Importance of Knowledge, Skills, and Behaviours in HR Professionals

This article discusses the importance of knowledge, skills, and behaviours in HR professionals. It explores the CIPD Professional Map and its four bands, which cover various professional areas and behaviours. The article also highlights the role of HR in developing career pathways and building a competitive framework.

HUMAN RESOURCE
MANAGMENT

Contents
1. CIPD Professional Map-.....................................................................................................2
Question-2..................................................................................................................................4
Question-3..................................................................................................................................7
Answer-4....................................................................................................................................8
References................................................................................................................................12

Question-1
Candidates should identify a range of the knowledge, skills, and behaviours required by HR
professionals and state why these are important. They may include examples from any of the
professional areas and behaviours in the CIPD Profession Map-
1. CIPD Professional Map-
Under the CIPD Professional map, it is seen that organisation considers definition to
become a great HR, monitor, and check the appropriate area of development and success,
building of HR capability and finally recognising the achievement with the help of
professional qualification. It is observed that most of the organisations and other HR
professionals have been using professional map of CIPD to set a benchmark and create
their own HR abled team at functional, organisational, and individual levels (Blomme,
Kodden, and Suffolk, 2015).
1.1. This CIPD professional Map has decided into four important bands, which has
been designed to remain relevant and other applications to all the professionals
operating in the HR spectrum. In order to get a general or the specialist, it should
include learning and development, employee relations, engagement, rewarding, and
talent management where it has been operating in globe (Blomme, Kodden, and
Suffolk, 2015). For any organisation, CIPD is used to develop the career pathways in
the identification of skills that are needed to make certain changes. In the
identification of team, capabilities that will enable on the behaviours necessitate for
the successful environment. It is used build a competitive framework to build role
profiles as informed by feedback and research from the HR professionals (Blomme,
Kodden, and Suffolk, 2015). A particular architectural among the professional map
covers the professional areas, behaviours, bands, and transitions. Professional areas

elaborate what is actually to conduct the activities that it needs to know for each area
of HR sector at four bands of professional competence. Behaviour factor elaborate
HR professional needs in order to carry out the activities that could comply with four
bands of professional competence. Band 1 includes personally credible, driven to
deliver, courage challenge, curious, role model, skilled influencers, collaborative and
decisive thinker.
1.2. Band 2 comprises of performance and rewarding, resourcing and talent
management, organisational design, employee engagement, learning and development
and employee relations. Band 3 comprises of leading HR and band four signifies
insights strategy and their solutions (Blomme, Kodden, and Suffolk, 2015). The
presented HR attributes cover in ten professional areas in the first band there are eight
behavioural attributes. Some of the important examples of HR with band one includes
from the side of other bands too. It includes the ability and skills to drive the
competitiveness advantage for the company. Awareness regarding the technical and
other professional in the Map and how they are created, bought, and developed.
1.3. The insights, solutions, and strategy undertakes to view the relevant technical
areas. For example- core professionals add the learning and development especially
when you are a learning specialist. It further reviews one of the relevant professionals
with its core functioning. Several methods emerge as to manage and evaluate the team
performance among the teams to assist the project teams. Under the band 2, it
compares the external benchmarks with own company and find the potential mis-
matches to the needs of the organisation.
1.4. Managers work on completion of tools and other frameworks that can further
help to define the condition for changes (Blomme, Kodden, and Suffolk, 2015). Band
3 works as a challenge for the senior managers in order to identify the appropriate

designs for improvement in order to assist and fulfil the company`s strategy and other
goals. HR helps to develop an business case to redesign the company`s that includes
options and other recommendation while proposing a solution for designs, which can
better align the business procedure, metrics, talents, structures and rewards
(Source: Chamberlain, 2012)
Question-2
When analysing the group dynamics, it can be easily illustrated that the Tuckman can signify
a proper model of group processes such as by capturing group dynamics and interaction tools.
2. According to the Tuckman, one can never expect that a new team to perform especially
when the team is formed recently (Griggs, and Allen, 2018). These recognisable stages will
consider forming, norming, storming, and performing model that can describe the conflicting
situations. The forming stage considers and enforces the team members to remain polite
where some of the team members are excited and others are anxious, as they have not fully
understood what the team actually will be able to achieve (Griggs, and Allen, 2018). As being
a leader, he can pay several roles at a point of time, as the responsibilities of team members
are not clear (Walker, 2015). People will start to work together when they will be able to
certain efforts in order to know new colleagues.

