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Questions
The CIPD HR Profession Map specifies the activities, knowledge and behaviours involved in different
HR/L&D roles. It can be accessed at :
www.cipd.co.uk/cipd-hr-profession/hr-profession-map/explore-map.aspx
- Briefly explore the overview of the Map and its 3 main components – i.e the 10 Professional
Areas, the 4 bands and the 8 Behaviours.
- Access the ‘full map’ for the Professional Area ‘Learning and talent development’ and consider
the activities, knowledge and behaviours for either Band 1 or Band 2.
Summarise, in a few sentences, the HRP Map, including the 2 key professional areas
(‘Strategy, Insights & Solutions’ and ‘Leading and Managing’), and the 8 behaviours.
Comment on the activities, knowledge and behaviours, specified in ‘Learning and talent
development’, at Band 1 or 2, identifying those you consider most essential to your own
(or other identified) L&D role.
Answers
Globalization
Technology
Politic
Economics
Culture
Multiskills
Social
Further research
Company consolidation
Mergers & acquisitions
Talent management
Succession Planning
Research & Development
2. Employee Behavioral Today
Challenges in Organization
Salary
Job scope
To fulfil employee needs (reward,welfare)
Creative approach in working style
Globalization (time management, information, social, governance)
Technology update (upgrading)
Competitors
Customer needs (high expectation, best value for money)
Skill wokers
Quality & service of product (ROI)
Economic – currency exchange
Corporate value
For Stakeholder For Customer For Employee
Sustainable profit Customer satisfaction Teamwork
Best profit guaranteed Family first
Enjoy working and stress free
EVENT ACTION ROLE OF HR/L&D
2012 The Company registration (RM 1000) Insights , strategy and solution
Beginning Lease Lot (RM 20 000) - Business Plan
Staff allocation (RM 3000) - Preparing HR policy
Display Rack( RM 5000) - Corporate Strategy Plan
Promotion – Bunting,
signage,Flyer,banner(RM 3000) Leading HR
Shop furniture (RM 2000) - Mission, Vision Statement
Shop appliance (RM 2000) - Setting target & objectives
Tudung (RM 50000)
Saving (RM 14 000) Organization design
- Design organization chart
Organization development
- Develop
competency;Skill,Knowledge
& Attitude company and
employee
Employee engagement
- Social activities
- Dialogue session with
management
Employee relation
- Company policy ( working
hours)
2017 The Boom Own building ( 2 storey) Insights , strategy and solution
- Business Plan
Open 4 branches - Preparing HR policy
- Corporate Strategy Plan
Own factory
Leading HR
New product - Mission, Vision Statement
- Jubah for all ( adults & - Setting target & objectives
kids)
- Hajj and umrah needs Organization design
- Design organization chart
Upgrade selling method( online) Organization development
- Develop
World wide market competency;Skill,Knowledge
& Attitude company and
Membership card employee
Employee engagement
- Social activities
- Dialogue session with
management
Employee relation
- Company policy ( working
hours)
8 Behaviour for L& D practitioner
1. Attention to detail
2. Innovative & Creativity
3. Continuous Improvement
4. Teamwork
5. Embracing Change
6. Achieving excellence
7. Problem solving
8. Initiative
1. Curious
- New technology update
- New teaching delivery method
2. Courage to challenge
- Be able to deliver effectively
3. Driven to deliver
- Able to identifies the step needed to achieve objective
4. Collaborative
- Cooperative between student and the management
5. Decisive thinker
- Details and meticulous
10 professional areas summary
2. Leading HR
To provide active leadership in the organisation.
3. Organisation design
To ensure the organisation is designed in any period so that the objectives is effectively
delivered.
5. Organisation development
A vital part that provides insight & leadership on organisation development to ensure that
the organisation really in a tough and dynamic position to support and enhance
organisation performance and adaptability
9. Employee engagement
Ensures emotional connection between all the staff is positive and understood
1. Curious
Keep aware with current situation in order to broaden experience, knowledge and skills.
2. Decisive Thinker
Making accurate, consistent and relevant decision base on knowledge and best
judgement.
3. Skilled influencer
Manage to influence others to gain their commitment and support for changing.
4. Driven to deliver
Preparing KRA, KPI as a monitoring tool to monitor work progress to meet organisation
objectives.
5. Collaborative
Build up a close and friendly networking or relationships.
6. Personally credible
Lead others with role model leadership especially “walk the talk”.
7. Courage to challenge
Competence to work as team group to face new challenge.
8. Role Model
Demonstrate behaviour within the organisation values.
