EFFECTIVE HR/L&D PRACTITIONER

Developing Yourself as an Effective HR/L&D Practitioner

[Name of the Institute]Developing Yourself as an Effective HR/L&D Practitioner

Activity A

Concept & Importance of Continuous Professional Development (CPD)

Continuous Professional Development (CPD) is a process through which people control their personal development and learning process. They get their personal development and training by getting themselves engaged in a continuing process of action and reflection. CPD acts as a simulator for people for achieving and moving towards their goals. It allows a person to view his career from a wider viewpoint. Individuals carry out their regular personal review and reflection. CPD is a process that motivates an individual towards getting more skills, knowledge, and new experiences (Megginson, 2003, p. 5).

Continuous Professional Development (CPD) holds crucial importance for all professionals, particularly those who belong to the Human Resource Department. Continuous Professional Development is essential because it makes sure that a person continues to be competent in his profession. This process continues throughout the career of a professional person. CPD makes sure that the capabilities of a professional are aligned with goals, mission, and vision of the organization. Additionally, CPD also ensures that the capabilities of a professional keep pace with the present standards of other people in the same field. CPD ensures that an individual maintains and enhances the knowledge and skills he needs to deliver a professional service to his customers, clients and the community.

The knowledge, skills and behaviour required to be effective in an HR or L&D role as per the CIPD HR Map

The Chartered Institute of Personnel and Development (CIPD) is the largest chartered professional body for HR and development. It has developed a speciation of the behaviours, knowledge, and activities that re required by different stages and roles of an HR/L&D career. This specification is called The HR Profession Map (HRPM). A complete and comprehensive picture of HR professional map is provided as follows.

Figure: The HR Professional Map (Megginson, 2003, p. 4)

The HR professional map divides the HR arena into 10 professional areas. Every professional area is divided into four levels or bands of professional competence. The map also describes the essential behaviours, also divided into the four bands, required of HR and L&D professionals.

Professional Areas

The 10 professional areas explain what HR/L&D practitioners need to know and need to do. Their activities are described in detail. The ten areas are as follows (Megginson, D., Whitaker, V, 2003, p. 65):

Insights, strategy and solutions

leading HR

organisation design

organisation development

resourcing and talent planning

learning and talent development

performance and reward

employee engagement

employee relations

service delivery and information.

The core areas among these 10 professional areas are insights, strategy, and solutions, and leading HR. These are the areas that underpin all HR/L&D roles at all the levels of career. Therefore, these two areas are placed at the centre of the map. Whilst words such as 'leading' and 'strategy' are often linked to more senior roles in other frameworks, the map shows how these two areas of competence relate to all levels from career entry upwards.

Human Resource should get the insight of all the ...