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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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posted:7/30/2012
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