Managing People in Business Organisation

This report explores the importance of managing people in a business organisation and discusses the objectives within resourcing activities that the HR function is responsible for delivering. It also examines the evolving of the organisation with these objectives.

Managing People 1

Table of Contents
INTRODUCTION................................................................................................................................3
MAIN BODY.......................................................................................................................................3
TASK 1.................................................................................................................................................3
Evaluates what it means to be an HR professional, making reference to the current CIPD
Profession Map................................................................................................................................3
TASK 2.................................................................................................................................................5
Discuss organisational objectives within resourcing activities (planning, recruitment &
selection) that the HR function is responsible for delivering..........................................................5
CONCLUSION....................................................................................................................................9
REFERENCES...................................................................................................................................10
Books & Journal:...........................................................................................................................10

INTRODUCTION
In corporate sector, human resource play crucial role in development of organisation goals
and objectives. In every organisation, HR has different types of policies & procedures which are
regulated by them in management (Bourne, 2016). Main aim of this report is to understand the
importance of managing people in an enterprise. Resourcing activities are those in which
appropriate people are hired at right place or position. Captify, a medium sized based digital
marketing company headquartered in U.K. This firm provide wide range of services such as
website development, designing, traffic to website, etc. This report comprises of HR objectives,
with resourcing activities that HR function is responsible for delivering, evolving of these
objectives in chosen firm.
MAIN BODY
TASK 1
Evaluates what it means to be an HR professional, making reference to the current CIPD Profession
Map.
HR professional
To be an HR professional it means to have the quality of analysing and screening the
speciality and Quality of the individual. For bing a HR person should be responsible so that they
can take the responsibility of human resources management. And human resources management is
one of the important function of organisation it involves the interviewing, recruiting, screening, and
then the final selection, placement of specialized employee. All these responsibilities of HR
management system is given to the HR manger and as being as a HR professional they have to do
these all responsibilities in well organized, fruitful manner.
CIPD The chartered institute of personnel and development. This is for the training of HR
professional and those who want to be a HR. they train the student and developing HR through
professional Map which comprise of rules and standard's which has to be follow by the the HR.
which guide them and give them the proper knowledge of activities and behaviour which they have
to develop to be a best HR. There are the numbers of employees and student those who want to be a
HR and looking for the right place and environment to develop their personal and professional
skills. CIPD is the best place to learn the skills which needed for being a good HR professional.
CIPD professional map standards are made on the basis of all kinds of organisation. The objectives
of standard's is to balance all the skills, eduction and behaviour in the well organized by matching

the Quality's and skills with roles and responsibilities. CAPTIFY conduct the CIPD session for
making the more working and responsible HR.
 According to the CIPD, map the two of the most important factors for HR professional in
the any type of organisation is 'Strategy, insights, and solutions'
 To be a leading HR it requires the personal and professional leadership quality.
 As a HR executive of an organisation they need to very attentive and up-to date about
organisation planing, they should be aware about the product and services, strategy's, target
customers, financial profit and loss so that they can take a innovative decision in
problematic situation.
 HR should be innovative and problem solving, should posses out of the box thinking, and
should be able to manage the challenges, feedbacks as well as they have to be aware about
the macro environment such as, political and ethical factors.

