Managing People: HR Professional and Organizational Objectives in Resourcing Activities

This document explores the role of HR professionals in managing people and the organizational objectives within resourcing activities. It discusses the skills and knowledge required to be an effective HR professional and the importance of employee resourcing in achieving business goals. The document also provides insights into the CIPD Profession Map and its relevance in the context of Crown Plaza, a multinational chain of hotels.

Managing People

Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
Evaluates what it means to be an HR professional......................................................................1
TASK 2............................................................................................................................................2
A report that explains the organisational objectives within resourcing activities.......................2
CONCLUSION................................................................................................................................5
REFERENCES................................................................................................................................6

INTRODUCTION
People management is the process and activity of training, encouraging and leading workers
to optimise working environment efficiency and promote professional development. Workplace
leaders like team leads, administrators and divisions as well as functions heads utilise people
management to oversee workflow and enhance workers execution every day. In establishment,
the management consider management of people for handling interpersonal conflicts, leading
employee training, managing deadlines, building company culture, empowering people and
many more (Leroy and et. al., 2018). For the completion of this document, Crown Plaza is a
multinational chain of full services, upscale hotels and is headquartered in Denham, UK. It is
making to business travellers and to the meetings and conventions market. The organisation
operates its business in groceries and general merchandise commodities at global level. The
document will consider information about an HR profession and CIPD Profession map. Further,
it will explain about organisational objectives within resourcing actions and involvement of them
within the firm.
TASK 1
Evaluates what it means to be an HR professional
An HR Professional is the employee who recruits and hires to be the advocate of both the
firm and the workers. The ideal HR professional will be the one whom sets up and establishes,
manages, develops and administrates organisation’s policies to make sure the benefits of both his
employer and employees within the nation labour laws and best practices. The HR professional
would always concentrate on stakeholders and consumers and make sure that they are both
compliant, doing their job and accomplishing the aims and objectives of the establishment
(Bader, Schuster and Dickmann, 2019). To be an effective and adequate HR professional, having
some efficient skills and knowledge is crucial and essentials.
The CIPD Profession Map is an interactive set of standards to lead those who work in
human resource to always be improving and enhancing the world of work. In Crown Plaza, the
aim of the Profession Map is to assist inspire a shared professional personality across the sector,
with all who work in HR applying the same set of standards and values. In Crown Plaza, the
management of firm can consider this CIPD map in context of highlighting new areas of
expertise and making their credibility and speak the same language as their business consumers.
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HR professionals in Crown Plaza can use the Map to offer clarity and transparency towards the
abilities, knowledge and expertise, they require in each role across every phase. They have
completed this by supporting groups to their reliable particular knowledge areas, some of which
have cross over among groups (Klikauer, 2018). It is crucial to assist with career development
conversations and investigate upcoming time moves for the department. It will assist them to
make a wideness of abilities crosswise the function and to highlight the options accessible to
assist their individual build matrix careers.
By adopting new profession map the respective venture can build their professional
credibility because they are demonstrating to the venture that they are serious regarding their
professional abilities and that they are keeping themselves up to date by aligning to their
professional body’s new and future centred map. According to this new CIPD map, it
concentrated on the knowledge and behaviours of the HR professionals which are required to
create value and form an influence at work, shifting the focus from generic best practice to
values supported decision making (Explore the new Profession Map. 2020). This new HR
professional about impact not activity, it is maintain HR professional future fit and embodies the
new role of HR professionals. As per this new profession map, it introduces changes; assists HR
people make effective decisions and shift the focus from the activities which they carry out. It
assists HR professionals to take a fresh look at groups and organisations as well as encourage
them by introducing them about their strengths and capability. Along with this, this new
profession map assist in demonstrating HR professionals and their skills as well the things which
make them an effective HR professional.
