Describe 3 activities/tasks that an HR Practitioner will undertake at either Band 1 or 2 in your chosen Professional Area and the skills that they will need to undertake these activities/tasks.

     Considering the fact that the selected HR profession is Learning and Development, the three activities which must be undertaken by the HR practitioner include:

·         Developing Learning Plans and Strategies

·         Designing Solutions

·         Managing Talent

The very first task the HR practitioner will be undertaking is developing learning plans and strategies. In this task, data plans and strategies will be collected and analyzed on the learning and capability requirements of the firms. Insights should also be reported to managers and colleagues. Learning channels and options should be sourced and learned for employees and managers.

In the second task, the practitioner will have to build own insights and knowledge about talent and learning development methods which are utilized by other firms. In the intervention development, design experts will be supported. Employees will also be advised and informed by the HR practitioner on the elements associated with infrastructure development.

In the third task, processes of talent management will be administered and detail records of data will be kept by the practitioner. In addition, individuals will be prompted when learning and training opportunities in line with their plans are available. The sharing and connection of information across people will also have to be facilitated by the practitioner (Briscoe, Tarique, & Schuler, 2012).

Give 3 examples of knowledge that the Practitioner will be expected to show at either Band 1 or 2 in your chosen Professional Area.

            Following are the examples of knowledge that the HR practitioner in Learning and Development is expected to show:

1.      If the organization is thinking about choosing the best learning and development activity then the practitioner must know about the activities which are utilized by competitors. The practitioner is expected to research and analyze the practices which are used by other firms and determine which one is the best out of them and which is suitable for the firm. In order to understand which activity is better, learning and training needs analysis should also be performed.

2.      For example, if employees are not improving under the existing learning and development activity, the practitioner must possess the knowledge of different facilitation styles and models that can optimize and manage a learning event. This way, results will be produced in a specific amount of time. It will also ensure that further costs are not incurred and time is saved.

3.      If the learning and development event is at its ending stages then the practitioner must be capable of collecting data from each and every worker and analyzing it in order to ensure that the learning activity has been effective in improving the skills of employees (Mello, 2014).

Explain at least 2 Behaviours that you would expect a Practitioner to show at either Band 1 or 2 in your chosen Professional Area.

Following are the behaviors that an HR practitioner is expected to show at Band 1 or Band 2:

1.      High Engagement: As a Learning and Development practitioner, it is important for the person to exhibit high engagement with the work and employees. An L&D expert has to communicate with each and every worker to determine their learning requirements and how the learning activity should be customized to meet their requirements.

2.      Critical Observer: In addition to exhibit high engagement, the practitioner must also be a critical observer. The work of a learning and development expert requires him or her to ensure that workers are being benefitted from the learning activity. On a regular basis, the practitioner has to observe all participants of the activity and determine which employee is not being benefitted from the process of training. Through this observation, the activity can be adjusted to meet the requirements of employees (Harzing & Pinnington, 2010).

Explain why Insights, strategy and solutions and Leading HR sit at the heart of the HR and L&D profession

            In the profession of L&D and HR, insights, solutions, and strategies are considered vital for several reasons. Both of these professions revolve around human resource and any issue occurring in HR requires insights. Without understanding the underlying causes of issues, it is not possible for an HR manager to find a solution and manage the issue. That is why insights are important for each and every issue associated with human resources. It is an objective approach and thus, requires insights. When it comes to solutions, issues occurring in HR need proper solutions which can resolve them without affecting the workforce of an organization.

            For instance, if there is a conflict between several teams, it is important to first inspect the causes due to which the issue is caused and then a solution must be devised which can resolve it. Without an effective solution, it is not possible to resolve an issue. In order to implement a solution, a strategy has to be devised which can guide the managers through each and every stage of implementation. Therefore, insights are necessary for making solutions and a strategy is necessary for implementing the solution. All of these components are vital to the professions of HR and L&D (Harrison, 2011).

Write a short description of the learning process.

            Before attending the first module, I only had little knowledge and information about the CIPD profession map and my ideas about the CPD were unclear. In order to write the assignment, I had to research extensively and understand how the profession map really works. During the module, I got to learn about the profession map and the necessity of CPD. It also helped me in clarifying my existing ideas about these concepts. Now, I understand that CIPD profession map is very important and at each and every band, there are some processes which must be performed by the practitioner.

References of Profession Map and CPD Map

Briscoe, D., Tarique, I., & Schuler, R. (2012). International human resource management: Policies and practices for multinational enterprises. Routledge.

Harrison, R. (2011). Learning and development. Development and Learning in Organizations: An International Journal, 26(1).

Harzing, A.-W., & Pinnington, A. (2010). International human resource management. Sage.

Mello, J. A. (2014). Strategic human resource management. Nelson Education.