Professional Practice in HR Management

This report discusses the meaning of HR professionals and their role in HR management. It also explores the use of the HR professional map and its importance. Additionally, it covers group dynamics and conflict resolution methods used in HR. The report concludes with the significance of professional practices in effective management of manpower.

Professional practice
for CIPD level 5

Table of Contents
INTRODUCTION ..........................................................................................................................3
LO 1.1..............................................................................................................................................3
TASK 1............................................................................................................................................3
Meaning of HR professional with reference of CIPD profession map.......................................3
LO 1.2..............................................................................................................................................4
TASK 2............................................................................................................................................4
Elements of group dynamics and conflict resolution methods...................................................4
CONCLUSION ...............................................................................................................................6
REFERENCES................................................................................................................................7

INTRODUCTION
Professional practice in HR management play a vital role in enhancing the necessary
capabilities of human resource practices. Professional practice is essential in order to develop
talent and nurturing of management which leads to better employee management (Baek, 2020).
Professional practice in HR brings efficiency and effectiveness in human resource management
operations. This report includes application of professional human resource practices and CIPD
current profession. This report covers contribution of HR professional in field of management as
well as covers professional approach with examples. This report also covers group dynamics and
conflict resolution practices which are part of HR practices.
LO 1.1
TASK 1
Meaning of HR professional with reference of CIPD profession map
Role and contribution of HR to a business and trends according to time
Human resource functions and responsibilities were earlier related to only administrative rule, in
the past time human resource professionals were only present to limited functions. The roles
which were played by human resources were related to recruitment and selection, payroll
function, job advertisement etc. In recent times the role of human resource management has
expanded to bring out maximum efficiency from employees. The HR professional map has
facilitated various people who are engaged in human resource activities with professional
efficiency.
HR profession map
Human resource professional map is a precise document under which three major HR roles that
are Administrative, Advisory and executive are mentioned with necessary information (Bolívar,
2020). HR professional map is used to make role of human resource professionals more effective
and efficient in an organisation.
Meaning of HR professional
Human resource professionals means people who work for a job role in organisation that do
essential maintenance of employees (Brewster, 2017). HR professionals perform various duties
which are related to the development of workforce and employees in order to gain competitive
advantage.

Usage of HR professional map to mention some examples
Human resource professional map is widely used by many organisations in today's world with
full fledge operations (Järlström, 2018). The examples of HR professional map are:
Administrative: Handling operations management in an organisation in order to bring more
efficiency in operations is done by human resource professionals.
Advisory: Providing reliable solutions and advice on conflict management are also done human
resource professional.
Executive: In case of any urgency necessary decisions are taken by human resource
professionals to minimise risk in an organisation.
Importance of examples of profession mapping
The importance of profession mapping in the organisation is:
 Profession mapping provides competitive advantage to a business in the external
environment as well as develops a professional approach in the functioning.
 Profession mapping also facilitate trending and dynamic role in HR functions and
operations.
 The application of professional mapping mainly focus on bringing harmony between the
workers and enhances productivity.
LO 1.2
TASK 2
Elements of group dynamics and conflict resolution methods
Explanation of group dynamics
Group dynamics is related to the management of psychological aspects of an organisation, along
with understanding of various needs and procedures. The value of group dynamics is increasing
day by day in modern organisations because of large workforce of employees (Macke, 2019). In
other words group dynamics is related to the art in which various people in an organisation
interact with each other. In an organisation, positive group dynamics brings efficiency and
stability in the operations and functioning of a company.
Application of a model in group dynamics

The Tuck-man Team Model- This model contains various stages of group development and it
was introduced by Bruce Tuck-man in year 1965. This model mainly relates to various stages
that are essential in development (Nestel, 2018). This model contains four major stages which
are mentioned below:
 Forming- This is the initial stage in team development when every person in a team gets
to know each other. This stage mainly includes formation of a team with a definite
number of members in it.
 Storming- Storming is referred as the secondary stage in team management, this stage
mainly includes group conflict and job dissatisfaction which arise in a team.
 Norming- This refers to the tertiary stage in which there is an effective resolution of
conflicts takes place. The resolution of conflicts is performed by professional managers
in order to achieve harmony between workers.
 Performing- This stage includes working of a team in various manners in order to gain
efficiency in their work. The stage of performing also focuses on regular activities which
are performed by employees in order to make sure that the business is working
effectively at the market place.
Two examples of conflict resolution methods used in HR
 Avoiding- In the methods of conflict resolution, avoiding play a crucial role as it states
that a person who is involved in conflicts withdraws his complaint immediately after the
conflict (Tung, 2017). This requires necessary consideration of a party in which a person
necessarily avoids the situation of conflict and withdraws its complaint.
 Compromising- Compromising means a person who has faced of conflict, is ready to
compromise with a necessary advantage, Compromise is considered as the most
preferable tool in the field of conflict resolution. The art of compromising is adopted by
various organisations in order to develop a critical approach in the procedures and
policies.

CONCLUSION
From the above discussion it can be concluded that professional practices which are
performed by HR managers in a business helps in effective management of manpower. HR
professionals contributes to growth and development of a business by performing several tasks
and functions. The duties which are performed by human resource management are advance and
useful for an organisation. This report also concludes that human resources profession map also
develops a critical approach in evaluation of operations management.

REFERENCES
Books and Journals
Baek, K. and Choi, S., 2020. The Double Edge of Professional Agency: The Contradictory Roles
of Human Resource Professionals in the Implementation of the Parental Leave Policy in
South Korea. Sociological Perspectives, 63(5).pp.870-893.
Bolívar, L.M., 2020. Educating the Global-Minded Business Professional and Manager.
In Contemporary Global Issues in Human Resource Management. Emerald Publishing
Limited.
Brewster, C., 2017. The integration of human resource management and corporate
strategy. Policy and practice in European human resource management.pp.22-35.
Järlström, M., Saru, E. and Vanhala, S., 2018. Sustainable human resource management with
salience of stakeholders: A top management perspective. Journal of Business
Ethics, 152(3).pp.703-724.
Macke, J. and Genari, D., 2019. Systematic literature review on sustainable human resource
management. Journal of cleaner production, 208.pp.806-815.
Nestel, D. and Gough, S., 2018. Educating for professional practice through simulation. Learning
and Teaching in Clinical Contexts: A Practical Guide.p.175.
Tung, R. and Punnett, B.J., 2017. 5. Research in International Human Resource Management.
In International Management Research (pp. 35-54). de Gruyter.