1. How do you conduct yourself as a ‘professional’, not just generally but with specific reference to ‘professionalism’ within the HR function? What improvements could you make?
2. Reflect on the four concentric circles of HR professionalism, and assess yourself against each of these circles. What have you learnt about yourself from carrying out this analysis? In answering this question you must link back to the CIPD HR Profession Map?
3. Give two examples of scenarios in which you might need to become involved as an HR Advisor and indicate how you could act professionally and as a thinking performer in these situations?
4. CPD is an essential part of professional life. Answer the following questions identifying your own approach to CPD?
CIPD Code of Conduct:
CIPD code of conduct is only applicable for the CIPD members. I as a human resource manager have the right to take a legal allegation against any employee for breaching the code of professional conduct at the workplace. Human resource professionals have been considered as one of the most important departments inside the organization. Human resource managers like to keep a constant control over the entire process of business. In order to become an efficient HR manager, I should have certain qualities in order to deal with the employees properly. These include maintaining effective communication, following the ethics and values, organizing the regulations and so many. However, CIPD code of conduct primarily focuses on the four areas that include:
I as a human resource manager should advice the employees to follow organizational behavior at the workplace. Employees of different cultures and backgrounds should be treated with equal respect and dignity. They should maintain integrity by maintaining organizational ethics, cultures, values and beliefs.
CIPD HR profession map primarily aims to set out a program regarding the sustained value of human resource managers inside the organization. This particular map helps to enhance the product quality and service of an organization. The importance of human resource managers for rendering the success of an organization has also been discussed in CIPD HR profession map.
Figure1: CIPD Map
(Source: cheaphrdept.wordpress.com)
CIPD professional Map is endowed with several factors including employee relation, employee engagement, performance and reward, organizational development, resourcing and talent planning, designing organization etc. Tata Consultancy Services is one of the most prestigious multinational technological companies headquartered in India. The human resource managers of Tata Consultancy Services intend to maintain an effective employment relation at the workplace in order to get the best services from the employees (Storey 2014). The company likes to arrange reward ceremony every year for celebrating the endeavors of employees.
Human resource managers within an organization have to focus primarily on two functions that include organizing the departmental functions and managing the employees. Employees within an organization are from different culture and background. The primary responsibility of me as a human resource manager would be to deal with the employees affectionately (Armstrong and Taylor 2014). As a result, employees from various backgrounds do not like to hesitate for sharing any kind of problem with the HR managers. In addition, the human resource managers like to specify the role and responsibilities various department to maintain a rhythm of business process.
As per the CIPD map, one particular business organization would become successful only when it is endowed with employee relation, employee engagement, performance and reward, organizational development, resourcing and talent planning, designing organization. However, I personally believe designing organization is not the major factor for drawing the attention of the employees. Human resource managers should primarily focus on the employee relation before providing an attractive look on the organization. As per the point of view of Renwick, Redman and Maguire (2013), the success of a business organization is highly dependent on several more factors. Personal development planning is one of the most prominent factors. People of various departments can be able to learn skill of self-management by gathering experience day-by-day and by communicating effectively with the customers.
On the other hand, Storey (2014) stated that only experience is not sufficient to enhance the self-development skill; rather the employees need to get effective training for making themselves more competent for the business organization. However, one of the most effective advantages of self-development management is that employees do not like to involve others at the time of self-development. This particular term is not devoid of some of its negative impacts as well. I have observed that employees like to consider them-selves overconfident if they tend to follow self-management at the workplace.
Four centric circles by picking a professional area
While performing within the organization, I have to focus on four aspects primarily. These four aspects are known as four centric circles. The four centric circles primarily include managing self, managing group, managing upward and finally managing across the organization. At the very first stage, the HR managers should have the capability to present themselves in front of the employees (Armstrong 2014). Their personality, way of speaking voice modulation makes the workers more confident towards the job.
