Human Resource Professional Development for HR Leaders

The aim of this report is the analysis of the Human resource professional development for HR leaders. Human resource professional development is the framework that is used to help the employees to develop their organizational as well as personal skills, abilities and knowledge.

Running head: HUMAN RESOURCE MANGEMENT
HUMAN RESOURCE PROFESSIONAL DEVELOPMENT FOR HR LEADERS
Name of the Student
Name of the University
Author Note

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Table of Contents
Introduction................................................................................................................................2
Task 1.........................................................................................................................................2
Answer to Question 1.................................................................................................................2
Answer to Question 2.................................................................................................................5
Answer to Question 3.................................................................................................................7
Task 2.........................................................................................................................................9
Requirement 1: -.........................................................................................................................9
Requirement 2: -.......................................................................................................................10
Requirement 3..........................................................................................................................12
Conclusion................................................................................................................................13

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Introduction
The aim of this report is the analysis of the Human resource professional development
for HR leaders. Human resource professional development is the framework that is used to
help the employees to develop their organizational as well as personal skills, abilities and
knowledge. Organizations both inside and outside the workplace provides many opportunities
for the employee development. For the short and long-term goals, professional development
is the important aspect of the Human resource professional (Noe et al. 2017). Therefore, the
discussion of this report will be based on understanding of the roles and responsibilities of
HR profession. In addition, impact on the organization in regards to origin, structure,
function, interactions and outside drivers with the critical awareness of the current issues and
trends will be discussed. Moreover, models of professional development will be discussed.
Lastly, demonstration of independent learning ability required for the professional
development will be done (Brockett and Hiemstra 2018).
Task 1
Answer to Question 1
Identification of the people issues, their importance and need for them to be addressed
The merger and acquisitions of the company brings certain challenges to the HR
professionals. Its process requires thorough analysis of all the implications which necessarily
involves to consider the ‘people issues’ created by the merger or acquisition that is to be
taken place (Berman 2015). HR Professionals are responsible for advising the management
about the matters of the human resources with the help of the surveys and gathering of other
relevant data. They also advices the management regarding any potential conflict that can
take place, challenges of HR between the two companies, integration of the company cultures

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and HR practices after the acquisition or merger takes place (Connell and Stanton 2014).
Following are the “people issues’ which the board of Cardcity Company Ltd. must be aware
of at Johnson Ltd.
Retention- HR is not only involved in sourcing and employment of the new talent rather
retaining the existing talent is also their most important activities. Employees of the
organization are considered the most valuable assets and the key role of the HR is to protect
this assets. It is due to the fat that their contribution is require to keep the productivity level at
maximum (Al-Emadi, Schwabenland and Wei 2015). Retention of the employee is the fine
balance between the culture, incentives and remuneration of the company. Johnson ltd.
dismisses the staff due to their poor performance. In addition, there have been numerous
complaints regarding the salary and bonuses. Managers have their own way of doing
appraisals and employees have no information regarding the appraisals (Terera and Ngirande
2014).
Recruitment- Human resource of the company face the major challenges in the recruitment
of the workforce. Recruiting workforce with the perfect blend of the skills and competencies
among the pools of the candidates available is the difficult task of the HR. If the employees
selected does not possess the required skills and competencies then the productivity of the
company is reduced (Mahmood, M., 2015). Further, from company to company the style of
recruitment differs which reflect the attitude and working style of the management of the
company.The owners of the Johnson Ltd. is responsible for making all the decision
themselves. They along with the managers are involved in the selection procedures by
interviewing when the vacancy occurs. They believe that the person who is ‘liked and would
fit in’ the most will be appointed. They are not appointed based on their skills, ability,
personality and motivation that are the major drawback (Amin et al. 2014).

