1. CIPD Assessment Activity 4DEP
Developing Yourself as an Effective Human Resources or Learning and Development Practitioner

2. Learning outcomes:
1. Understand the knowledge, skills and behaviours required to be an effective HR or L&D practitioner.
2. Know how to deliver timely and effective HR/L&D services to meet users’ needs.
3. Be able to reflect on own practice and development needs and maintain a plan for personal development.

3. Employee Relations
Employee relations used to define the relationship between
employers and employees

4. Activity 1 : Discipline
Skills: decision making, research skills, listening. Knowledge: company policy , procedures , labour law .

5. Activity 2 :Working Environment
Skills: creativity, organized, open mindedness, patients. Knowledge: HR policies, practices, financial structure.

6. Activity 3 : Conflict resolution
Skills : communications , understanding , empathy. Knowledge: company policy, qualifications, rules , System

7. Behaviours Skilled influencer Collaborative Courage to challenge
Confidence
Respects
Personally credible
Role Model

8. Strategies, Insights and Solutions
Deep understanding of the business environment , activities , strategies & plans.
Understanding the needes of customers and employees.
Unique insights to drive business performance through the creation and delivery of HR strategy and solutions.
Understanding the external context in the Organization operation . (internal & external )

9. The core of the Profession Map is the foundation of HR capability.
Understand the knowledge, skills and behaviours required to be an effective HR or L&D practitioner
As an HR we should use the deep understanding of the business of organization , each person as a leading HR should understand at any level the capability and information that they can deliver to the organization.
To take responsibility of the service that is delivered (Quality).

10. Leading HR sit at the heart of the HR & L&D profession.
leads and manages a fit for purpose HR function with a strong track record of operational.
Deep understanding of the organization requirments.
Ensures that the function has right capability , capacity .
Deep understanding of the organization design to create value .
HR employees are fully engaged , wok collaboratively and process

11. The concept of Continuing Professional Development (CPD).
The action we take to maintain, update and grow the knowledge and skills required for our professional role. It is an ongoing commitment, lasting for as long as we remain within our profession. The concept of CPD is to enhance , develop and documenting the personal knowledge , skills and behavior at a certain area within a target date throughout the professional career path.

12. Importance of CPD for a HR or L&D Practitioner
To understand the HR profession and decide if it is a career for me.
To assess my capability, at any stage of my career and build a personal development plan.
To create a career development plan -whether I’m just getting started or have 20 years of experience.
To create role profiles.