Running Head: DEVELOPING YOURSELF AS AN EFFECTIVE HUMAN RESOURCES

PRACTITIONER (4DEP)

DEVELOPING YOURSELF AS AN EFFECTIVE HUMAN RESOURCES PRACTITIONER

(4DEP)

Name

Professor

Name of the institution

Course
DEVELOPING YOURSELF AS AN EFFECTIVE HUMAN RESOURCES PRACTITIONER

(4DEP)

I intend to divide this paper into two parts. The first part will be a short description of the

professional map of the CIPD which will enable us to get a better understanding of the skills,

behaviors and knowledge which are required for one to be an efficacious practitioner and the

second part will be to particularize on how HR practitioners can make sure that the services they

are providing are timely and effective.

The Human Resource professional map aims at capturing the successes and the

effectiveness the Human Resource do in all the specialism and aspects of their profession. This

map helps members of CIPD in carrying out an assessment and to receive expert guidance and

advices which help them in reaching for the professional goals. The beauty of this map is that it

covers the whole scope is of the Human Resource profession and it can be applied in all the

organizations. This map has three components which are; Bands, behaviors and professional

areas.
DEVELOPING YOURSELF AS AN EFFECTIVE HUMAN RESOURCES PRACTITIONER

(4DEP)

A Human Resource practitioner has to be responsive that is he/she needs to be clear and

ready to respond efficiently, quickly and effectively. Since Human Resource work across an

extensive range (performance, recruitment, development, reward and so on), and it has been

transforming on how it operates, and frequently restructuring its advisory and administrative

services, employees and managers get perplexed by its shifting structure and its qureed

terminology. Employees and managers need a good understanding on what the Human Resource

thinks it is structured to do and what service it has to offer. Responsiveness in this area refers to

the authentic customer stand-point in accuracy and speed as well as making actions and advices

pertinent to the workforce business context. Therefore, an effective Human Resource practitioner

has to ensure that all these need are attended.

Management requires advice and support. The Human Resource has to ensure that they

are abiding by the procedures, processes and legislation laws. Human Resource is anticipated to

diffuse difficult conditions between employees and managers. An HR practitioner has to

apprehend the workforce as well as learning and the need of talent promotion of all managers.

Customers also expect the HR practitioners to be anticipatory by realizing and addressing

problems. They have to give their customers equal and fair treatments.

Customers depend on Human Resource practitioner during the period of change, who are

expected to bestow good advices, be understanding, fair and unbiased. Therefore, the HR

practitioners are expected to offer support in respect to technology as well as ensuring that all

employees are skilled and qualified.

DEVELOPING YOURSELF AS AN EFFECTIVE HUMAN RESOURCES PRACTITIONER

(4DEP)

Perceptiveness, strategies, and solution. Having an insight of the organization, as a HR

practitioner, you will be able to locate opportunities and you will be standing in a good chance of

turning them into strategies and then to solutions. When you do this, you will be meeting the

organization’s need today and in the future. You should also be driven in ensuring that you are

delivering the best results possible. Developing yourself as an efficacious practitioner, you need

to be open minded, curious, collaborative, remain courageous to challenges and serve as a role

model.

It is therefore, the duty and the roles of this practitioner to ensure that they employ good

and effective skills in responding to the customers and organizations’ demands and accessing the

degree of importance and by doing this you would have played a big role in developing your

effectiveness as a Human Resource Practitioner.

DEVELOPING YOURSELF AS AN EFFECTIVE HUMAN RESOURCES PRACTITIONER

(4DEP)

References

Den Hartog D N, Verburg R N (2004), ‘High performance Work System, organizational culture

and perceived organizational effectiveness’, Human Resource Management journal Vol.

14(1), 55-78

Buyens D, de Vos A (2001), ‘Perception of the value of the HR fuctions’, Human Resource

management Journal, Vol. 11, 70-89

Crail M (2006), ‘Beating the law of averages’, IRS Employment Review, 848, 9-11