Date | | Name | | Unit Number | 4DEP (HR) | Level | Foundation | Total Number of Words | 1535*(+ or -10% or 150 words)(Excluding References, Endnotes and Bibliography) | Statement | I confirm that the work I have submitted for Unit 4DEP (HR) Developing Yourself as an Effective Human Resources Practitioner is my own. | | Signature: | | Date: | | | | | Print Name: | | | | Tutor | Signature: | | | Date: | | | | | | | Print Name: | | |
The Human Resources Profession Map
The Human Resources Profession Map is an interactive and ‘living’ online tool developed by the Chartered Institute of Personnel & …show more content…
Finally, communication remains a vital factor in the identified role to ensure consistent and accurate information delivery and enhance individual credibility.
“If you’re not serving the customer, you’d better be serving someone who is”.
Karl Albrecht, German entrepreneur.
Understanding Customer Needs
Employing the identified HR practitioner (CHRS) as an example this activity will explore how the organisational HR practitioner, understands the needs of their customers, facilitates passage of information through effective communication and provides effective service delivery. Within the organisational structure this customer base would be represented by three distinct customers; the command and control (C2) element (strategic/managing directors), sub unit commanders (management) and finally subordinate personnel (‘the team’ or staff).
Understanding the need is fundamental to effective service provision as each customer will perceive the organisation differently; from a C2 perspective the needs from the HR practitioner can be wide ranging and span the spectrum of the HR profession map. For example with current defence restructuring and redundancies the need for data concerning current/future resource and talent levels, capability gaps by trade or employment groups and resource criticality will be essential in helping the organisation achieve its goals,