With the help of highlighting one particular professional area, I have decided to explain how I as a HR manager tend to manage the entire four centric circles (Bratton and Gold 2012). In order to maintain employee relation within my organization I have personally received training on my communication skill for presenting myself perfectly in front of the employees. After that, I have instructed the leaders of every individual group to maintain an effective communication with the employee so that employees do not have to hesitate to share their problems regarding the business goal. In addition, I should take care of the problems of other management staffs. I should convince the managers about the impact of maintaining employee relation at the workplace. Employees are the first priority of every business organization based on whom the success of a business organization is highly dependent. Managing the whole organization implies managing the staffs as well as the mangers. Employees should also maintain organizational behavior at the workplace in order to provide good services to the customers. (Explanation in respect of one professional area)
This particular part has discussed in detail about the importance of self-managing HR professionals at the workplace. As a human resource professional, I should have a proper communication skill so that they can easily communicate with the employees effectively. Project management is nothing but the systematic process or method with the help of which the business organization likes to meet the project objectives. Project managers have to follow some important techniques of project management in order to meet the business target. Project management techniques include risk management, settling budget, making work break down structure, network analysis, project evaluation and review techniques. While launching a new project in order to reach the business goal, the project managers have to conduct a situational analysis first (Budhwar and Debrah 2013). By identifying the probable risk factors, the business experts tend to find out an alternative way to overcome the hardships of a business process.
For an example, before launching TESCO Eat Happy Project, the business analysts of this particular organization had dealt an effective situational analysis. The marketing managers by conducting an effective market survey have collected necessary information regarding the strength, weakness, opportunities and threats of that particular organization. After evaluating the weakness of eat happy project, the business managers like to analyze the risk factors (Buller and Mcevoy 2012). I as a HR manager should have the capability to understand and evaluate the psychology of the customers. As a result, they would be able to get an immediate feedback from the customers.
Situation analysis is the way of changing management style within the organization based on a particular situation for rendering business success within an organization. As per the current needs and demand of the customers, I as a human resource manager like to change my managerial style and policy as per the situation at my workplace. The employees being flexible with the advancement of technology are instructed to provide their necessary data and information by maintaining proper database. I after being appointed as the human resource manager of Premier Ltd, tend to use Problem-solving method sometimes in my own organization in order to deal with serious issues of the employees that they are facing at the workplace. The performance of an employee is highly dependent on the organizational behavior (Ehnert and Harry 2012).
Example of one professional area that I have recently experienced:
While maintaining the managerial plans and policies I have experienced in my organization that an effective organizational culture and behavior help to get good performance form the employees. Therefore, I decided to conduct a face-to-face communication with employees at every weekend in order to know their problems regarding job profile. This interpersonal communication helped every individual employee to know the personal problem. While interacting with the employees I came to know that an individual staff faces innumerable barriers at the workplace. I have experienced that communication barriers among the employees are one of the most common issues due to which the entire flow of business is getting affected highly.
Evaluation any negative scenario at the workplace
Reliance Industries at a time had to face immense challenges in order to lead their organization successfully in the market due to the implementation of diversity management at the workplace (Buller and Mcevoy 2012). Employees were unable to take part unanimously for effective customer service. In this kind of situation, I as a human resource manager decided to provide an effective training to the employees by highlighting the necessity of implementing diversity management at the workplace (Flamholtz 2012).
In my organization, I have noticed that managers intend to follow autocratic leadership style at the workplace. As a result, employees had to face immense difficulties in order to share their point of views regarding the business goal. I as a HR manager have instructed the departmental managers to follow participative leadership at workplace. With the help of participative leadership, both the managers and the employees would be able to maintain an effective communication regarding the business goal (Flamholtz 2012). In addition, with the help of participative leadership style, leaders never intend to impose their decision on the employees. Employees get immense opportunities to expose their own opinion. In this particular part, the effectiveness of collaborative works has been pointed out.
The employees performance is highly dependent on the decision making power of HR managers. The business organization like Tata Consultancy Services likes to concentrate on group performance rather than individual. The human resource managers of this organization believe that the performance of an entire group is the only weapon to render business success and achievement. On the other hand, individual performer would never be able to render success of an organization (Kehoeand Wright2013). The major responsibility of HR managers is to motivate every single group for performing well.
Therefore, it is undeniable that one single decision on behalf of the human resource managers highly influences the employees’ performance. The significance of political behavior implies remaining free from any kind of biasness at the workplace. The duty of an ideal human resource manager is to provide equal respect and dignity to all the employees having entered from various culture and background. In order to reach the business goal and objective, I tend to focus on the performance of the workers (Mendenhall and Osland 2012). If the employees fail to provide an expected service to the organization, the managers can give them a chance to take an immediate training in this regard in order to overcome the obstacles.
As per the point of views of CIPD, a thinking performer should have some of the major capabilities based on which this particular individual would be able to overcome any kind of challenge at the workplace. A thinking performer should know how to maintain employee relation within the organization based on which the employees can exchange necessary information with each other. Providing effective service towards the organization is also the part of responsibility for a thinking performer. However, I have observed that workplace culture and environment is one of the most effective reasons for providing good services n behalf of the employees.
