Evaluation of CIPD Professional Map in Pizza Express

This report analyzes the implementation of the CIPD Professional Map in Pizza Express, including core knowledge, core behavior, and specialist knowledge. It also discusses the organizational objectives within resourcing activities that the HR function is responsible for delivering.

Pizza Express

Table of Contents
INTRODUCTION...........................................................................................................................3
MAIN BODY...................................................................................................................................3
Meaning of human resource professional with reference to the current CIPD professional map.
......................................................................................................................................................3
Organizational objective within resourcing activities that HR function is responsible for
delivering. ...................................................................................................................................5
CONCLUSION................................................................................................................................7
REFERENCES................................................................................................................................8

INTRODUCTION
Pizza Express is a restaurant group based in United Kingdom having more than 470
restaurants across the county and 100 in other countries like Europe, India, Hong Kong. The
report shows the evaluation of new CIPD professional map which include core knowledge, core
behaviour, and specialist knowledge (Coetzer, and et.al., 2017). Human resource management of
the Pizza Express to complete the objective and by hiring new employees through planning,
recruitment and selection of the candidate whom are suitable for the job vacant in the company.
MAIN BODY
Meaning of human resource professional with reference to the current CIPD professional map.
Pizza express guides the HR team to learn and developed for becoming an effective HR
professional. CIPD HR professional set the activities around the world, knowledge, behaviour
required to get success. Their main purpose is to provide work and working conditions to
employees by creating roles, opportunities and working environment that help to bring out the
best of people that brings the best output. Evidence based add the weight of professional
judgement by supporting the case having strong evidence from various sources. Outcome driven
makes the work and working life by making positive environment on personal, professional and
social of the employees. Principles led follows the three principles to do what right and ignores
the rules which includes work matters, people matters and professionalism matter (Emmott,
2016).
Core knowledge have Six core areas which required to change, create value and make the
positive impact in the work. This six core knowledges are People practise across the employee
life cycle which impact the one another and are interrelated. This includes the policy, regulation
and law, workforce planning, performance management etc. Culture and behaviour: It
understands and creates the working environment and human behaviour towards the positive
note. In the company. Business acumen means Initially it's critical to understand the company
purpose, priorities and performance and the external factors that are affecting he company's.
Analytics and critical value that helps to know the value of employee data and their role that help
the company to make the effective decision-making and add value to the Pizza Express. Digital
workings all about to understand the knowledge of the technology and the impact on their
employees and their function. Adopting new technology increases the productivity and

collaborative work. Change to work in a planned and structured way to adopt the change in
considered manner.
Core behaviour have eight core area that create the value of the people in organizations
and society and includes Ethical values means doing the right things according to the moral of
each employee in the organization. Professional courage and influenced and this shows the
confidence and courage to take the stand for something and speak at the right time. Valuing
people by balancing consideration and fairness among the employees and supporting other to do
the same. Working inclusively means how we work with others is more important and deliver
outcomes. Commercial drive apply the business and customer focused approaches to the
business to deliver the result and create the value to Pizza Express. Passion for learning shows
the employees interest in learning and development in professionalism. Insight focused is about
the discipline approach to understand the problem, analyse and find the solution of it. Whereas
situational Decision making means to make the effective decision and deal with sensibly and
realistic way based on the practical problems. Specialist knowledge is the strongest foundation of
all the core for the effective decision-making and include the nine core: Employee experience
means creating a effective working environment for employees. It means to understand the role
and trust in employment relationship. Employee relation means to create and maintain the
positive working environment and relationship in the company. Diversity and inclusive create
the work and environment friendly to support the work. Learning and development build
individual and organizational capability to complete the current and strategic requirement by
creating the learning culture by resourcing and talent planning. Organization development and
design he intervention of the cop many to drive the appropriate culture, skills and behaviour by
providing insight and leadership to change the management strategy and planning. People
analytics identify the employee's capability requirement and make strategies, people and process
to optimize effectiveness and to achieve the organizational goal. Resourcing involves selection
the right person for the right job at right time and cost. Reward Performance create and maintain
achievable goals to the key employees skills and capability, behaviour and performance that are
fair and cost effective. Talent management is known about the talent exists in the company and
what talent needed by the company (Prikshatand et.al., 2018).

Organizational objective within resourcing activities that HR function is responsible for
delivering.
Planning: Recruitment planning is the first step of the recruitment process where analysis and
describe of vacant post is done by the HR team. It involves the job specification, nature of job,
experience required for the job, minimum qualification and skills of the job required. A proper
plan is made for the recruitment to attract the potential employees for the job. Those employees
should be qualified and experience to take the responsibilities required by the Pizza Express and
to achieve the company's target. HR forecast the present and future need of the employees in the
company to achieve the target goal. They analysis the job requirement in the company by
identifying and determined the skills, ability and working environment for the job required. Job
analysis factor help company to identify the job demand in the organization. Job description
describe the nature and contain of job analysis. This is very important for a company to describe
the nature of the job and to make the recruitment successful. It includes the job title, job location,
brief of job, working condition and many more in the process. Job specification is focus on the
specific candidate that is suitable of the employee that will be hire by the HR team. It includes
the qualification, experience of work, training and development, required skills for the company,
working responsible (Armstrong, 2016). Pizza Express objective plan to recruit to move from the
current man power to desired man power position, to have the right number of employee in the
right place to achieve the long run benefits. To achieve the objectives right number of man
power is required with the skills when the company needed. It is the responsibility of both
managers I.e. line and staff managers where line managers is responsible for estimated man
power required and staff manager provide the information about the job estimate required. This
planning is important because it assesses the future and present need of employee, change in
business environment like competition and technology, due to expansion of the company,
employee turnover in a company. The main objective of planning is to know the surplus or
deficient of manpower in the company, to get the highly workforce and talented people in the
organization, to help the weaker section of the society, to reduce the cost of the company by
recruiting the talented employees, skills required by the company.
Recruitment: It is the second strategy in the company and strategy is made for hiring resource.
After the process of job description, job analysis and job specification, to hire the potential
candidates for the company (Gedro, 2017). Searching for a potential candidate according to the

