CIPD Profession Map: HR Effectiveness and Skills Shortages in the UK

This report examines the significance of the CIPD Profession Map for HR professionals in the UK, evaluating its global applicability and its role in guiding effective HR practices. It delves into the reasons behind skills shortages in the UK public sector, despite high unemployment, attributing it to fact...Read More

Managing People

Table of Contents
INTRODUCTION...........................................................................................................................1
Part 1 .............................................................................................................................................1
Explain how important CIPD Profession Map behaviours are for effective HR professionals
working in the UK. .....................................................................................................................1
Explain to what extent that this map could be applied to HR professionals working on a
global scale regardless of sectors and sizes of organisations. .................................................2
Part 2 ............................................................................................................................................3
Explain why do public sector in the UK is facing skills shortages despite the high
unemployment rate. ....................................................................................................................3
Identify and discuss long-term labour market developments to address the skills shortages in
healthcare sector professions in the UK......................................................................................4
CONCLUSION................................................................................................................................5
REFERENCES................................................................................................................................6

INTRODUCTION
CIPD profession map is the a set of standard which heps in providing guidance to the people
who are working in the human resource in order to develop or enhance the working in the world
of work. The main objective of the profession map is to share effective professional identity
across the whole industry of work. It includes several professional values which are implies on
the people who are working in the HR industry. This map guides the employees by multiple
professional values that can lead to better decision in any of the situation. These set of provides
major help to individuals, groups and the organisations which works for the betterment of the
society(Blackburn and Paterson, 2021) . The aim of this report is to highlight the how the
behaviour of CIPD map brings effectiveness in the professional working of the HR in the UK
with at what extent this map can applied to the professional working on the global scale. Part 2
of this report includes why public sector in the UK faced the skill shortage with the identification
of the plan that deals with skill shortage and provide plan for long term labour development.
Part 1
Explain how important CIPD Profession Map behaviours are for effective HR
professionals working in the UK.
CIPD profession map is the set of behaviour that provides standards in order to guide the
people who are working in the human resource department. The aim of the CIPD profession map
is to enhance the working of the HR across the whole industry with sharing professional identity.
The CIPD profession map works in fulfilment the requirement of the HR professional who are
working tin the UK. It assure the professional that their company is doing good and maintaining
highest standard in the value and the ethics (Coates and Dutson, 2021) . The set of the standards
and the values maintains the base for the effective HR working, and it consist huge importance
in the field of the UK some impacts and importance of the CIPD professional map are discussed
below:
 CIPD professional map is principles based- There are basic principle which are led by
the map which states that in the organisation work of the people, workers of the
organisation and the professionalism in the organisation matters a lot. The map provide
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an evaluation of how the employees of the organisation should conduct communication
which led to betterment of the communities and the societies. Workers in the organisation
are the base for functioning and they all possess unique ability which organisation should
take care of. Professionalism in the organisation states that all the members who are
working in the company should act in accordance to the integrity and strive for
enhancement in better working environment.
 Evidence-based – It is analysed that CIPD profession map will not direct directly about
what to do but it will help in shoeing how evidence based decision making can positively
affect the professional judgement. It states that its better to take decision based on
behavioural science and academic research because it generates understanding of one's
own organisation. Then states that an organisation should collects the data that provides
information about the workforce which helps in setting the responsibilities in the areas of
unique expertise.
 Outcome driven- It states the the work organisation do must have the clear understanding
of what are the outcomes and what are the achievements of the risk taking. CIPD
profession map provides the guidance in improving the collective well being of the
organisation as well as employees which helps in generating success (Croney, 2021) .
And the work that has been completed in the organisation should be on the professional
basis which lead to better decision making and build strength and integrity among
workforce.
Explain to what extent that this map could be applied to HR professionals working on a
global scale regardless of sectors and sizes of organisations.
The profession map of the CIPD brings the set of the standards which are followed by the
professional of the HR field in respect to provide them guidance to generate better outcomes.
Human Resource play an essential role in a company as they hire people as per the requirement
and the vacancies. The CIPD profession map provides great help to the HR in order to make
them perform the task in the efficient firms. As it can be evaluated that the role of the HR is
getting important with each passing day (Gillon, 2018). There are multiple activities that an HR
has to perform in an organisation such as talent management in the organisation, working on the
employee benefit programs, training and development of the workforce, safety of the workplace
and many more. The CIPD map can be applied on the working of the HR professional which
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helps on the global scale irrespective of the sectors and the size of the company. There are
several practices that can be applied in the working of the HR, which are discussed below:
 In people practices- The map states that humans are the basis of any operatisations in the
organisation and evaluating employee lifecycles in order to interrelates the practises with
them gives better results.
 Culture and behaviour- This comprises the behavioural science of the humans which
helps in motivating the employees in their working. HR should generate of how the