Continuing professional development plan is one of the major concerns of human resource managers, based on which they can provide effective training and guidance to the employees of a business organization. It helps to take a continuous learning opportunity in order to avoid any kind of turbulence. I generally like to follow CPD techniques in order to make the employees updated and effective with the current trend and demands of the customers (Nickson2013). Employees who lack proper skills and competency for proving an effective service to the customers have been driven for the training sessions. This specific part has focused to discuss on the importance of CPD technique for developing the employees’ skills and competencies.
CPD Plan based on one year:
|
My Development area |
Activities |
Resource needed |
Success criteria |
Target date of completion |
|
Development in my personality |
In order to develop my personality I would have to interact with organizational employees more effectively for solving their work issue. I should communicate with the employees in such a way that the employees do not hesitate to share their point of views at the workplace. |
Communication aids |
I would be successful only when the employees would tend to obey my instruction |
15/11/2016 |
|
Maintaining organization culture at the workplace |
I would have to maintain organizational ethics, values and culture |
Physical, technological and human resource is necessary to have within workplace |
I would be successful only when the organizational employees would be convinced for maintaining discipline at the workplace |
1/1/2017 |
|
Communication skill and voice modulation |
I should receive a professional training for enhancing my communication skill |
Technological resources |
My communication skill would be improved only when I would be able to catch the training |
14/5/2017 |
|
Capability to maintain effective interpersonal communication at the workplace |
I should interact with every individual employee separately in order to understand their issues |
Physical aids |
I would be successful when the employees would be convinced in my point of views |
15/11/2017 |
Table 1: CPD Plan
(Source: Ulrich 2013)
Three primary needs for providing CPD training at the workplace include learning and talent development, maintaining employee relation, providing performance reward. CPD would definitely help the employees including the human resource managers to keep a constant update regarding the changing needs and demand of the employees (Purce 2014). The trainees would get the opportunity to enhance their knowledge and experience with the help of reflective practice. As a result, this particular training would help the employees to deal with the customers more effectively. Employees would come to know how to manage the entire situation in front of the customers and how to gain the trust of customers. This particular training process makes the employees more skillful and confident towards their business target.
Strength and Weakness:
Based on the last appraisal, I have identified some of the major weaknesses and strengths on my own performance.
Strength:
Identifying the problems of employees:
I as a human resource manager like to I am very much comfortable to identify the problem of the employees individually. As a result, they feel comfortable to share their opinion with me without any hesitation. At the same time, it is undeniable that identifying problems are not the only solution for showing my skill and efficiency as a human resource management (Bratton and Gold 2012). Therefore, I know how to resolve those issues that the employees are facing in their day-to-day life.
Taking unbiased decision:
At my workplace, I always intend to make unbiased decision. People of every culture and background are treated with equal respect and dignity. Within an organization, I have observed that people of various religious backgrounds intend to involve themselves with the service process. Their cultural, linguistic and psychological approach differs from each other (Kehoe and Wright 2013). Whenever I have to take any decision, I like to involve all the employees equally. Before, making a business strategy, I like to provide equal priority to the opinion of every individual employee at my workplace.
Maintaining punctuality at the workplace:
I prefer to maintain punctuality at my workplace. This particular feature highly reflects on the personality of employees as well. The employees like to maintain organizational culture at the workplace only when they find the same attributes from the seniors as well. Therefore, I as a human resource manager try my best to maintain organizational ethics, cultures values and beliefs for becoming an inspirational factors for the employees.
Using similar measurement tool for every employee equally:
Weakness:
Introvert:
I being personally introvert, am unable to express my point of views properly that can be convincing for an employee. These particular factors always come out as my major weakness. Therefore, I need to overcome the particular weakness by enhancing my communication skill and voice modulation more effectively.
Uncomfortable with lean HRM process:
Lean HRM is the systematic procedure with the help of which the human resource managers can get maximum output by using the minimum resource. In order to survive in the current competitive market, the business organizations have to implement lean human resource management. I am not very much accustomed with the lean process properly because employees have to take innumerable stress in order to provide maximum output in minimum resources. As a result, employees show their dissatisfaction for providing effective services to the employees. However, I can provide additional facilities and benefits to the employees in order to get effective service to them.
Not accustomed with the changing process of technology:
With the upgrading progress of civilization, the process of technology is getting advanced day by day (Ulrich 2013). I as a human resource manager should be accustomed with the advancement of technology. I can receive a professional training with the help of which I can enhance my technological skill and competency. As a result, I would be able to keep a constant record on data over the entire performance of employees.
