to be effective in an HR role as per CIPD Professional Map An HR competency model and CIPD Professional Map essentially determines the knowledge, skills, expected behavior and then maps them to the skills and behaviors of the employees. Following skills and Behavior should be in HR Role: Experts in the field of HR and managing conflicts between employees Not just Leaders but the challengers Work like a Change agents Participate like Business partners in the management of business Competency mapping The most important aspect of a CIPD Professional Map is to identify the users and their expectations. This aids not only HR managers but also to their supervisors in coaching their subordinates for continuous professional development. In the concept of Competencies and CIPD Professional Map the impact organizational changes, positively affect organizational structure and influence leadership skills of the employees for example: The customers’ internal and external needs by the Employees Allocation of necessary resources to meet the customer needs Positive interaction by employees Effective communication between customers and employees Building competency models Clarifying the business strategy and determining the utility of the models in activities like hiring, selection and career development helps evolve competency models Structured interviews of high performers and their analysis provide the required data 8 HR behaviors as per CIPD professional Map: a) Commander: The first behavior of HR is Commander, they are demanding and bossy, commanders are conventional control freaks. Hasty to the point of rudeness, they speak direct, in crisp, and with hard-hitting tones without bothering to be tactful b) Drifter The second HR behavior, they are free feisty and easy going, jumbled and hasty, drifters are virtually opposing to commanders. c) Attacker They consider themselves higher on others that’s’ why they are angry and hostile, cynical and grumpy, attackers often are the most uncomforting influence in the workplace. d) Pleaser They are very helpful, and pleasant. Pleasers are easy to get along with on a personal basis. They want the support of others, so they give in easily, pretend agreement to maintain synchronization. e) Performer The angry behavior in HR is performer, they are showy and loud, full of beans and entertaining, they are often the most favorite personality in the workplace. f) Avoider: It is showing with name that they love to avoid. Avoiders are the stereotypical wallflowers of the world. They prefer to work alone and Quiet and reserved, they create warm, pleasant, nest-like environments. g) Analytical: Analytical is another HR behavior, they are the distillation of procrastination, checking everything thrice and overanalyzing it. h) Achiever: The last and important HR behavior is Achiever, they are Content, peaceful and pleasant to be around, and achievers are self-confident without being arrogant. Identify at least 3 users of HR services within an organization and for each user list at least 2 key needs and explain how conflicting needs can be prioritized effectively. After the identification the three different users could be the people who work within an organization in HR. For example Learning & Development, Pay & Benefits and Employee Services 1) Pay & Benefits: The users of HR should assess their Compensation and Benefits program awarded by the organization, and redesign where necessary for continuous professional development Measure and Link the success of those programs which tailor Compensation & Benefits programs to organizational goals and strategy and hence in continuous professional development Try to work more effectively with all of organizational stakeholders including internal and external, and try to get the support from HR in order to meet their demands 2) Learning & Development: The first and most important need of learning and development is to check the actual performance of your organizations and your people against existing standards, or to set new standards. The first need of Learning and Development should have produced a big list of needs and development of employees for their carrier development, job security, training and development, their interventions development and organization development. Now the HR Managers and other staff should examine these in view of their importance to organizational goals, realities, and constraints. HR must determine if the identified needs are worth addressing, real, urgency in view of your organization and specify employees and customers requirements. 3) Employee Services: Illness coverage of employees nad their families so that employees should work effectively and utilize the resources in effective way Another basic need for HR role within an organization is to provide them guarantee in case of any disability. The conflicts in needs of HR roles can be solved by the following methods: Understanding of Needs: The best source of solving conflicts is discussion because it helps in resolve conflict expands people's awareness of the situation, giving them an insight into how they can achieve their own goals without undermining those of other people. Group Cohesion improvements: When conflict is resolved effectively, team members can develop stronger mutual respect and a renewed faith in their ability to work together. Increased the knowledge, training and development of employees: The only danger of Conflicts is that it pushes individuals to stop work, strikes or to do work in speed that cause the wastage of resources but on the other hand it helps in examining employees and organizational goals in close detail, helping them understand the things that are most important to them, sharpening their focus, and enhancing their effectiveness. Identify at least 3 methods of communication appropriate to employees at different levels. Effective communications should: The first and most important method of communication with employees within organization is to utilize a variety delivery methods (face-to-face, print, electronic), each one appropriate to the nature and importance of the information being conveyed like e-mail as it is free of cost, fastest and appropriate method for communicating routine. The second important method is help employees and provides them appropriate information about their work assignments, schedules, and the like. Due to mergers, acquisitions, reassignment, reorganization, major business changes, and other changes in policies, procedures, or benefits, are apt to cause worry stress that can lead to frustration and bitterness among employees within an organization. Employers need to provide an adequate explanation of such changes, why they are needed, how they will affect employees, and a forum that allows employees to ask questions and raise concerns. Describe the key components of effective service delivery including: a) Implementing a Multitier Model is a model in which the presentation, the application processing, and the data management are logically separate processes. By the help of this model HR managers easily deliver effective services to its employees and organization’s customers b) Enabling HR Managers and Employees about their self services Employee Self Service (ESS) is a combination of technology and organizational change that enables users to interact directly with their human resource data to inquire, review and act upon transactions in the workplace. c) Managers should Support all employees during training and in the service centre: If we support our employees then employees will work effectively and produce quality products. This will help in providing effective services to customers. d) Tapping the HR managers Expertise for your continuous professional development HR managers should conduct meetings, workshops and also training centers that helps employees for their continuous improvement. As improvement will increase, employees product products and deliver services effectively and efficiently. e) HR Managers should provide Solutions at Every Level in Tiered HR Service Delivery If at any stage employees face any difficulty whether about production, financial or self service HR Managers should provide them solutions for effective delivery of services to customers f) HR Managers should build and maintain good relationship with their employees in order to effective service delivery Relationship is very important for any part of the life. If HR managers have good relation then they will find employees productive and efficient otherwise employees will rude and will not work efficiently.
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