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Health- Apart from recording the information regarding the professional qualification, record
of the details regarding health and safety is also important. It is because of ensure that the
employee are safe at work. Moreover, decision of management regarding age such as
retirement policy, pension policy also reflect the HR policy of the company (Hennekamand
Herrbach 2015).It is the most important aspects of the company for enhancing the
productivity of the company. Johnson Ltd. has overall 150 employees and maximum no.
employees that is 70 employees are over 55 years (Barrena-Martínez, López-Fernándezand
Romero-Fernández 2017).
Discrimination and Diversity- it is important for the company to record the incidents of
their workplace which involve if any form of the discrimination has been done or not. The
company policies adhere strict actions to be taken if such type of the activity takes place in
the organizations. The employment tribunal claims that three cases of sex discrimination have
been evolved in the selection interview (Kulik 2014).
Discipline-The maintenance of the accurate records of the disciplinary issues ensures that it
is dealt properly. The Company has six disciplinary proceedings in progress (Berman 2015).
HR professionals are responsible for identifying any potential problems, its solutions
and emphasizing the management to adopt the solutions (Bader, Schuster and
Dickmann2015). Identification of the ‘people issues’ is important and the reasons they should
be addressed in the context of acquisition and mergers are as follows:
 Creating the new policies for the guidance of the organization after acquisition.
 Retaining the key employees.
 The selection of the employees and downsizing.
 Development of the strategies related to compensation.
 Creating the comprehensive benefit programs for the employees.

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 Proving guidance to the top management from the perspective of the people that
whether the objectives of the organization are fulfilled or not by the acquisition.
 It also helps the company to align the HR function for achieving the strategic
objectives of the organizations (Bader, Schuster and Dickmann2015).
Answer to Question 2
Outline and recommendations to deal with the issues
For outlining the issues, the model of professional development that will be evaluated
is competency model. It is the model, which is used in the integration of the business
planning with the human resources planning by allowing the organization for accessing the
capacity of the current human resource, which is based on their competence as compare to the
needed capacity for achieving business objectives (Chouhan and Srivastava 2014). The
competencies reflect the layout of the personal characteristics of traits and motives in
addition with the skill and knowledge, which are derived from observing behaviour. The
elements of the competencies have the direct impact on the effectiveness of the HR
professions, which are as follows:
 Traits and motives, which includes conscientiousness, proactivity and adaptability.
 Knowledge of functional HR that includes staffing, employee relations,
compensations and appraisal.
 Knowledge of the functional business that includes accounting, marketing, finance
and operations.
 Skills and knowledge in the key process of the business and organizations such as
change management, leadership, HR research and so on.
 Knowledge related to the strategic HR management such as linking of the HR to the
business strategy (Ngo, Jiang and Loi2014).

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After the approach of Johnson Ltd. to the Cardcity Company Ltd. for their acquisition
because of their interest of getting retired and their thinking that latter is one of the major
customers of them. Cardcity company ltd. is also interested in the acquisition of the Johnson
Ltd. as they wish to retain the supply of stationery line. Hence, the analysis of the Johnson
Ltd. company shows that it is facing ‘people issues’. The current owners make all the
decision. In order to fulfil the vacancy, owners take interview with the managers and on that
basis, that candidate is selected who is ‘liked and would fit in’. The managers have done an
appraisal but still there are many complain from the employees end regarding salary and
bonuses are also not awarded fairly (Foss et al. 2015). No appraisal information is passed to
the employees. On the other hand, managers deal with the issues of performance and they
conduct in a way they think it is necessary to do to fit. The company total strength includes
more of the employees with higher age group. This company has disciplinary and grievance
proceedings in progress. Over the last two years employment tribunal claims against the
company is going on. In addition, sex discriminations in selection procedures, unfair
dismissal for handling poor performance and race discrimination in awarding increase in the
salary has been brought by the employment tribunal claims (Bratton and Gold 2017). All
these have held financial loss and injury to the feelings.
Hence, it is recommended to Cardcity Company Ltd. that if it is acquiring Johnson
Ltd. then the more training and development should be provided to the employees of Johnson
Ltd., which will enhance their knowledge. The retrenchment and downsizing of the managers
who believes does not believe in the capacity of their workforce (Tsaoet al. 2016). Cardcity
Company Ltd. should retain those employees who contribute to the productivity. The
employees of the Johnson Ltd. should also be made aware with the organizational culture so
that they can easily adapt the situations and conditions of the company. Cardcity Company
Ltd. should encourage the Johnson Ltd. staff to increase the productivity, which reduces the