TASK 2
A report that explains the organisational objectives within resourcing activities
Human resource is the set of the individual that makeup the workforce and manpower of the
establishment, business sector, industry or economy. A narrow conception is human capital, the
knowledge that the people embody. To create and build an effective and skilled workforce within
the firm hire skilled candidates. Employees resourcing have been explained as make sure that the
firm acquires and retains the human resource it requires and employs them efficiently. It is also
about those features of employment practice that are disquieted with welcoming individual to the
firm and if there is no alternative, discharging them (Cuevas, 2018). The employee resourcing
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involves the presence and other activity connected to administration considering: strategy and
planning within the administration efforts to determine what will the human resource need in the
near future such as the number of workers, the abilities that they require and other reliable
matters. In Crown Plaza, a careful employee resourcing plan of action will be an immense
assistance for the business to be capable to find out and to select the best candidates that will
perform with them.
The primary objective of an employee resourcing strategy would be to acquire the right
basic material in the form of workers donated with the effective qualities, abilities, and
knowledge and possible for upcoming training. The assortment and recruitment of employees
best suited to meeting suited to meeting the requirements of the establishment ought to form a
core activity upon which most other HRM policies device regarding development and
encouragement could be built. The key purpose and aim of resourcing demands that ventures are
being demanded them investing in their workers by effective staffing and selection as well as
appropriate training that will offer them constantly in development in their diverse organisational
functions. In Crown Plaza, the objective of employee resourcing also considers analysing the
number of individual requires meeting the business needs as well as accomplishing business
objectives (Rother, 2019)
(Nazim, 2018). There are several HRM practices that are aimed regarding assuring that the
business is capable to acquire and retain the human resource that it actually requires and employ
them both adequately and appropriately. The human resource planning is created of diverse
phases and process between companies.
Planning- The first process in resourcing is human resource planning. This activity
determines the individual required to meet and attain the strategic objectives of the firm. It make
sure that firm like Crown plaza has the accurate quantity of individual, in the right place, at the
right time with the objective of delivering the strategic plan of the enterprise. This conception
holds and put an essentialness in analysing the accurate people in the company to carry out their
functions and to be of enable to the administration is setting up their aims and objectives because
they go on with business operation. For example, Crown Plaza is one of the effective hospitality
sector companies in UK which operate globally. The workers who are engaged in the operation
of the firm are quite big in number because its operation extends from its home nation to diverse
regions in the globe (Hughes and et. al., 2019). With the establishment’s internationally
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separated operation, it is dominant between administration concern to put an emphasis on human
resource planning to be ensured that they are staffing individual that are fit in the particular role
and hospitality sector and those workers that are capable of the require knowledge.
Recruitment and selection- It is another important process in employee resourcing and
there is one common and ordinary objective of each firm’s recruitment and selection activity to
appoint the right individual in the right employment. It is highly critical in all firms to recruits
only those who are fit and well qualified in certain posts and those who are anticipated to execute
well in their jobs with the aim of assisting the business in attaining its aims. In Crown Plaza, the
activity of recruitment and selection in highly critical as it influences of the business to
accomplish targets, the quality of the commodities and services that are provided to the
consuming public and the well being of the whole group working regarding the aim of setting up
a better enterprise. In respective firm, in term of hiring and staffing skilled and knowledgeable
individual, the management use differ external and internal approaches of recruitment and
selection like campus hiring, promotion, transfer, interview, aptitude test and many more.
Talent management- It is another activity and function in context of employee resourcing.
This process is basically disquieted with establishing an establishment that is talent powered
wherein the workers have distinct set talents that are included to be one of the organisation’s
largest investment and source of innovation and development in the market. In Crown Plaza, in
context of talent management, the administration can consider effective activities like reward
system, training and development and many more which assist in retaining skilled and
knowledgeable candidates within the firm (Hougaard and Carter, 2018). This also contribute in
the development and growth of the firm as when there would be skilled workers within
respective company then perform their duties in more effective manner as well as deliver
effective work in context of accomplishment of business objective.