2.1. Further, in order to resolve the conflicting situations such as understanding the
cultural norms is important otherwise it becomes difficult to avoid the stereotyping
between the negotiations skills as needed by the international negotiators. It has been
caused due to cross cultural differences and negotiations that directly are needed to
resolve the issues and make settlements. Dealings across the cultures tend to result in
worse agreements during negotiations as people belong to different backgrounds. As per
the Tuckman, the storming team moves into this phase where the person actually starts to
solve the conflict the team members due to their natural working styles.
2.2. Team members stick within the tasks at the hand of experience stress especially when
they do not support of the establishment processes with the strong relationships with their
colleagues. On the very next stage, it is seen that norming occurs when people actually
tries to resolve the differences, enhance the colleagues strengths, and respect the authority
as the leader. Team member knows each other very well so that they can socialise
together and they are able to ask each other for assistance so that they can develop into
stronger commitment to achieve the team goals and start seeing the good progress
towards norming. It is often seen that prolonged overlapping between norming and
storming as new tasks will come up where the team may often lapse back into the normal
behaviour from the storing stages.
2.3. The team will reach the performing stage when the hard work will finally leads to
concentrate on growing team members. The very last stage covers the existence of project
teams for a fixed period and creation of permanent team that was disbanded with the help
of organisational restructuring. Team members like to run the routine that helps to
develop the working relationships with few colleagues, which could find the stage
complex and create the future very much uncertain. By using the tool as a team leader, the
main aim is to assist people to perform well as fast as possible. A leader always ensures

whether an appropriate process has been followed or not starting from identification of
the stage of development of teams where the teams can be cooperative and collaborative
(Bokhari, Razali, Yusof, and Zakaria, 2015). Further, it is important to move towards the
performing stage in order to understand the role and still think about how it can move
forward by shaking hands and forming teams. Further, a schedule has to be reviewed
regularly where a team has to adjust leadership and behaviour approach appropriately.
The stage of forming includes directing the team, establishment of the goals. Storming
establishes structures and processes, build trust, good relationships between the team
members. Resolving the conflicts and firming in regards to face the challenges related to
leadership and to the goal of the whole team. This stage also uses psychometric indicators
such as Margerison- McCann team management profiling and Myers-Briggs that could
help people to learn regarding the work styles and other strengths.
2.4. In order to resolve the issues related to cross cultural negotiation, some skills and
techniques can assist the company to avoid cognitive biases at the table of bargaining and
at the same time maximising the value creation opportunities with the international
counterparts.
For example-the case study of Israeli- Palestinian negotiations where it has discussed the role
of the urban development in regards to peace negotiations between the Palestinians and
Israelis. It has been noted that this discussion will be related to political boundaries between
the people that often manifest in the form of the physical boundaries. Fishbone diagram is
known for its visualisation tool that symbolises cause and effect consequences so that they
could identify the root causes.

(Source Geleanssixsigma, 2018)
Question-3
3. On the basis of certain project examples on which the company has been working on are
based on defining deliverables, setting timelines, costing of the related projects,
monitoring, evaluating of its sub-projects, using the basic risk management related to
climate changes or the transportation changes (Chamberlain, 2012). The issues are related
to cross cultural negotiations that highlights deliverable as sending and selling a particular
sort of products to the customers of a particular area.
3.1. Settling timeline is very important, as product possess the risk of theft, and
destruction due to severe climate changes and also a particular time is decided from
manufactured, packaged, managed, tied, uploaded in the transportation system and finally
reaching it to the destination to the target customers (Weerakkody, Osmani, Waller,
Hindi, and Esmail, 2016). Some of the sub-projects can be related to manufacturing of the
sub parts of the automobile and further each of them is summarised in the whole project
with its related costing (Chamberlain, 2012). The costing method is used to measure on
the basis of estimation based projections then further once the whole cost has been

incurred then it is being measured. It is checked in the light of all the variables with a
purpose where high trapping costing has been recognised and in future, those particular
costs are strived to be reduced in long term. A HR is responsible for recruiting such
people that can cut down the maximum left variable costing (Chamberlain, 2012).
3.2. People with high cost but contributing nothing is a liability to the organisation. Once
the estimated budgets have been drawn, it is seen that recruitment plays an important role
in analysing the necessary requirement. It is important to understand what type of job is
consisted of and how it can be different from any other incumbent and also it depends on
who is actually idealising and analysing the job that consists of different tasks. Further, it
includes observations, reviewing the reflective reports maintaining by those of the
carrying out the same role, critical incidental techniques, structural profiling of work,
deconstructing the role of the each of the team members divided into tasks and sub-tasks.
Answer-4
4. The life of the employee keeps on changing due to changing business environment and
with the emergence of new external challenges. Therefore, they has to adopt some of the
new policies and procedures in the transforming era (Tosey, Anderson, Elliott, Harrison,
and Valentin, 2015). An employee is examined only on the basis of basic knowledge,
basic intellectual, and a mature behaviour. This attitude is not at all enough to enhance
their leadership skills and shape their visions directly in the organisation (Coetzer, Ryan,
Susomrith, and Suseno, 2017).
4.1. It is often said that “A stitch in time saves nine” that means without wasting the most
favourable time, the employee should start growing with all the appropriate resources.
The HR department should conduct a proper training and should provide appropriate
position in the recruitment (Coetzer, Ryan, Susomrith, and Suseno, 2017). While
symbolising the role as an leader, it is seen that a inspiration should be there so that a set