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cost, and ultimately the staff is rewarded with higher salary and bonuses. Hence, Cardcity
Company Ltd. is the company, which is entirely different in respect of the dealing with their
human resource as compare to Johnson Ltd. The former company has a strong human
resource management with the ethical employer and good working condition. The company
has gained its reputation in appraising their human resources, encouragement of their
decisions based on the major issues. Hence, acquisition of Johnson Ltd. will be cost effective
if it eliminates those employees who are reluctant and retaining the skilful employee by
providing necessary training, encouragement, appraisals and hike in salary and bonuses
(Gunkelet al. 2015).
Answer to Question 3
The further information that is required for providing the suggestions to the managers
regarding acquisition of the Johnson Ltd. is the benefit from acquiring the other organisation.
The analysis is required whether the deal of acquiring Johnson Ltd. makes financial and
strategic sense or not. Human resource of the company require assessing the benefits
structure of the company to be acquired for uncovering any potential problems. The company
must assess whether the acquisition increases the cost of operating the business or not. For
this, financial analysis of the Johnson Ltd. is required such as cost of acquiring goods, gross
profit margin, net profit margin, operating profit margin (Brueller, Carmeli and Markman
2018). In addition, Cardcity Company Ltd. should also check the management decisions
regarding dividend policy and other stakeholders. They should also check decisions of the
management regarding issuing of debt.The company also wants to know the consent of the
employees of the Johnson Ltd. for changes in their roles and responsibilities and whether
they would like to work with the organisation as per their policy. Whenever one company
acquire the other company, there occurs some changes such as removing the redundant
positions and combing the department and teams (Mirc 2014). Hence, the human resources

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plays the important role in the changing the structures. They work with the management of
the company for the efficiently work at the whole process of acquisitions. The company
should also assess whether there is any fear in the mind of employees for the changes. It is
because acquisitions and mergers creates some kind of fear in the minds of the employees
and staff. If there is less fear in the minds of the employees then there will be more
productivity in the work of the employees, which will decrease the overall cost of production.
More study is required on the culture of the company in which it is operating and about the
company which being acquired and effect of combining both the cultures (Junni and Sarala
2014). It includes the style of the management, health and safety measures taken by the
company, overall employee’s attitude and handling of the problems by the organisation.
Hence, it can be said that for acquiring Johnson Ltd., Cardcity company ltd. needs to
seek more information.

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Task 2
Requirement 1: -
JACK WILLIAM
107, Main Street, Birmingham | C: ([phone] | Email- [e-mail]
Summary
Human Resources Manager along with thepractical understanding of business needs. Highly
effective at incorporating creative leadership skills to achieves business objective. Directs
projects to meeting deadlines and budget requirements with efficiency.
Highlights
 RetentionandHiring  Compensation administration
 Training and development  Regulatory compliance
 Payroll/Compensation  Personnel records maintenance
 Employee relations  Exceptional interpersonal skills
 Labour agreements  Innovative
Accomplishments
 By implementation of new incentive program and bonus structure,reducedemployee
turnover by 15%.
 By streamlining submission processes improved paperwork processing time by 60%.
 Saved $200,000 year by reorganizing structure to eliminate unnecessary positions.
Experience
Human Resources Manager2013 to Current
Grady’s Departmental StoresMilton Keynes, U.K.
 Training,personnel, and labour relations activities.
 Advise and recommend managers on organisational policy matters, which needed
changes.
 Conduct orientations to foster positive attitude towards organisation objectives.
 Identify employee vacancies and recruit, interviews and hirecandidates.

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 Serve as a bridge between management and staffs by managing questions,
administering contracts, and helping resolve work-related problems to foster positive
environment.
 Developed new application protocols toincreased interview candidate quality.
 To improved employee morale and increase performance,created new compensation
structure for the employee.
HR Generalist2009 to 2013
Grady’s Department StoresMilton Keynes, U.K.
 Responded to employee issues and question in a timely manner.
 Updated company job description to reflect changing roles.
 Met with all new hires to explain benefits, guidelines and procedures.
 Redesigned employee handbook according to legal and benefit changes.
Education
Master of Science: Human Resource Management 2015
The Open UniversityMilton Keynes, U.K.
Bachelor of Science; Human Resource Management2009
The Open University Milton Keynes, U.K.
Requirement 2: -
My working experiences with Grady’s departmental store, provides the evidence of
my key skills. While working in the Grady’s departmental stores as a HR Generalist,I use to
responded to the employees issues and questions them in timely manner, updated the
company job descriptions to reflect changing roles of the employees, explained benefits,
guidelines and procedures to the new hires and resigned employee handbook according to
legal and benefit changes successfully. This successful performance brings me the increments
and I become Human Resource Management in just four years. As a HR Manager, I direct
personnel, labour training andrelation activities (Cascio 2015). Advice managers about the
organisational policy matters, also recommend changes, which needed. Further, Conduct
orientations toboost performance towards the objectives of the organisation. Identify staff
vacancies and recruit, interviews and hire applicants. Serve as a mediator between employees
and management by solving administering contracts, questions, interpreting and helping

