The purpose of HR professional map is to brainstorm how HR adds
values in an organization; in addition, what are the professional areas of HR, helping for self-analysis, enhance the performance within a company by improving the gaps and lack of performance appraisal, also aid to figure out a career path. Professional area are focus on two cores like insights, strategy and solution, and leading HR, the rest of eight other areas comprises of organizational design, organizational development, service delivery and information, learning and talent development, resourcing and talent planning, performance and rewards, employee engagement, and employee relations. Next is to focus on eight main points of behaviors which includes curious, decisive thinker, skilled influencer, driven to deliver, collaborative, personally credible, courage to challenge, and role model. In addition, there are four bands to focus on the relationship with client, that support service and information provision, adviser, issues led, consultant co-operative partner and leadership colleague, client confidant and coach, which all these four bands needs to focus of activities, where to spent time, what services to client, and how to measures. The CIPD HR map standards helps to developed in collaboration with HR and L&D professionals, academics as well as senior business level, it use to access knowledge and behaviors, people capability against the activities, and recommendations for improvement. Insights, strategy and solutions focus mainly on well understanding of an organization, business activities, plans, and strategies to be used to understand the business opportunities as well as risks and how to act in each case. The mission and vision of the company, objectives, values, culture and customers needs are some of the main points under this area. Next key point is leading HR thatit takes as a role model leader, increasing the HR contribution, helps organization during the activities and supporting stages, measuring and developing employees performance across the organization. One of the essential key points of professional area is performance and rewards of an employment within an organization. It is very important to have a proper measurement of performance and evaluation among employees in order to assist them to enhance their performance appraisal as well as their self-motivation, loyalty and commitment towards the company they work in and the customer they serve. HR department works on constant update of the employees performance, and how it can be improved and developed. Measuring a hard working employee and recognizing it is very important, and it is also acting as some sort of employee satisfaction. It helps in identifying the employees one by one and classifies the hard worker, the one with more knowledge, the one that needs improvement. It also helps the HR to understand their skills and capabilities of the employees and place them within the right level and position in the organizational chart whenever a promotion opportunity is available. To connect all above mentioned summaries of performance and rewards to my role in the HR department, I would help in the yearly base performance report of each employee, in order to make sure all mentioned points are taking into the consideration, accuracy of information; I am helping employees with their enquiries during the submission of performance appraisal report. In addition, with regards to the band two as I consider my position in this band, I am trying to fix all the issues and problems raised up after decision of HR department for rewarding employees is made and implemented, in case of complains and unsatisfactory issues of any employee, then I need to handle the case in a good way and advice the right solution for it.