Managing People: Importance of CIPD Profession Map Behaviours and Addressing Skills Shortages in Healthcare Sector in UK

This report discusses the importance of CIPD Profession Map behaviours for effective HR professionals in the UK and their applicability to HR professionals globally. It also explores the reasons behind the shortage of skilled employees in the public sector and healthcare professions in the UK and suggests long-term labour market developments to address the skills shortages in healthcare sector professions in the UK.

Managing People

Table of Contents
INTRODUCTION...........................................................................................................................1
PART 1............................................................................................................................................1
(a) Explain how important CIPD Profession Map behaviours are for effective HR
professionals working in the UK. ..........................................................................................1
(b) 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
(a) Explain why do public sector in the UK is facing skills shortages despite the high
unemployment rate. ...............................................................................................................3
(b) Identify and discuss long-term labour market developments to address the skills shortages
in healthcare sector professions in the UK.............................................................................4
CONCLUSION................................................................................................................................6
REFERENCES:...............................................................................................................................7
Books and Journals.................................................................................................................7
Kilroy-Findley, A., 2019. Compassion is needed when managing people who self-harm.
Journal of Community Nursing, 33(2). pp.12-14...................................................................7
Online.....................................................................................................................................7
CIPD Profession Map,2021. [Online] .............................................................................................7