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resolve work-related problems to foster positive environment (Knies and Leisink 2014).
Develop and established new application regulation that help to increasethe quality of
interview applicant. Developednew structure for compensation, which improves morale and
boosted performance of the employee. My performance in the previous company regarding
my job role and responsibilities justifies my key skill.
I developed my skill by following the model of Experiential Learning. The
experiential learning can be define as the learning from theexperiential activities but it is
difficult to define which is and is not an experiential activity (Smith 2016). There are many
activities, which have the potential to be experiential, but may not be depending on the
execution. Experimental learning is learning by performing the experiment with your
weakness. For this, I always try to identify my weaknessesany challenge my weakness with
the new things, which are out of my expertise. This process needs to be perform subsequently
until you become expert on such matter. This process also change my patience, as it requires
time and the hard work too, to give the outcome (Matsuo 2015).
Learning log
Dates Work done Learnings
2009 Bachelor of Science; Human
Resource Management
This helps me to develop the
basic knowledge about the
human resource management.
Developed the interest in the
human resource field.
2015 Masters of Science; Human
Resource Management
From here, I get the advance
knowledge about the human
management.
2009 to 2013 HR Generalist From here, I learn the practical

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application of various HR
theories and policies in real
life.
2013 to till now Human Resources Manager From this I have developed
myself as a HR along with my
different skills.
Requirement 3
Continuing professional development is a simple method of securingwhich you
achieve a right ability to do your job and to maintain your expertise. It embraces whole thing,
which anyone do to improve their job performance and their lifelong employment (Coetzer
and Sitlington 2014). My plans for continuing personal and professional development are to
keep working with the world class learning environment companies. To change my self and
try to compete with those persons who is better than me in a specific field. To work with
those people who is best in their field and try to learn their expertise. I also want to put me in
a tough situation just to increase my sound decision taking ability. I also want to bring me out
from my comfort zone and try to develop the ability to work in any environment. I am also
planning for the further studies, which help me to enhance my academics also. Everyone
should need a plan for continuing personal and professional development because the world
is developing rapidly. To become a successful personal, everyone needs tokeep learning the
new things, to learn the how to adopt any personal and professional environment and to keep
increasing their expertise (Zaritskiyet al. 2017).
CPPD
Currently working band Currently I am working in the Grady’s
Departmental store as Human resource manager.
Future Band I want to be the HR manger in any multinational

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company.
Need to do To become the HR manger of a multinational
company I need to develop my skill and have to
gather the knowledge and experience in the field
of HR management.
Core areas Yes, I am confident that I have covered the core
professional areas.
Professional areas Yes, I need to increase my knowledge and
widen my experience in the field of HR.
Knowledge and experience I will try to work more with the different
companies in order to increase my knowledge
and experiences.
Consistently showing behaviours The try to keep myself calm in every situation
and I believe to think before make any decision.
Behaviour required The HR must be calm, as they have to take
several decision they need to keep their mind
clam and steady.
Behaviour Development To develop the above stated behaviour I need to
deal with the different HR issue of the
organisation and make the decision regarding
the stated issues.
Conclusion
Hence, it is concluded from the analysis that professional development forms the
important aspect of the organization. The aim of the human resource management is to
enhance the development of the professionals for meeting the short terms and long terms

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goals. The discussion has been done on how the managers work closely with their employees
for identification of the required skills, knowledge and resources for the career growth of the
staff in terms of their objectives. Further, this report identifies retention, recruitment, health,
discrimination and diversity as well as discipline as the key issue of the employee. These
issues are important in terms of creating the new policies for the guidance of the organization,
retaining the key employees, the selection of the employees and downsizing, development of
the strategies related to compensation, creating the comprehensive benefit programs for the
employees after this acquisition. Providing guidance to the top management from the
perspective of the people that whether the objectives of the organization are fulfilled or not
by the acquisition. Further, this report identifies the issue related to this acquisition and
provides the recommendations. Lastly, this report show the information about the further
required information. The report also content the reflective summery of plans for the
continuing personal and professional development.

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