Managing People: Evaluation of HR Professional and Organizational Objectives within Resourcing Activities

This report discusses the concepts of managing people and understanding what strategies and plans are required to be an effective HR professional. It also defines the organizational objectives within resourcing activities that must be met by HR function. The report includes evaluation of HR professional and in reference to current CIPD Professional Map, and defines the organizational objectives within resourcing activities that must be met by HR function. The subject is Human Resource Management and the course code is not mentioned. The course name and college/university is not mentioned.

MANAGING
PEOPLE

Table of Contents
INTRODUCTION.....................................................................................................................................3
TASK 1.......................................................................................................................................................3
Evaluation of being an HR professional and in reference to current CIPD Professional Map.................3
TASK 2.......................................................................................................................................................4
Define the organizational objectives within resourcing activities that must be met by HR function.......4
CONCLUSION..........................................................................................................................................7
REFERENCES..........................................................................................................................................8

INTRODUCTION
In this report, the understanding regarding the concepts of managing people and understanding
what strategies and plans are required to be an effective HR professional will be discussed. The report
will also involve implementation of CIPD techniques in regards to HR professional to review a personal
and professional development plan. Lastly, the study will define the organizational objectives within
resourcing activities which HR function must fulfill. The company which has been selected for
understanding the concepts of business and HR professionals through implementation is Sainsbury.
Sainsbury is a retail supermarket chain which offers wide variety of product from groceries to clothing,
homeware, electrical appliances and many others. Sainsbury was established by John James Sainsbury in
the year 1869 and is currently operating in different locations.
TASK 1
Evaluation of being an HR professional and in reference to current CIPD Professional Map
As an HR professional, these people are responsible for recruiting, screening, interviewing and
placing workers (Aithal and Kumar, 2016). The HR professionals manage employee retention, payroll
management, analyzing training requirements and offer training and development opportunities through
which overall performance standards of organization can be enhanced.
CIPD professional map- The CIPD professional map is a tool which has been created by HR
professional to measure the key areas in HR at each level to develop individuals and organization. The
CIPD professional map set out standards for HR professional through which they can accomplish their
organizational objectives and ensure business success. CIPD Professional Map is the interactive set of
standards which guides personnel working in human resource domain to focus on improvement and
continuous development.
The use of CIPD by HR professionals
The HR professionals in the modern era must have a composition of skills, knowledge and
behaviours to be effective personnel in an organization. With the help of CIPD plan, it supports HR
professional to understand the required skills and knowledge for performing a specific job role and this
can be done through continuous learning and development over time (Gallo and Mihalcová, 2016). The
CIPD professional plan supports HR professionals to perform best according to their capabilities and
getting most of individual development and organizational benefits.

The CIPD HR professional map describes the professional areas and competencies in 4 different
categories, these categories are discussed below:
 Organization design ensures that the organization is appropriately designed which will help them
in meeting all short and long-term objectives and all structural change can be effectively
managed.
 Organization development is about ensuring that the workforce is committed towards the
accomplishment of organizational objectives and these factors plays a crucial role in maintaining
organizational culture, values and environment support which will be helpful in increasing
adaptability of business and enhancing overall organizational performance (Hodges, 2016). This
also supports in getting better insight and leadership on development and execution of any
activities and capabilities.
 Resource and talent planning supports organization in determining and attracting people with
skills which will be helpful in getting competitive advantage for business and such personnel will
support in meeting all organizational objectives in desired span of time.
 Learning and talent development is also maintained with the help of CIPD plan trough which HR
professionals make sure that all employees are highly skilled and are aware about the roles and
responsibilities regarding the task which has been assigned and are capable of performing
effectively for achieving the organizational objectives.
TASK 2
Define the organizational objectives within resourcing activities that must be met by HR function
Human resource management is the central pillar of a business and are responsible for
activities and core functions which needs to be performed in order to meet organizational
objectives and maintain the brand image of business within the business. The major activities
which are performed by human resource professional are staffing, recruiting, planning, selecting,
development, employee management and other managerial activities which focuses on delivering
benefits to employee and employer (Hughes and et.al, 2019). Human resource management
performs wide variety of tasks within an organizational structure and core functions which are
performed by HR professional focuses on meeting demands of employees from their job through
which organization can maintain their performance standards and meet organizational objectives.
The HR functions supports the organization in delivering their corporate strategy and
organizational objectives through performing managerial functions, such as recruitment,

selection and planning effectively through which the performance of human capital and overall
organization can be enhanced. The HR professionals performs the managerial functions through
which they can create development opportunities which will be helpful in enhancing
performance through which organizational objectives can be accomplished within the desired
span of time and also helps in ensuring business profitability and success. The functions and
resourcing activities which needs to be managed by HR professionals involves planning,
recruitment and selection (Leroy and et.al, 2018). These activities are linked with each other and
collectively helps the organization in meeting their desired objectives and performance
standards. The primary objectives of HR professional are to meet targets, motivate employees,
provide effective training, maintain positive organizational culture, higher employee retention
and focus on workforce empowerment.
In relation to Sainsbury, the HR professionals of the company focuses on performing all
managerial activities and functions effectively through which the organization can maintain their
competitive position and meet all desired outcomes. Sainsbury ensures that the HR professional must
have deep understanding regarding the concepts of HR functions which they need to perform in order to
meet all organizational objectives through which business can make sure their human capital is also
participating in the achievement of organizational goals. The company creates various strategies and
plans through which they can set benchmarks and standards for the organization in order to meet these
standards and resourcing activities objectives.
 Planning- Planning is the process of thinking about activities which are required to accomplish a
desired change. This is the basic activity which is performed by an organization in order to create
a layout for the organizational objective and target which is expected to be achieved by the
business. In other words, it is a management process which is based on defining goals of the
organization which will support in giving direction to business and evaluating mission and
resources which will be helpful in achieving such targets (Mayo, 2016). Planning can be
classified under four categories, these categories involve operational planning, strategic planning,
tactical planning and contingency planning. This function of Human Resource management
focusses on creating a plan and decide all activities which needs to be done and how all activities
will be performed or carried out through which organizational objectives can be met.
In relation to Sainsbury, the HR professional focus on planning process of the business which
focuses on forming innovative plans and strategies by deciding the plans and objectives which needs to be
achieved by the company in desired time frame. The primary objectives of planning process of Sainsbury