 Stewardship quality, this quality should be develop in the HR which involves the the
management of organisation and individual challenges, should have ability to advise in for
organisation planing. They have to collaborate with the other manager to solve the problem
and take the decision. Take part in the improvement and continues success of the company.
HR manager of selected firm manages the all the problems of company by cooperating with
other department manager.
 They should posse the people management skills, leadership skills and they should be
analytical so they can mange themselves along with the whole team. Should posses the best
communication skills. HR manager of chosen corporation is having best communication
skills and manage every one with that skill effectively.
TASK 2
Discuss organisational objectives within resourcing activities (planning, recruitment & selection)
that the HR function is responsible for delivering
In corporate world, they have wide range of goals & objectives which are being needed to
be achieved in proper manner. It is essential to achieve objectives of management & firm so that
everything is carried out in correct way. Objectives differ from organisation to organisation.
Moreover, it is too seen that to achieve their organisational objectives strategies are implemented
with proper considerations. HR also manages employee relations issues and aims to resolve them
with minimal risk to the company. According to CIPD, objectives of enterprise play crucial role in
development of policies & assist in allocation of resources (Cristea, 2017). So, in context of
selected firm they also have various types of organisational objectives with resourcing activities
which are discussed as follows-
 Increase productivity through employee resourcing – It is first most important
organisational objective of Captify in which it states that main aim of chosen company is to
improve & enhance productivity. It is essential for them to attain this objective so that
goals are accomplished. With use of HR function of recruitment they are responsible for
delivering of this objective by proper carrying in recruitment in correct way. In context of
chosen firm, HR of company is successfully evolved with this function as because human
resource department of entity carry out this function in such a way that talented workforce
is hired in enterprise. It has been examined that in management efficient employees are
present who has ability to deliver better results (Davies, 2017).
 Increasing competency level- In this objective, main aim is to enhance competency level
so that it is easy for firm to improve their competency by taking challenging task to

achieve competitive advantage. In relevance of selected entity, human resource of company
is enhancing competency level by proper carrying planning function. By properly
implementation of planning about giving feedbacks, monitoring, measuring performance it
is easy for HR of Captify to enhance their competency level as they are able to identify
weak areas & improve them accordingly. This planning function is most crucial one in
achieving HR & organisation objectives without which it is not possible to for them both to
fulfil their aim in correct way. Planning assist in making decisions most effectively when
developing the change (Felton, 2017).
 Promoting good employee relation- It is another organisation objective by HR function in
which aim is to establish & develop a positive relationship between firm & people.
According to CIPD, an human resource manager can achieve this objective by developing
best practices & engaging with activities of employee. In context of CIPD (2015), they
have been also stated that contemporary bushiness environment is evolved with changed
practices . So, selected firm has been evolved with this objective as because they conduct
co-curricular activities which is helpful for them to develop a good relation with people in
management. With HR function of selection, it is easy for them to attain this purpose as
because through selection of appropriate candidate as employee they are able to engage
with them in proper manner (Solanki, 2020).
 Staffing in organisation- This is another objective of firm in which it aims at hiring of
right people at right time at right place. With changing period of time, it has become
essential to focus on staffing so that it is easy to fill a vacant position in correct manner.
Furthermore, by properly achieving of this staffing objective it is easier to get work done
within time period. Moreover, this has been also analysed that by properly focusing on this
purpose, HR functions are also set to developed effectively.
Therefore, from above explained matter it has been examined it is essential to focus on this
both organisational objectives & resource activities so that everything is carried out in correct way.
Moreover, these purposes are to be achieved in systematic manner. With paying attention to these
appropriate objectives & HR functions, vision & mission are likely to be achieved within period of
time
Evolving of organisation with these objectives-
According to CIPD, situation in business are changeable which makes it necessary for
enterprise to be active & aware about these objectives as it results in enhancing productivity &
improve their competency level at higher scale. With changing period of time, it has become crucial
to be focus on them with objectives & HR functions as it helps them to be ahead in professional