Releasing of employees- It would be last function and process of employee resourcing. It
must be understood that no matter how the firm tries its best to retain each person and to set up a
sustainable organisational culture, it is inevitable that workers will leave the firm and
establishments are left with no option but to just release them and let them go. Liberating is also
supported to deliberate organisation regulations especially towards violation of disciplinary
benchmarks and work rules or unsatisfactory execution in their employments. Releasing can be
supported to unemployment. Establishing higher standards with regards to execution is another
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aspect on why venture liberate workers. In current era, entire world is suffering with pandemic of
COVID19 cause of which venture is affected in negative manner due to lack of supply of
commodities and lack of earning (Kosmopoulos, 2020). Due to this, establishment release their
employees in term of reducing labour cost cause of lack business turnover. The respective firm
also release employees as visitors are taking services of them due to corona virus crisis.
Regarding this issue, the firm release workers o reduce cost and manage a sustainable execution
despite a business that is really not doing so effective in the international marketplace. The
organisation should frame effective strategy carefully in context of ruining of workers and
should consider incentives and offer alternatives once workers are released from the enterprise.
CONCLUSION
It has been summarised form the defined information that HR Professionals play an effective
role in the development of the firm as well as also make contribution in the development of
venture by using their effective and appropriate skills. Employee resourcing is a most essential
dimension in the area of human resource management. The importance of this practice is
important to both administration as well as workers for it is crucial for both parties that are
disquieted. The programs, processes and activities for administrating the workers is very
essential for all enterprises to be assured that they are employing the accurate individual in the
appropriate employment. The employee resourcing activity must be able to address al, crucial
disquiets in context of individual in ventures as such will entail a long term advantage for the
business once it is effectively performed. The worker resourcing process must be capable to
illustrate the firm’s commencing regarding staffing the individual who would be capable to
compete efficiently, in current era and upcoming time. More crucially, such will disquieted on
how the business could be capable to retain its greatest resource and investment in term of
workforce.
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REFERENCES
Books & Journals
Leroy, H.and et. al., 2018. Managing people in organizations: Integrating the study of HRM and
leadership.
Bader, B., Schuster, T. and Dickmann, M., 2019. Managing people in hostile environments:
lessons learned and new grounds in HR research.
Hartley, S.E., 2019. Re-imagining the role of the physiotherapist when managing people with
long-term conditions. Physiotherapy Theory and Practice, 35(11), pp.1005-1014.
Klikauer, T., 2018. Managing People in Organizations. Macmillan International Higher
Education.
Cuevas, J.M., 2018. The transformation of professional selling: Implications for leading the
modern sales organization. Industrial Marketing Management, 69, pp.198-208.
Rother, M., 2019. Toyota KATA: Managing People for Improvement, Adaptiveness and
Superior Results.
Hughes, C. and et. al., 2019. Managing People and Technology in the Workplace. In Managing
Technology and Middle-and Low-skilled Employees. Emerald Publishing Limited.
Nazim, Z., 2018. Managing People-A Cultural Perspective (Doctoral dissertation, University of
Karachi, Karachi.).
Hougaard, R. and Carter, J., 2018. The mind of the leader: How to lead yourself, your people,
and your organization for extraordinary results. Harvard Business Press.
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Kosmopoulos, K., 2020. Should systems managers concentrate more on managing people or
managing technology to achieve their remit? Discuss the factors which might impact on the
question, and state, explain and justify your answer.
Aravindakumar, A., 2020. MANAGING AND UTILIZING HUMAN RESOURCES IN AN
ORGANIZATION WITH REFERENCE TO HIGHER EDUCATION. Editorial Board, 9(8).
Online
Exclusive: The six competencies to inspire HR professionals for 2012. 2020. [Online]. Available
Through: <https://www.hrmagazine.co.uk/article-details/exclusive-the-six-competencies-to-
inspire-hr-professionals-for-2012>.
Explore the new Profession Map. 2020. [Online]. Available Through:
<https://peopleprofession.cipd.org/profession-map>.
The Objectives of Employee Resourcing. 2020. [Online]. Available Through: <
https://www.ukessays.com/essays/commerce/the-objectives-of-employee-resourcing-commerce-
essay.php >.
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