HUMAN RESOURCE

Developing Professional Practice

Developing Professional Practice

Activity 1

Chartered Institute of Personnel and Development (CIPD)

CIPD is known to be the world largest chartered body for development of human resource. The aim of CIPD is forcing the continuity in performance with the help of HR practices, shaping the thinking of personnel, and through building capabilities while setting standards for the HR personnel's to follow (CIPD, 2012).

HR Profession

The role of HR is emphasized as one of the core areas of business performance, in this globalized world (Bal, 2011). This is because organizations are now focusing on the talent acquisition and management, in order to improve their performance. However, the role of HR professionals has been changed these days as it was supposed to be in the past. Today, the HR profession has become more focused on providing long-term sustainability along with short-term capabilities to the organization in order to enhance the performance and decision making process. Previously, HR profession was a mere facilitator to line managers in managing their human resource (Ulrich, 1997).

HR is a discipline of business and managers need to be encouraged to view it as the discipline of managing human resource efficiently. The role of HR managers is to act as agents of change. As such they are pivotal in sizing any organizational conflicts, transforming power resistors for change, especially if it involves introducing deep cultural changes. The ultimate goal of HRM is to ensure stable operations and sustainable development of the organization. The JD of human resource management is to ensure the company has necessary staff and create cross-functional teams that working effectively towards planned objectives.

Specialism has been seen in the field of HR since past several years. This also includes the introduction of the concept of organizational development, which was not included directly in their profession in past. The continuous reorganization and re-invention in the field also indicates the change in the role of HR personnel's is highly in need and demand. Employee engagement is also one of the best examples of the changing role of HR profession in recent times. Decision making process has also been improved in the recent times with the availability of more filtered and useful data, which helps the managers in identifying the key motivational factors of the employees, in order to get positive and optimum outcome from them (Jackson, 2002). Strategic HR managers make use of industry related resources and tools to benchmark performance of employees against standards. By assessing the competitors' operating models, HR managers assist in identifying gaps in performance in their own organizations. Subsequently, they develop, design and put into practice training programs to get workers on track. HR managers being a strategic partner, align HR functions such as recruiting; strategic pay, recognition and reward; employee development; career and succession planning; and performance development and appraisal systems.

These increasing factors of globalization and specialism in this particular field has influenced CIPD to initiate a specific Map for HR profession and named it as 'CIPD HR Profession ...