development. As currently I am working in Captify & I have analyse human resource of entity is
properly follow the professional HR map of CIPD which assist them in delivering of positive
outcomes.
HR objectives delivery
approach
Ulrich Model Outsourcing
Advantages
According to this model, it states
that HR function are needed to be
focused and are to be carried out
proper manner (Bourne, 2016).
Main benefit of this model is that
help in improving efficiency &
also reduces the cost.
Through this model it is easy to
reducer overall work load & leads to
achieving of organisational
objective efficiently.
It enhances the efficiency level
of firm at higher scale.
The flexibility of this model to
achieve objective is higher and
HR can work according to their
own.
Disadvantage
This is not flexible as because of its
rigid structure and policies (Cristea,
2017).
Another disadvantage of this model
is that it is unable to deal with high
risk of competitors.
Drawback of this is that it
does not ensure the safety of
data or information in
appropriate manner. It makes it
difficult for HR to deliver
objective using function.
Thus, it has been seen that it is crucial to for HR to & organisation to be aware about these
functions so that it is easier for them to carry out their functions in most effective way. Further, it
is also examined that these models of HR makes it easy to be make decisions regarding these
objectives in most appropriate way (Davies, 2017). Human resource management involves growth
and prosperity not only of the company but also of an individual employee. The journey of human

resource management is from an individual to the organization. It is important to provide the
employees with their physical and emotional needs. More a person gets the chance to develop their
career in any business, more they will become loyal to the organization. Their compensation and
employment conditions should be made clear, which will provide them the emotional stability and it
will result into total concentration of their work. HRM is nothing but important tool in hands of
management of any company to achieve best results and prosper through cooperation and personal
development of its employees.

CONCLUSION
After a brief analysis of above report, it has been concluded that managing people in
business organisation is not easy tasks and which require appropriate type skills, knowledge, to
understand these objectives as well as functions in proper manner. Further, this report gives a brief
information about human resource concept that are use by enterprise to achieve their objectives.

So, discussions has been made about HR professional with CIPD professional Map and
organisational objectives within resourcing activities that HR function is responsible for delivering.
Also, how these being evolving with organisation is too briefly explained. Thus, it has been
evaluated that it is crucial to be aware about HR & their function by proper accessing to CIPD
sources. So, to properly accomplish goals it is necessary for enterprise to focus on these set
objectives.
REFERENCES
Books & Journal:
Bourne, 2016.Stakeholder relationship management: a maturity model for organisational
implementation. CRC Press.

Cristea, 2017. Managing People Dynamics Through The Lens Of Generation Y. In Proceedings of
the INTERNATIONAL MANAGEMENT CONFERENCE(Vol. 11, No. 1, pp. 738-748).
Faculty of Management, Academy of Economic Studies, Bucharest, Romania.
Davies, 2017. CIPD's profession for the future project and its implications for the HRD curriculum
in UK universities.
Felton, 2017. Perceptions, attitudes and beliefs among allied healthcare professionals managing
people with Type 2 diabetes: an international cross-sectional survey. International Diabetes
Nursing,14(2-3), pp.83-89.
Karlsson, 2020. Organisational trust in HR-Exploring managers and employees demands and
expectations of the HR function.
Lee, 2020. Promoting knowledge sharing with effective leadership-a case study from socio-
organisational perspective.Knowledge Management Research & Practice, pp.1-14.
Low, 2017. Managing People Reflections on an Old Chinese Proverb:“San Lao Si Yan”(3 „Olds‟
and 4 „Stricts‟).International Journal of Business and Social Science,8(12).
Papageorgiou, 2018. Transforming the HR function through robotic process automation.Benefits
Quarterly,34(2), pp.27-30.
Patel, 2019. HR outsourcing: The impact on HR's strategic role and remaining in-house HR
function.Journal of Business Research,103, pp.397-406.
Samkarpad, 2017. Effectiveness of Human Resource Information System on HR Functions With
Reference to Manufacturing Units of Sangareddy District.Splint International Journal of
Professionals,4(4), p.29.
Solanki, 2020. An Exploratory Study on Behavioral Science Of HR Mangers to Respond the
COVID-19 Challenge.Available at SSRN 3590050.
(Bourne, 2016)(Cristea, 2017)(Davies, 2017)(Felton, 2017)(Karlsson, 2020)(Lee, 2020)(Low,
2017)(Papageorgiou, 2018)(Patel, 2019)(Samkarpad, 2017)(Solanki, 2020)