of actions can be influenced by Warren buffet`s great audience. These teaching will
manage people and their talent too in the right direction so that whole sum of the team
can be directed and organised in a single direction in order to achieve maximum
profitability goals (Walker, 2015).
4.2. Warren buffet was renowned as “Wizard of Omaha” which constantly has been
leading the company as well as world`s stock market. In order to achieve the
trustworthiness, a person can inculcate regular thinking, compassion in its self-nature, and
regular communication. At the same time, a leader can respect the perception,
commitment, and unlimited kindness of every employee (Hobson, Doyle, Castanheira,
Csigas, and Clutterbuck, 2016). Buffet is an proficient investor that has no doubt that
there are necessary personality traits while ruling the industry (Coetzer, Ryan, Susomrith,
and Suseno, 2017). Other than technical skills, it is important to develop strategic
thinking, project management and relationship building that further differs from other
inspirational leader (Kershaw-Solomon, Zhang, and Gold, 2015).
4.3. Personal development plan is a tool which can be identified in relations to different
areas for the future development and motivate lifelong learning (Coetzer, Ryan,
Susomrith, and Suseno, 2017). This strategic HR plan includes several processes and
planning, monitoring, self-examination and assisting in order to develop and finally fulfil
the main purpose and encourage the lifelong learnings (Bokhari, Razali, Yusof, and
Zakaria, 2015).
5. Company`s growth are subject to the capability of lead to persuade and achieve to gain
output and create trustful situation. The traits are-
5.1. Creativity- A leader should have aptitude to make new ideas especially when seen in
the dynamic situations (Hobson, Doyle, Castanheira, Csigas, and Clutterbuck, 2016).
Creativity can be attained only when the leader has enhanced and practised several

different tasks in altered organisations in dissimilar forms (Walker, 2015). A leader can
attain company`s goals and speechless in regards to dissimilar dynamic conservational
barriers through a creative attitude (Weerakkody, Osmani, Waller, Hindi. and Al-Esmail,
2016).
5.2. Openness- Leaders should always have the capability to listen to new ideas and
consider others point of view (Bokhari, Razali, Yusof, and Zakaria, 2015). Openness
means creating good relation with everyone so that they can explore other`s ideas and
encourage their work. It builds trust among various members of the organisation (Coetzer,
A., Susomrith, and Suseno, 2017).
5.3. Dedication- Dedication refers to confidence towards the task. The attitude of “can do”
for a task is expected from a leader (Boies, Fiset, and Gill, 2015). Apart from technical
skills, intangible skills such as managing project management and getting the work done
by enforcing the employee`s at supreme level. It is very important to set an example for
subordinates to accomplish the goals with full dedication (Mackay, 2017).
5.4. Honesty- a Company will always request dependable people to endure frank and fair
towards organisational achievement and behaviour. Groups look up to best’s doings as
benchmarks of what doings can be done (Latham, 2014).
5.5. Well-known code of conduct- Leaders should methodically education the entire code
of conduct of the company (Boies, Fiset, and Gill, 2015). Leader are obliged to follow
particular types of code of conduct carefully so that groups can shadow the paths of
frontrunner. Code of ethics has defined rules and regulations that enforces the fulfilment
of code of ethics by subordinates (Mayfield, and Mayfield, 2018). Organisational morals
bring rules for everybody to act ethically as per the laws by treating everyone as equal
(Boies, Fiset, and Gill, 2015).

5.6. Communication skills- Worldwide, global sector demands and takes into
consideration with the good communication skills at foremost requirement. It is important
for a leader to conduct interaction activity with subordinates. A leader should have
knowledge of different cultures. If a leader lacks this skill, it becomes very difficult to
lead a team. All the significant attributes includes the communication skill as the first one
(Boies, Fiset, and Gill, 2015).

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