Fill in the professional competence each band for trainer
Questions
With reference to your own (or other identified) role, outline how an L&D practitioner should ensure the
services they provide are timely and effective. Your response should include :
- Understanding customer needs (include examples of 3 different customers might conflict and
have to be prioritized)
- Building and maintaining effective service (including buiding relationships, resolving complaints,
dealing with difficult customers, meeting time and budget constraints, and seeking continuous
improvement)
Answers
Customers Expectations
Shareholders Increase output
(HQ JPK, KSM) World class trainer
High demand courses
Profit making courses
Best value for money
Management Reduce maintenance cost
(Director, Head of Programme) Efficient financial controlling
Achieve KPI, KRA
Optimising budget
Update technology
Associates Latest technologies facilities
(Private & Public, Students, Staffs) Current practises
Comprehensive syllabus/ training content
Various teaching technique
Conducive training environment
Certified certification/Recognition
Employee welfare
List the products and services offered by L&D Department provides to the customer
1. Certified trainer
2. Certified courses
3. Comprehensive , Dynamic WIM
4. Training facilities
5. Training Consultancy
How to ensure customer satisfaction
Written
1. Email
2. Forum
3. Fax
4. Notice board
5. Memo
6. Social network (facebook , twitter)
7. Web portal
8. Chat services
Oral
9. Announcement
10. Monthly assembly
11. Phone
12. Meeting
13. Face to face
Scenario Method
To start a TNA process in the company Meeting
Memo
Web Portal
Social Network
Email
Face to face
To announce that a new employee is starting During monthly assembly
today Web Portal
Notice board
Memo
You have completed the TNA and would like Face to face
to present the report Meeting
You noticed many employees are not wearing Memo
safety glasses on production floor Notice board
Meeting
Email
You want managers to submit nomination for Memo
training Meeting
Email
Meetings
Telephone
Advantages Disadvantages
Meetings
1. Gain more ideas 1. Difficult to gain commitment
2. Ideas can be discussed 2. Limited participant
3. Conversation is recorded (minute of 3. Time consuming
meeting) 4. Costly ( to prepare refreshment)
4. Expression can be seen
Telephone
1. Fast and direct to person in charge 1. Non-formal order/instruction
2. Immediate action 2. Lead to Miscommunication
3. Private and confidential 3. Non recorded conversation
4. Limited subject
5. Can not detect emotion/expression
Email
1. Clear information together with 1. Need internet connection
attachment 2. Subject to ignored
2. Can be save for reference 3. Limited capacity size inbox
3. Non-limited recipient 4. Spreading virus
4. Received fast response and action
5. Cheapest (no need to provide foods)
6. Paperless record
Activity 3
The CIPD has specified criteria for Associate Member status of the Institute. These can be downloaded at
www.cipd.co.uk/Membership/transformingmembership/New-membership-criteria/about-new-Associate.htm. Consider the 3 areas of the
criteria, i.e. activities, knowledge and behaviours, and identify any areas you would need to develop in order to meet them. Work done for
Activities 1 and 2 will inform this.
Devise a plan to meet your own development needs, including those identified above, and the achievement of your CIPD qualification. The
plan should be for a minimum of 6 months. (An optional template ‘cpdrecordandplan)
Discuss your plan with your tutor, explaining why you believe CPD to be important and some of the development options you considered in
devising your plan.
DEVELOPMENT PLAN
Performing training needs analysis Works with managers to conduct a detailed training and learning 2 months
needs analysis within their area in the short, medium and long term.
Execute training activities Works with managers to develop a specific learning and talent 2 months
development plan to close key gaps for their area or for a segment of
the population (apprentices, graduates, managers, executives, and so
on) that aligns with the organization’s learning and talent
development plan and priorities.
2. Write a proposal.
4. Execute :
- skill training
- leadership / management / business courses
- seminar
- dialogue between Private CEO and Government
- Forum
Evaluate training effectiveness Evaluates how the organization’s learning and talent development 2 months
plan is impacting the business and uses feedback to identify gaps or
unintended consequences.
1. Create a form
- Questionnaire
- Survey
- in course
- online
- evaluation form
- feedback form
- Complaints/suggestion form
2. Follow up survey
- A form to employer
- Phone interview with selected employer
During the period of your studies, reflect on your performance against the plan and the learning you gain from each unit of your qualification.
As you progress, identify any further development needs and revise the plan accordingly.
DEVELOPMENT LOG
Key Dates What did you do? How did you do it What did you learn?
1st July 2012 Developing a Training Needs Analysis Identifying the Training Problem By Doing Training Needs Analysis I
Questionnaire form :
- Gather information from a variety can learn how to :
Analysis to examine the situation where of sources and from a variety of - identify the gaps of lack of
training is called for to determine how to perspectives. skills.
go about meeting the training needs. - pay particular attention to the
- The training program will be
gaps and deficiencies that
designed and developed based
The needs analysis plays an important role could benefit from training.
upon this foundation.
in the design and development of - determine the reason for the
instruction since the correct identification training so that you can create
of the training problem will directly What types of questions should been a statement describing a goal
influence whether or not the training is asked? or goals that will guide the
successful. development of the training
What is the organizational program.
context in which the training - Create a Needs Analysis
will be delivered? report that pay particular
Who is the target audience? attention to how the learner
What are their roles? plans to use the new
What is the performance issue knowledge or skills gained
that needs to be addressed? through the training; the
What is causing the environment in which the
performance issue? training will be presented; and
Are there non-training related how you will provide learners
reasons that may be causing with ways to take the new
the performance problem skills and apply them in a real
such as lack of motivation or world situation.
a management problem?
Is there a lack of knowledge
and/or skills?