behaviour of the workforce impacts the other people and the culture of the organisation.
 Helps in making analytics and creating value- CIPD professional map can be applied or
help HR by making analytics on the data in order to take better business decisions and
which generates the true value of the workforce of the organisation.
 Helps in digital working- This area of HR working is all about generating better
understanding about the technology which plays an important role in developing business
practice and improves the productivity(Elrayah, 2021) . CIPD map helps in the
professional development through identifying the capabilities and the skills and then
implicate the digital working.
Part 2
Explain why do public sector in the UK is facing skills shortages despite the high
unemployment rate.
Public sector comprises enterprises which is owned by the government sector for the general
public. It does not involves the private organisation. The public sector generates the huge range
of services for the people which includes the services such as infrastructure, health care, public
transport, safety services and many more. Public sector organisations plays an essential role in
the enhancement of the country and ensures the smooth functioning. The investment made in
these sector are invested by government itself. These investment are raised through general
public in the form of tax and different investment services. In order to provide government
services there is a requirement of the workforce who are capable of performing challenging tasks
(Gubbins and Garavan, 2022) . And for this recruitment process is very important in order to hire
capable workforce. Lack of knowledge and skills can be the major reason of shortage of the
employees. In UK. In accordance to the CIPD profession map it can be generated that there is a
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shortage of the skilled workers in the public sector and there is gap of 46% vacancies which is
hard to fill. There are different reasons public sector in the UK are facing skill shortage despite
high unemployment rate and some of the reasons are discussed below:
 Lockdowns- It is the major reason in the skill shortage as lockdown make people stayed
at home for the longer period of time which make the people less productive and
deprived of required skills.
 High redundancy rates- High rates of data duplication is the very challenging aspect of
generating skilled employees. Increasing reliability on the technologies creates large
amount of copy data. People and companies are highly dependent on stored data which
gives less chances to the labour to show their skills.
 Rising Skills gaps- It is been analysed in the UK that the reason of the skill shortage is
due to the increment in the skills gaps . As it is observed that majority of the population is
depend on the technology and work less on the skill enhancement which can be the major
reason of skill shortage in the UK.
Identify and discuss long-term labour market developments to address the skills
shortages in healthcare sector professions in the UK.
Labour market is the important aspect of job development as it is the process which make
alignment in the supply and demand of the labour which helps in generating employees in
accordance to the employers demand. Labour market can be further divided into two framework
which is microeconomics and macroeconomics. Microeconomics comprises national output and
inflation whereas macroeconomics involves short-term fluctuations and national income. There
are multiple sectors that are facing the shortage of skills these sectors are health care sector,
education sector, industries sector and many more. The reason behind the shortage in the health
care sector is less number of medical school, retention of the health care staff , delay in the
training and the post foundation years (Perkins and Jones, 2020). The sectors bear the burden of
the shortage of the skilled labour due the increasing population in the UK. As high rate of
population slow downs the job generation ration not only in the specific sector but in the whole
industry of employment. In the education sector it can be seen that the literacy rates are 99% but
the employment rate is low this is because mainly people of the UK are focusing more on the
learning process in comparison the earning process. And after learning they migrate to other
countries in respect to get the suitable job. There is a need to implement great HR policies in the
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organisation which provides and generates better working environment. The development in the
health care sector can be done through appropriate training programmes with essential medical
equipments .
Government of the country should supply and increase the funding process in the medical
schools. There is a requirement of the taking seminars and the promotion of the health care
sector which provides developing opportunities to the citizens of the country. The problem of the
skill shortage can also be solved through improvements in the HR policies in each and eery
organisation, which provides training as well as development scope to their employees in the
country.
CONCLUSION
From the above report it is concluded that HR is the most important aspect in the
organisation and in order to improve the HR services there is a need to take guidance from the
CIPD profession map, which provides guidance in order to conduct effective implementation of
HR policies. This report evaluate the the importance of the CIPD profession map in the effective
HR working. The importance includes CIPD professional map is principles based, Evidence-
based and Outcome driven. Adding to that it comprises the extent of CIPD map helps in the
professional working which involves some important points such as In people practices, Culture
and behaviour, Helps in making analytics and creating value and Helps in digital working. Part 2
of the report covers the reason of the skill shortage in UK with the identification of long-term
labour market developments.
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REFERENCES
Books and Journals
Blackburn, M. and Paterson, A., 2021. Giving it a go: Introducing authenticity into Human
Resource Management assessments. In Organisation Studies and Human Resource
Management (pp. 51-63). Routledge.
Coates, N. and Dutson, R., 2021. The HR consultant–an experiential learning approach: A case
study approach of HR students working on live client projects. In Organisation Studies and
Human Resource Management (pp. 150-165). Routledge.
Croney, P., 2021. The experiential approach to undergraduate OHRM. In Organisation Studies
and Human Resource Management (pp. 64-76). Routledge.
Elrayah, M., 2021. Can business ethics-based education improve HR graduates’ employability,
knowledge, skills, and competence?. Journal of Education for Business, 96(8), pp.522-529.
Gillon, A.C., 2018. The nature of contemporary organization development. Routledge.
Gubbins, C. and Garavan, T., 2022. Sustainable HR Careers in an Era of Disruption: A
Provocation. In The Emerald Handbook of Work, Workplaces and Disruptive Issues in HRM (pp.
225-239). Emerald Publishing Limited.
Perkins, S.J. and Jones, S., 2020. Reward management: Alternatives, consequences and contexts.
Kogan Page Publishers.
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