INTRODUCTION
People management commonly known as human resources management includes
selection of employees suitable for the vacancy, their training and management. Managing
people in an organisation is simply ensuring that they have the qualities need to complete
the tasks assigned and supervise them (Klikauer, 2018). Effectiveness of the CIPD Profession
Map behaviours for HR professional in UK and the extent to which these are applicable to HR
professionals all over the globe is discussed in this report. Further, reasons behind the shortage of
skilled employees in public sector and healthcare professions in UK are discussed too.
PART 1
(a) Explain how important CIPD Profession Map behaviours are for effective HR professionals
working in the UK.
CIPD Profession Map behaviours are standards for the guidance of people who work in
human resources in order to help them develop or improve the world of work. The objective of
Profession Map is to help the HR, across the industry, share a professional identity. The map do
not lay down instructions, instead guide HR through a number of professional ethics or values
which help them to tackle the situation with better decisions. These behaviours provide
guidelines for the knowledge and activities required for success (Smith, Yellowley and
McLachlan, 2020). The CIPD Map fills the HR professionals, working in UK, with confidence
and assures them that their company is doing everything to maintain the highest industry
standards. The CIPD Profession Map categorises the professional values into three main
sections of principle-led, evidence-based and outcome-driven (CIPD Profession Map, 2021).
Principle-led ensures that all the professional decisions are made after considering the principle
and beliefs stated in the CIPD Profession Map. It states that work, people and professionalism
matters. These behaviours are very important for helping people use their skills and talents in an
effective and efficient way. Skills should be used wisely for getting out the best outcomes (Lock,
Fowler and Moebus, 2020). UK has a large industry with many professionals working in it.
Every organization have its own HR professionals who play a crucial role in the success of the
organization. It is the duty of HR to recruit skilled, eligible and qualified employees for the
vacancy. Appropriate selection of employees is necessary as it is the workforce the impact of
whose role is direct and very important on the business. These principles ensure that work should
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be safe, inclusive and recognised in a fair manner. This benefits both, the organization as well as
its employees, to maintain economic balance. People are the foundation of business and the
biggest assets owned by an enterprise. Thus, to look after their well-being is the responsibility of
an organization. These principles guide HR as how they should support the resources, i.e., people
to be more effective. CIPD Profession Map enables HR to develop and improve the work in an
organization by taking value-based decisions. These behaviours are important to understand how
business creates value in order to balance the risks and opportunities. CIPD Profession Map
shows how evidence-based decision making can positively influence their professional decisions.
Organizational data, practitioner expertise and behavioural science & academic research are
combined to support the evidence-based decisions. Evidence based decision making practice
enables the HR to understand their organization in a better way as these principles let the HR to
help know the decision making mentality of people. These principles impact the work, people
and professionalism in various ways. Thus these standards are very important for the HR to work
effectively to understand the organization in a better way and achieve the goals aspired.
(b) 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 CIPD Profession Map sets out professional standards which are to be followed by
HR professionals as guidance to give their organizations better results. HR plays a crucial role in
an organization as they recruit or hire the people for vacancies. The CIPD Profession Map helps
HR to perform its task in an efficient manner. With each passing day, the role of HR is getting
more important. Whether small or large, every organization have HR faculty to recruit
employees (Moeran, 2021). Their work is to identify the qualified employees, suitable for the
job. Thus, they should have a clear understanding of the work the organization deals in. The
standards set out by the CIPD Profession Map help HR to understand their organization in a
better manner. These standards help to identify skills required for the changes made in the
working. Team's capability, competency and co-ordination can be built and improved with the
help of these standards. Proper guidance is very important for success as it enable employees to
have a clear understanding of their goal and the pathways they are needed to move on. The
standards laid out in the CIPD Profession Map enables HR to guide employees while working.
The behaviour of an effective HR should be ethical and focused. The CIPD Profession Map
guide HR to adopt the correct behaviour. The core behaviour includes ethical practices, valuing
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people, commercial drive, passion for learning, focus, working inclusively, professional courage
& influence, situational decision making, etc. These standards are applicable to the HR
professionals all over the globe. HR professionals, from the beginning to the end, are the ones
employees are most connected with. HR recruits them, take interviews, hire the capable ones,
train them to do the work and look after the development of the employees and the organization.
As employees are the foundation of any organization, these standards make HR to treat them
equally. Policies and procedures adopted by HR should be fair and safe. Productivity of the
employees depend upon the HR as it is the responsibility of HR to train them (Reiter-Palmon,
2021). Thus, efficiency and effectiveness of employees, indirectly, relates to the CIPD
Profession Map. The standards guide HR how to create value using data. Identification of true
value of employees can be done easier with the application of CIPD Profession Map. This map
impacts organization in various ways. The application of standards can make the more
productive, treat employees equally, make organization stand strong, maintain balance between
the organization and individuals, etc. These are some of the positive outcomes of the CIPD
Profession Map. Hence, application of CIPD Profession Map is very important for operating an
organization successfully and should be applied to all HR professionals across the globe,
irrespective of the size of the organization and sectors.
PART 2
(a) Explain why do public sector in the UK is facing skills shortages despite the high
unemployment rate.
Public sector includes enterprises which are owned and controlled by government sector
only. It does not include private organisation, companies or shop ownership. Public sector
provides wide range of government services to its people like infrastructure, public transport,
health care, military services and police for safety purpose. Public sector companies play vital
role in economic development of any country. It ensures the smooth functioning in the country.
These sectors are invested and held by government itself. Funds are raised through taxpaying
citizens, different government around the world can have separate fund methods depends on their
countries situation. Recruiting process can be an issue in hiring government employees. Lack of
