Human Resource Management Professional Practice: An Introduction

Running Head: HRM 0
Human Resource
Management
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HRM 1
Introduction
In CIPD, developing professional practice enables the sound understanding of behaviours,
knowledge and skills for development as required in Human Resource Management (HRM)
professional. In companies, HRM profession is evolving continuously helping for achieving
sustainable performance with increasing demonstration to build capabilities being a strategic
business partner (Roper, et al., 2015). In this report, the discussion is about HR
professionalism along with making sure about efficiency and effectiveness of HR. Also,
analysing the use of CIPD Professionalism Future Framework (PFF) along with CIPD
Professional Conduct is concluded in this report to know the importance of professional
practice development in HRM for future.
HR Professionalism
HR plays a critical role of professionalism for future expertise in organisation and human
behaviour development and helps in creating solutions within business to provide benefits for
stakeholders overall. HR develops the ability for upholding values ethically within the
company through the help of professionalism at each and every level (CIPD, 2017).
Professionalism’s core elements are social responsibility and ethical, knowledge and skills
body, commitment, situational judgement, identity, and CPD (Continuing Professional
Development). It is essential in HR Professionalism to maintain ethical values and standards
strongly with the development of new structure while supporting and building HR
professionalism in the community. It consists of various stakeholder interests and needs while
making sound decisions through HR professionals along with setting principles (Baczor,
2015).
The process of professionalization while developing professional techniques along with
attaining high level of its status where HR professionalism process keeps on evolving. In
recent times, distrust is increasing across the globe where it is essential in the HR
professionalism to develop moral integrity by providing services where one individual is
relied on other’s advice based on their knowledge created through power asymmetry.
Though, HR professionals have the position with superior knowledge but also have the
responsibility of not using it against gaining unfair advantage (Balthazard, 2014). Thus, the

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role of HR in companies keeps on changing along with increasing scrutiny in this evolving
work across the globe.
HR Efficiency and Effectiveness
Professionalism consists of elements such as integrity, leadership, scholarship, honour, pride,
civility and collegiality, independence, spirit and enthusiasm, balanced commercialism, and
service to the public good. It is used in HR professionalism to achieve the status and
recognition for establishing professions collectively by adoption and emulation (Das &
Chaurasia, 2017). Thus, HR Professionals can succeed with having a vision, think
strategically, to communicate greatly, using technology for processes improvement and HR
effectiveness, flexibility, understanding numbers in terms of savings and budgets, full partner
by collaborating, spending more time at work and determining responsibility, making
interactions and creating open-door policy for employee to get comfortable, ready to take
risks, and be an inspiration for effectiveness and efficiency (Nathan, 2015).
Mainly, HR functions played the role of hiring and firing employees, benefiting plans and
administrate pay and within environment of industry keeping the issues of union at bay. But,
this function is evolving now in this environment continuously as companies are facing the
realities of business such as organizational restructuring, competitive talent market, margin
tightening, increase in mobile workforce, and global expansion. So, companies are re-
determining their functions of HR and their service delivery within an organisation among
highly strategic context. This is the reason of focusing on improving the HR services
effectiveness through the clients for delivery (Nelson, 2010). In this challenging environment
of business, it is crucial for HR for delivering strategic value and services in a cost effective
and efficient manner. HR is required to add value to the company and its employees while
focusing on the delivery.
Focusing on effectiveness, there is a need of consulting and planning activities by devoting
more hours in value addition where HR leaders use loads of tactics for time reduction and
spending efforts on administrative services ad routine tasks. This is possible to achieve in
ways such as new technology, outsourcing approaches variety, new HR service models for
delivery, process improvements, HR talent development with business insight and new HR
service metrics. HR function generating value concentrates on results and outcomes
promoting organisational effectiveness. HR professionals focuses on effectiveness by