requirement of job after the recruitment strategy is done searching starts which are two type of
process:
 Source activation: line managers verify and give permit of existing of vacancy and search
for the candidate.
 Selling: Company select the media through which candidate can know about the vacancy.
Recruitment is done through internal source and external source according to the company
requirements:
Internal Source refers to hiring the candidates within the organization. Employees seeking for the
different roles and position in the company. This recruitment gives the priority to the internal
employees in the organization to fulfil the vacancy of the company. This important source of the
recruitment as the employees already knows the working environment of the company and
motivate the employees to get the higher post of the company. It is the best and easier way to get
fill the job or the company. This process is very cheap compare to other process and save time
and cost of the company.
This process includes the following:
 Promotion: It means to promote the employee and give the higher position and
responsibility in the same company. It is the upgrading process of employee from lower
position to higher which include more responsibilities, salary and other benefits with
status.
 Transfer: It means interchanging of one job to another without any change in roles and
responsibilities of the employees. It can be done through shifting from one department to
another or from one location to another as required in the company.
 Recruiting former employees: It means calling ex employees back to the organization
according to the company requirements. It is cost effective and save more of time to train
the employees as they are already aware about the company's work, roles and
responsibilities (Rawashdeh, 2018).
 Employee referrals: It is an effective way of sourcing the correct employees at a very low
cost. It is new process to hire the employee from the reference given by the employee
working in the Pizza Express already. They refer friend, family or any other who want to
join the same company.

External source means hiring the employees from the outside from the organization. This brings
more new ideas and innovative employees in the organization. This process is costlier, as
advertisement from the sources and time-consuming process.
External sources include:
 Direct recruitment : it is done by the placing a notice on website or board in the
organization and qualified candidates can apply for the job.
 Campus recruitment: companies recruit from the institutional collages and universities
offer opportunities to very fresh blood and welcome the innovating ideas in the company.
Selection is the process of picking the right candidate for the vacant job in the company who can
maintain the roles and responsibilities of the company. They are the assets of the company and
help to achieve the target goal of the Pizza Express. It is an important process as company
overall performance is based on the employee performance done in effective manner. If the right
qualified person is not selected the may affect the company overall cost and performance of the
company (Eva, 2018). To achieves the target goal of the organization it is very important for the
company to evaluate and select the candidate according to the qualification, skills, experience of
work, and attitude towards the work among the total candidates applied for the job. Selected
candidate are given training which occurs huge cost, time and efforts of the company to
understand the roles and responsibilities by the new candidates and perform on the behalf of
company. The main advantage of the selection is that they are the most cost effective and reduce
the time and affects of the company, it removes the biasses among the candidates and also it
helps to select the right candidate and suitable for the job to achieve the goal of the company.
CONCLUSION
This report analyses the Pizza Express HR professional with reference to CIPD
professional map and shows the details of core knowledge, core behaviour and specialist
knowledge about the company's employees and company working environment (Maheshwarand
et.al., 2017). They evaluate all the three factors in the CIPD professional map that is been
followed by the Pizza Express. Whereas it also shows detail discussion on the company's
objective within resourcing activities and function of Human resource on Planning, recruitment
and selection that are responsible for delivering to the management.

REFERENCES
Books and journals
Armstrong, M. and Taylor, S., 2020. Armstrong's handbook of human resource management
practice. Kogan Page Publishers.
Armstrong, M., 2016. Armstrong's handbook of management and leadership for HR: Developing
effective people skills for better leadership and management. Kogan Page Publishers.
Coetzer, A., and et.al., 2017. Challenges in addressing professional competence expectations in
human resource management courses. Asia Pacific Journal of Human Resources. 55(4).
pp.454-475.
Emmott, M., 2016. CIPD. In Encyclopedia of Human Resource Management. Edward Elgar
Publishing Limited.
Eva, T.P., 2018. Recruitment and selection strategies and practices in the private sector
commercial banks of Bangladesh: Evidence from human resource practitioners. Eur.
Bus. Manag. 4. pp.28-38.
Gedro, J., 2017. Identity, meaning, and subjectivity in career development: Evolving perspectives
in Human Resources. Springer.
Maheshwari, V., and et.al., 2017. Exploring HR practitioners’ perspective on employer branding
and its role in organizational attractiveness and talent management. International
Journal of Organizational Analysis.
Prikshat, V., and et.al., 2018. Indian HR competency modelling: Profiling, mapping and an
investigation of HRM roles and competencies. The Journal of Developing Areas. 52(4).
pp.269-282.
Rawashdeh, A., 2018. The impact of green human resource management on organizational
environmental performance in Jordanian health service organizations. Management
Science Letters. 8(10). pp.1049-1058.
Online
Explore the new Profession Map. 2020. [Online]. Available through:
<https://peopleprofession.cipd.org/profession-map>