Management and Hr Profession Map Essay

Human Resource (HR) strategic plan’s outline short term goals that have been aligned with their organization’s strategic plans. With the HR’s goals being aligned it also helps the representative know how much man power is needed from the budgeting process done through HR. The HR function of an organization is responsible for ensuring top talent is recruited and retained, which means ensuring success of an organization’s strategic plan.

The report will discuss the CIPD HR Profession Map and how the framework and standards within it define a HR professional. The professional areas, the bands and the behaviours will be outlined and the two core professional areas as well as two behaviours will be evaluated to explain how they uphold the concept of ‘HR Professionalism.’ Examples from the knowledge and activities in band 2 will be used in support.

| Explain how different organisational structures and management roles can impact on the HR Function (AC: 1.3)

Introduction – Human resource planning is the most valuable assets of organization. It is a ongoing process of systematic planning to achieve optimum use. Human resource planning is to ensure the best fit between employees and jobs, while avoiding manpower shortages or surpluses. In order to realize company objectives, it is essentially to have a human resource plan. Human resource planning is essentially the process of getting the right number qualified people into the right job at the right time so that an organization can meet its objectives. In context of getting organization’s objectives or to achieve its goal human resource planning is the most important assets of an organization. It is a system of matching the people between existing employees and those to be hired or searched for.

The CIPD Professional Map is available to all CIPD members and helps you to understand what level of experience you have within HR and what you need to learn or demon straight to advance your career.

Briefly summarise the HRPM (i.e. the 2 core professional areas, the specialist professional areas, the bands and the behaviours)

The HR Profession Map is available on the CIPD website and enables CIPD members to carry out a self assessment online and receive expert advice and guidance, in turn helping them to reach their professional goals. It was developed after extensive research amongst HR Professionals and enables people to benchmark themselves against the findings. The map will constantly evolve, keeping it relevant to the changing needs of the HR Profession.

HR planning can be defined as ensure the best position to fit between employees and jobs, while avoiding employees shortages or surpluses. The overall purposes of HR planning is to predicts the future that HR management needs for an organization after reviewing the organization's current human resources, the external labor market and also the analysis of HR management issues external to the organization and developing about the future are what distinguishes strategic planning from operational planning. Assessing the current HR capacity, forecasting HR requirements, gap analysis and developing HR

This paper has been written to describe in detail a little bit about Human Resource Management. There are several key topics that are covered throughout this paper. The first section consist of material that describes what human resource management is in detail. The next section that is covered is concerning what the primary function of human resource management is. The last section that is covered is the role that human resource management plays in an organizations strategic plan. Human Resource Management is a very important key to any business there are many areas that relies on the people that work in this field. Working in this field takes a lot of dedication and time not only as a person but as a

The Chartered Institute of Personnel and Development (CIPD) is an organization that was founded to ‘’set professional standards and provide the expertise to drive the HR and L&D professions forward’’ (CIPD, 2016). The organization works to create new solutions and find new ways to help Human Resource personnel develop themselves in matters related to Human Resource Management so that can get the most and do the most for the other members of staff that depend on them. The HR personnel is expected to apply the policies and practices they have in organizational development and design, work on employee resourcing, provide adequate learning and development opportunities to employees, and are expected to be generally involved in the services that enhance the wellbeing of employees (Taylor & Armstrong, 2014).

“It has been argued that a strategic approach to human resource planning is required as a foundation to ensure the alignment between an organisation’s competitive advantages? Hr strategies. Using examples, definitions and appropriate theory and models to illustrate your argument, demonstrate the the role of hr planning can play in achieving successful organisational outcomes.”

Rigorous HR planning links people management to the organization's mission, vision, goals and objectives, as well as its strategic plan and budgetary resources. A key goal of HR planning is to get the right number of people with the right skills,

Planning is an essential part of the HR department in an organization. The size of a corporation will determine the need for more specialized human resource management. Additionally “The department has to accurately judge the number of employees the organization needs to be capable of performing its activities and operations efficiently. Having more than the required number of staff members will harm the company by drawing scarce financial resources away from other important functions and uses” (Youssef, 2015, 1.4). Having an effective plan allows employees to understand what is expected of them and the consequences if they don’t achieve it.

Human resource planning links people management to the organization, mission, vision, goals, and objectives as well as its strategies plan and budgetary resources. A key goals of HRP is to get the right number of people with the right skills, experiences and competencies in the right jobs at the right time at the right cost.

Human Resource Planning, therefore, holds the key in deciding the skills and competencies that are lacking in a business or the skills that need to be reinforced as part of supporting the strategic orientation of the business (Rowley & Jackson, 2010). According to Bhattacharyya (2009), it is imperative that human resource managers work closely with the senior management and strategy development teams to highlight human resource considerations in deciding the appropriate strategy for a business. Essentially, human resource management has to be part of any strategy formulation team in an organization to address the human resource dimension of strategy development and implementation. It is worthy noting that, human resource is an important production factor in organizations, without which all the other production factors cannot achieve the business goals (Marescaux, Winne, & Sels, 2013). For a business strategy to be successful, the management should involve the human resource function in development and implementation processes. Human Resource Planning, however, cannot be effective if there is a lack of proper system to gather and analyse information regarding supply and demand for labour and skills in the organisation (Pablos, 2008).