The CIPD Professional Map Knowledge And Behavior

Question: Discuss what skills, behaviours and knowledge are important to a professional working in each of these areas. Answer: Introduction The CIPD Professional Map is meant for comprehensive analysis how HR may add sustained value to the organization and describes utmost standards of professional competence for the particular organization (cipd.co.uk 2016). The Map is utilized for the development of various services and products which not only renders support to the profession but also helps in augmentation of professional growth amongst resources. The following study discusses what skills, behaviors and knowledge are important to a professional working in each of these areas. Discussion/ Analysis The two relevant professional areas of consideration are Talent and Resource Planning and Learning and Talent development. Talent and Resource Planning The primary activity in this area is planning of workforce. The Band One suggests that demographic profiling of the organization needs to be done to perceive latent short-term, medium-term and long-term risks associated. The Band Two of the planning of workforce tests the external market to determine levels of available talent and what are required to draw them. The workforce planning delves in the analysis of resource data, retention, productivity and profitability per employee which generates management information to provide the progress data. Usage of systematic judgment and processes are required for assessment of overall future resources and talent levels spanning across the entire organization (Harrison 2015). Resourcing assumes to be the second professional area in this regard. The Band Two promulgates support of managers and HR workers for making a right choice regarding resourcing to fill the need, for instance, experienced hire, and permanent staff member. The Band One suggests research and analysis for conveying decisions on new sources of diverse talent, for example, universities, industries and geographical locations. Band Two of the proposition reflects over the recommendation of new sources of required and diverse talent. It also suggests resource planning encompassing availability of HR talent based in the local, regional and international parlance. The Band One provides individuals with pertinent information to demonstrate the process of recruitment process which comes with necessary adjustments (Griggs et al. 2015). Talent identification: Band one suggests supporting of talent identification processes by collating and collection of data from line managers and performing the proper analysis. The Band two, on the other hand, delves in conducting of regular talent identification process in concurrence to agreed principle and ensuring information from various critical processes like an appraisal. Learning and Talent development Skills assessment: The Band one suggests administering of training needs and data analysis. Band Two mentions working with individual resources aimed to decipher their training needs and also provide coaching alongside recommending suitable programs and courses. Organization planning: Band one of this model speaks of promotion of learning and talent development which aims to support resources by helping them to acknowledge that talent development and learning is essential for them to gain the competitive edge over others in the domain (cipd.co.uk 2016). Band Two, on the other hand, proposes working in tandem with managers for ensuring that they understand the need of learning and talent development and the role of respective resources in delivering it. Learning and Development solutions: Band One delves in the capture of data from talent development events for supporting of evaluation initiatives in short and long term respectively. The Band Two reflects over developing talent development measures for cost and business relevance. This would ensure relevance of measures and perceived by managers (Bailey 2015). Conclusion The above discussion portrays an exhaustive Review of Bands 1 and 2 of the CIPD Profession Map which entails over two professional areas in Talent and Resource Planning and Learning and Talent development. The analysis reflects over strategies that organizations need to integrate for the betterment of operations. Reference list Bailey, M., 2015. Professional development of HR practitionersa phenomenographic study. European Journal of Training and Development, 39(3), pp.220-238. cipd.co.uk, 2016. [online] www.cipd.co.uk. Available at: https://www.cipd.co.uk [Accessed 2 Sep. 2016]. Griggs, V., Holden, R., Rae, J. and Lawless, A., 2015. Professional learning in human resource management: problematising the teaching of reflective practice. Studies in Continuing Education, 37(2), pp.202-217. Harrison, L., 2015. Professionalism in Human Resource Management: Evolution of a Standard. People and Strategy, 38(4), p.9.