The map is very easy to use and is constructed around 10 professional areas and 8 behaviors all HER Practitioners should aim to have throughout their careers, built around different skills in four bands. The HARM displayed in (Figure 1) reveals what these behaviors and skills are below. Fig. 1 The Core of the HER Profession Map Despite whichever role a HER Practitioner specializes in, it is vital the two core professional areas are understood and applied in any business you work in. They are both recognized as a great foundation to start and maintain your career as a successful HER practitioner.
The first core area is known as Insights, Strategy and Solutions. This area can secure your role as a practitioner once mastered, as it will prove that you are aware of an organization’s overall performance. You will need to maintain the effectiveness of the business functions, and demonstrate development requirements. You need to understand the business and its day to day operations. Additionally, you will need to be able to investigate potential risks which can have an impact on the business. Once at all levels. The second core area on the HARM is Leading HER, as all practitioners need to demonstrate effective leadership skills.
This is mainly gained through experience and knowledge throughout your career. On the CUPID website it states that you need to ask yourself the following: “How do I lead myself, others and activities to ensure I am contributing to sustainable organization performance? “2 As a leader in any organization, you need to be able to drive yourself and others who depend on you. Not only that, but you need to provide insights and solutions to the design and delivery of a business, as well as sticking to finances and budgets.
My passion is to get into the Learning and Talent Development sector. My current position in my workplace is a Trainer, carrying out Induction Training for all new starters in our business. I am confident in interacting with all people, and I have gained experience in presenting, engaging and leading group discussions. I would like to develop skills of all employees, identifying their needs and goals which will titivated them to grow and learn in the company. My level of expertise places me at Band 1 on the Learning and Talent Development Professional Area on the HER Profession Map.
I still need to gain experience and knowledge in many areas, as well as develop 18 behaviors explained below, which shape the role of an effective Learning and Development Practitioner. 1 . Curious – I can be very analytical, challenging and inquisitorial. I constantly have a thirst for knowledge which has led me to gain a CUPID qualification. 2. Decisive Thinker – I can take a long time to come to a decision as I sometimes can ever analyses, which may lead indecisiveness. 3. Skilled Influencer – I feel strongly about the points I raise and I am confident in communicating with senior management. . Personally Credible -Can only be attained through gaining experience in career and proving to peers, managers and customers that I am constantly professional, delivering excellence and adding value to my organization. 5. Collaborative – This is my strongest asset as I am very adaptable and able to work in a small or large group whether it is in or outside of work. 6. Driven to Deliver – I am driven and persistent to achieve goals to the highest of laity, not afraid of challenges and obstacles. Challenge is to maintain the courage at any given circumstance. 8.
Role Model – All employees should aim to lead by example. I need to ensure I am delivering excellence, accuracy and precision, acting in a professional way to set standards for all employees. As a Learning and Development Practitioner, I am fully aware of the importance all customers have in any organization and I need to meet their needs and deliver the promised level of service at all times. “HER professionals are trusted with each employee’s dreams, aspirations, concerns, worries, and fears”3 It is also vital to bring exults and achieve all targets as well as have an impact on the performance of my company.
Based on the services my company provides we have 3 types of identifiers: Management requires support and advice. HER needs to ensure they abide by the processes and procedures as well as the legislation laws. HER is expected to help with diffusing difficult situations between Managers and Employees. As an L Practitioner I need to understand the workforce and the learning and talent development needs of each Manager at any level. Customers depend on the strategic approach of HER, expecting HER to be proactive by togging problems and addressing them with the relevant people in the business.
Customers need to receive fair and equal treatment, as they “(… ) expect to pay a price relative to the standard demanded. “4 Employees depend on HER in times of change, who should give good advice, be unbiased, fair and understanding. I will need to provide support in regards to technology and ensure all employees are qualified and skilled. Methods of Communication Advantages Disadvantages Email Fast response of delivery and answer Email trail can act as evidence Can contact large group at once Sending big figures/facts/files securely
There is no limit how much information can be sent Can be interpreted incorrectly Less social interaction Eyesight can be affected Need to have internet access Can spread viruses to computers Telephone Saves times typing up an email Minimizes misunderstandings Biochemical option if call is unanswered Able to call any country; any place Can be private between recipient, unless it is a conference call Immediate feedback to question Recipient must be available to receive telephone call Line can be engaged which slows down process More expensive than internet calls or emails Bad connection Non verbal communication is non-existent
Face to face Visible body language More personal Loyalty and value of person you are traveling to meet Allows you to build relationships Interaction between all participants Lack of privacy if someone overhears Less cost effective if required to travel far Require interpersonal skills Need to reply quickly and on the spot Lack of proof to backup conversation between each other Expectations are very high in any organization for all its customers, whether it is the clients, managers, vendors and employees.
The HER Department is expected to produce proficient and helpful advice which in return will generate consistency and DOD work ethos for all users in the company. The examples below are key in delivering an effective service: Delivering service on budget – effective planning of cost spread and budget allowances enables the business to be more successful amongst their competitors, additionally producing profit and revenue, sustaining its credibility and loyalty from its users.
Dealing with difficult customers – every difficult situation should be handled in a professional, consistent, firm and assertive way. Without customers the company would not exist, therefore they should always feel appreciated, valued and understood. In return, the reputation of the organization will trustworthy, plausible and desirable by more customers. Delivering service on time – each task or request always seems to be a priority, however organization will help manage workloads and will avoid repercussions if handled in a timely manner.
Handling and resolving complaints – depending on the nature of the complaint, the person should always feel security and understanding. The HER Practitioner handling this query should always remain unbiased and if unclear, always ask for more clarity so the complaint is handled in a sensitive and understanding way. 2. 4 CAP and Self Assessment The Continual Professional Development (CAP) proves how much a HER Practitioner is dedicated to their Job, as continuing your own development constantly throughout you career emphasizes your commitment.