ensure creation of strategies which will be helpful in increasing economic growth and enhancing the
lifestyle and living standards of people. Through effective and strategic planning, Sainsbury focuses on
generating higher employment opportunities and selecting candidates who will perform effectively and
meet the organizational objectives. Through planning activities, Sainsbury focuses on promoting their
human capital to share their innovative ideas and work collaboratively through which the organizational
objectives can be achieved. With the help of planning, it will offer good control over activities and will
aid in increasing the efficiency of business.
 Recruitment- Recruitment is the function performed by business where HR professional have to
identify, attract, interview, select and onboard the most desirable candidate through which
business can meet their objectives. It is also known as the first base of building human capital as
this supports in strengthening the workforce through which whole organization can enhance their
performance and organizational objectives can be met effectively (Rees and Porter, 2015). The
recruitment process involves various stages and this involves evaluating the need for hiring,
creating a recruitment plan, defining the job clearly, promotion the vacant job role, conducting
interviews and many more. Recruitment can be done in two ways which involve internal as well
as external. Recruitment is the process of attracting candidates by defining clear job expectations
which must be performed by HR management for attracting and hiring the right candidate for
right job role.
In context of Sainsbury, the HR professional ensures that all recruitment activities are carried out
effectively through which they can hire the most potent and capable candidate who can effectively
perform all managerial task and job responsibilities which will be helpful in building a strong human
capital and workforce. The business goals of Sainsbury through recruitment majorly focus on determining
the actual requirement of company, develop a culture where business can attract competent and skilled
candidates for desired job role and look for candidates who can bring innovation and success for business.
The organizational objective with resourcing activity of recruitment of Sainsbury comprises activities
such as, providing accurate and brief job description, attracting higher number of skilled and talented
candidates listing all job roles and responsibilities which must be performed by the selected candidate.
 Selection- Selection is the process of choosing the right candidate for the right job which will be
helpful in meet the vacant job position. Selection is the process of identifying and hiring the right
candidate through which they can fill the required job position in the organization. It is the
approach of human resource management in which right candidate is identified from a pool of
candidates on the basis of their skills and competencies which will help in filling the vacant job
position in the business (Shaw, 2017). The process of selection involves pre-screening,

reviewing, prioritizing and shortlisting the capable candidate for the suitable job role. Its is one of
the approaches of human resource management which supports organization in meeting the
organizational requirements and choosing the candidate who will be able to perform all
managerial activities on the basis of desired performance standards through which business goals
can be met.
In relation to Sainsbury, the HR professionals focuses on meeting the organizational
requirements with the skills and qualifications of people and potential candidates which can
effectively perform the required job roles and responsibilities. For selecting the most desirable
candidate for meeting organizational requirements, the company uses different selection
approaches such as interview method, collection of CV, Group activities, employee referrals,
ability and personality test through which the organization can select and hire the most skilled
and knowledgeable candidate who can perform the job roles and responsibilities effectively
through which Sainsbury can maintain their performance standards, their efficiency and meet
business goals (Wirtz, J. and Jerger, C., 2016). The organizational objective of Sainsbury is to
select candidate who are skilled and have meet all job requirements, as such candidates will
participate in all managerial activities and thus will bring innovative ideas through which
business goals can be achieved.
CONCLUSION
From the above study, it can be summarized that human resource management is the key function
of an organization which supports the business in managing people and meeting the organizational
objectives effectively and efficiently. The CIPD plan is a tool which helps HR professional to enhance the
required skills and knowledge through which the employees and overall organization can effectively
perform to meet the desired standards and organizational efficiency and productivity can be enhanced.
This tool supports in providing development opportunities through which professional can bring the
desired development and change in the personnel of a business. It can be seen that there are several
functions and resourcing activities such as recruitment, selection and planning which needs to be
performed by an HR professional for meeting the desired objectives and contribute in ensuring business
success.

REFERENCES
Books and journals
Aithal, P. S. and Kumar, P. M., 2016. Organizational behaviour in 21st century–'Theory A'for
managing people for performance. IOSR Journal of Business and Management (IOSR-
JBM). 18(7). pp.126-134.
Gallo, P. and Mihalcová, B., 2016. Models of evaluation of managing people in
companies. Calitatea. 17(155). p.116.
Hodges, J., 2016. Managing and leading people through organizational change: The theory and
practice of sustaining change through people. Kogan Page Publishers.
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.
Leroy, H and et.al., 2018. Managing people in organizations: Integrating the study of HRM and
leadership.
Mayo, A., 2016. Human resources or human capital?: Managing people as assets. Routledge.
Rees, W. D. and Porter, C., 2015. Skills of management and leadership: Managing people in
organisations. Macmillan International Higher Education.
Shaw, D., 2017. Managing people and learning in organisational change projects. Journal of
Organizational Change Management.
Wirtz, J. and Jerger, C., 2016. Managing service employees: literature review, expert opinions,
and research directions. The Service Industries Journal. 36(15-16). pp.757-788.