Theory of Honey Mumford:
In order to evaluate my skill and competency I have decided to follow the questionnaire of Honey and Mumford, the extension version of Kolb’s theory. As per the concept, Honey and Mumford questionnaire is constituted with four stages including planning, experiencing, reviewing and conducting. Before implementing a managerial policy, I have made an effective plan in order to experience whether employees are feeling comfortable with the policy or not. After receiving a good review from the employees with the help of some basic questionnaires, I have proceeded for implementing the policy at my workplace.
Advantages:
With the help of Honey and Mumford questionnaire, I am able to implement my managerial policy by maintaining an effective system or procedure. With the help of some necessary questions, I can receive an immediate feedback from the employees. This procedure helps me to control the business process.
Disadvantages:
One of the most significant drawbacks of Honey Mumford questionnaire is its long-term process. I have to go through four stages that are planning, experiencing, reviewing and conducting in order to execute the entire questionnaire process of Honey Mumford.
In order to meet the professional objectives, the human resource managers have to focus on several aspects in order to deal with the customers effectively. I would be able to develop my skills and competencies by conducting this personal development plan. (The template of CPD plan has been attached separately.
|
Three main aspects of development needs |
Plans |
|
Development on personality |
Management should plan award function at the end of every year in order to appreciate the skill and competency of employees. It helps to encourage those employees who remain in the category underperformance. |
|
Learning talent development |
Only my personal opinion should not be applicable for a business organization. I should give scope to the employees as well for providing collective decision as well. |
|
Maintaining employee relation |
I should focus on making effective communication with the employees in order to know their problems regarding the job profile at the workplace. |
Table 2: Three main aspects of development needs
(Source: Ulrich 2013)
As per the previous plan, I have observed that the HR managers should not only focus on an efficient trainer to provide the employees a good training and guidance regarding the business process. However, only an eminent trainer can never be able to provide effective training to the employees (Nickson 2013). As per my point of view, this particular individual needs sufficient training instruments as well for making the training process successful. Furthermore, apart from making collective decision at the workplace, the HR managers may maintain an effective communication with each other for keeping up a good relation with the workers inside the organization. I personally believe that personal development would be possible with the help of monitoring the performance of the employees repeatedly. As per my point of view, employees who are unable to become accustomed with the human resource management plans and policies need to provide remedial action classes for making them skillful and competent.
References
Armstrong, M. and Taylor, S., 2014. Armstrong’s human resource management practice.Kogan Page Publishers.
Armstrong, P., 2014. Limits and possibilities for HRM in an age of management accountancy. New Perspectives On Human Resource Management op. cit. at, pp.154-166.
Bratton, J. and Gold, J., 2012. Human resource management: theory and practice. Palgrave Macmillan.
Budhwar, P.S. and Debrah, Y.A. eds., 2013. Human resource management in developing countries.Routledge.
Buller, P.F. and Mcevoy, G.M., 2012. Strategy, human resource management and performance: Sharpening line of sight. Human resource management review, 22(1), pp.43-56.
Ehnert, I. and Harry, W., 2012.Recent developments and future prospects on sustainable human resource management: introduction to the special issue. Management revue, pp.221-238.
Flamholtz, E.G., 2012. Human resource accounting: Advances in concepts, methods and applications.Springer Science & Business Media.
Jiang, K., Lepak, D.P., Han, K., Hong, Y., Kim, A. and Winkler, A.L., 2012. Clarifying the construct of human resource systems: Relating human resource management to employee performance. Human Resource Management Review, 22(2), pp.73-85.
Kehoe, R.R. and Wright, P.M., 2013. The impact of high-performance human resource practices on employees’ attitudes and behaviors. Journal of management, 39(2), pp.366-391.
Mendenhall, M.E. and Osland, J., 2012. Global leadership: Research, practice, and development.Routledge.
Nickson, D., 2013. Human resource management for hospitality, tourism and events.Routledge.
Purce, J., 2014. The impact of corporate strategy on human resource management. New Perspectives on Human Resource Management (Routledge Revivals), 67.
Renwick, D.W., Redman, T. and Maguire, S., 2013. Green human resource management: A review and research agenda. International Journal of Management Reviews, 15(1), pp.1-14.
Storey, J., 2014. New Perspectives on Human Resource Management (Routledge Revivals).Routledge.
Ulrich, D., 2013. Human resource champions: The next agenda for adding value and delivering results. Harvard Business Press.
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