skills can be a reason in shortage of employment, According to the research data of employers by
CIPD, “ Labour market outlook-winter 21/22” shows that 46% of total applicants in exam are
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hard to fill vacancy in government health care sectors. In health sector unemployment figure was
64% of total applicants find it hard to fill vacancy. Government should to take necessary steps
for improvement. UK has high unemployment rate, shows in regards to this people are not much
interested for government job (Employment rate in the United Kingdom from April 1971 to April
2022, 2022). Government should adopt new strategies or methods to recruitment and selection
for better employment. They should approach the policies to improve their educational system,
recruitment and selection process. Government has invested over 2000 pound million on job for
youth. Despite of being high unemployment rates, UK is facing shortage in skilled employees.
UK with high unemployment rate, facing a problem in employment as some are not eligible, or
many does not have skill for relevant jobs vacancy. Government should also improve their
quality of education, invest in technological industries for better opportunities and attract more
employment. Covid 19 can be a major reason for unemployment people with skills, lead to
shortage. During the pandemic many employees lost their job. UK is facing shortage in skilled
person in healthcare sector (Health and care careers on the UK skills shortage list, 2022) .
Health sector is important and plays vital role for any country, as it provides essential services to
population by promoting good health care tutorials, deliver health services to citizens.
Government should give more transparency, promote career growth through health sector,
should provide mental health campaign also. They should also work on career counselling of
youth, so can identify what exactly they want to do and how we can utilise their skills to
maximum.
(b) Identify and discuss long-term labour market developments to address the skills shortages in
healthcare sector professions in the UK.
Labour market is also known as job market, it describes the process of supply and
demand of labour, in which employee gives supply and employers arrange for demand. Labour
market refers to place where workers and employee interacts with each other. Labour market can
be explained at both microeconomics, that focuses on National output, Inflation and
macroeconomics involves outcome of short term fluctuations in national income. The major
reason for shortage in health care sector can be a medical school numbers, retention of doctors,
training and post foundation years (The Overview of the Shortage of Healthcare Workers in the
UK). Increasing in population can partially be reason for unemployment in UK, as a high
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population growth slow down the ratio of jobs per person not in health sector but it effects every
other industry. UK's literacy rate is 99% (Quick facts about the population of United Kingdom
UK), which also affects employment rate, as the citizens have more focus on earning then
learning. In search of good employment opportunity they migrates to other countries. HR
policies can be a point of discussion as it plays vital role in organisation, good HR policies leads
to better work environment. Labour market developments in healthcare sector can be improved
by expanding more training sessions on general practitioners in health care sector. Government
should also increase the funds for more medical school and training program sessions with
medical equipments that is necessary for better education training of them. Government should
supply adequate amount of drugs for better treatment of illness. To overcome the shortage of
skilled people in health care some factors also have some influence on employment like trade
unions, minimum wages etc. Government should take seminars on promoting health sector as an
opportunities among citizens, should give proper training and make them aware of new future
possibilities in heath sector. introduce attracting policies for employment. Some slightly changes
in hiring process, improvements in HR policies and training can give favourable changes in
health care sector. Public sector should encourage and develop new areas of scope in health care
sector.
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CONCLUSION
From the above report, it has been concluded that HR plays a crucial role in managing
people in an organization. The application of CIPD Profession Map guides HR to perform their
task in an efficient manner. These behaviours are applied by the HR all over the globe to make
their work easy and effective. Despite having the vacancies, the unemployment rate in UK is
high enough. This is because the public in UK do not give much importance to studies and thus
the healthcare sector lack labours.
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REFERENCES:
Books and Journals
Helgadóttir, G., 2018. Herding livestock and managing people: The cultural sustainability of a
harvest festival. In The Routledge Handbook of Festivals. (pp. 333-343). Routledge.
Hughes and Et. AL., 2019. Managing people and technology in the workplace. In Managing
technology and middle-and low-skilled employees. (pp. 91-101). Emerald Publishing
Limited.
Kilroy-Findley, A., 2019. Compassion is needed when managing people who self-harm. Journal
of Community Nursing, 33(2). pp.12-14.
Kilroy-Findley, A., 2019. Compassion is needed when managing people who self-harm. Journal
of Community Nursing, 33(2). pp.12-14.
Klikauer, T., 2018. Managing People in Organizations. Bloomsbury Publishing.
Lock, D., Fowler, A. and Moebus, K., 2020. Managing People in Programmes. In Gower
Handbook of Programme Management (pp. 488-501). Routledge.
Moeran, B., 2021. The business of ethnography: Strategic exchanges, people and organizations.
Routledge.
Reiter-Palmon, R., 2021. Leading for team creativity: Managing people and processes.
In Creative Success in Teams (pp. 33-54). Academic Press.
Rodrigues, A.C. and Et. AL., 2022, July. Managing People in Micro-Firms: The More, the
Merrier?. In Academy of Management Proceedings. Academy of Management Briarcliff
Manor, NY 10510.
Smith, P. E., Yellowley, W. and McLachlan, C. J., 2020. Organizational Behaviour: Managing
People in Dynamic Organizations. Routledge.
Online
CIPD Profession Map,2021. [Online]
Available through:
<https://dpglearn.co.uk/blog/human-resources/cipd-profession-map/#:~:text=The%20CIPD
%20Profession%20Map%20is,improving%20the%20world%20of%20work.>
Employment rate in the United Kingdom from April 1971 to April 2022, 2022. [Online]
Available through: <https://www.statista.com/statistics/281992/employment-rate-in-the-united-
kingdom/#:~:text=In%20the%20three%20months%20to,the%20same%20period%20in
%202021.>
Health and care careers on the UK skills shortage list, 2022. [Online]
7

Available through: <https://www.biznews.com/global-citizen/2022/03/28/uk-skills-shortage-
work-visa>
The Overview of the Shortage of Healthcare Workers in the UK, 2021. [Online]
Available through: <https://dynamichealthstaff.com/blog/overview-of-the-healthcare-worker-
shortage-in-the-uk-and-what-it-means-for-young-professionals-in-india/#:~:text=The
%20Overview%20of%20the%20Shortage%20of%20Healthcare%20Workers%20in%20the
%20UK&text=Several%20internal%20problems%20faced%20by,profession%20before
%20retirement%2C%20and%20more.>
Quick facts about the population of United Kingdom (UK), 2022. [Online]
Available through: <https://countrymeters.info/en/United_Kingdom_(UK)#:~:text=Literacy
%20rate%20for%20adult%20female,youth%20literacy%20rate%20is%2099%25.>
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