Responsibilities of Human Resource

This article discusses the responsibilities of human resource management and the impact of the CIPD Profession Map. It explores the role of HR in supporting colleagues, advising on HR issues, and leading the HR function. The article also highlights the importance of collaboration, knowledge development, and self-assessment in professional development.

Running Head: RESPONSIBILITIES OF HUMAN RESOURCE
Responsibilities of Human Resource
Name of Student
Name of University
Author Note

1RESPONSIBILITIES OF HUMAN RESOURCE
Activity 1
The Profession Map is used in making better decisions, acting with confidence,
performing to the best of a person’s ability, driving change in the organization that they are
working in and finally working hard so that the professional goals are attained. The Chartered
Institute of Personnel and Development (CIPD) is a professional association for the professionals
working at the human resource department (peopleprofession.cipd.org). The CIPD has developed
a professional map so that the human resource professionals have a better way to work and they
have guideline so that they can make sure that their organization is working towards their full
capability (peopleprofession.cipd.org). The new profession map tries to develop the knowledge
and the behavior that are needed in creating value and making a certain amount of impact at
work. The profession map helps in shifting the goals from generic to specific value based
decision making that is the best practice for the job that they are doing. This essay will look into
the ways in which the profession map has helped in developing the profession of human resource
management.
The CIPD Profession Map is designed in a manner so that it can evolve with the changing
landscape of the profession. The core values that drive the professional and personal
development remains the same throughout the time that it is evolving. However as new roles and
positions, priorities and specialization come into the picture then profession map also evolves
itself. The profession map is designed in association with members of the CIPD, business
leaders, experts from the industry, partner organizations and learning providers so that they can
fulfill certain goals such as working across business contexts, this means that the professional

2RESPONSIBILITIES OF HUMAN RESOURCE
can take sound decision regardless of context even when there is no rules to guide them
(Armstrong, Michael, and Stephen Taylor).
Figure 1
Source: Created by peopleprofession.cipd.org
The map is designed to incorporate all the values that can be represented by the
profession of human resource management. The profession map depicts the core behavior areas
which are ethical practices that are valuable to the professional irrespective of the kind of
business that they are doing (Watson, Gillian, and Stefanie Reissner).
The knowledge and the activities in the 10 professional areas of the map and the
behaviors are depicted in four bands:

3RESPONSIBILITIES OF HUMAN RESOURCE
Relationship with
client
Delivering
fundamentals.
Adviser, issues-led. Consultant, co-
operative partner.
Leadership
colleague, client
confidante and
coach.
Focus of activity Client support and
processing activity.
Immediate and
ongoing.
Advising and
managing
individual or team-
based human
resource issues and
problems. Current
or near term.
Leading the
professional area.
Addressing the HR
challenges at the
organizational
level. Medium and
longer term.
Leading the
function or
professional area.
Leading the
organization.
Developing the
organizational
strategy.
Developing the HR
strategy.
Partnering with
the client.
Where time is
spent
Providing
information,
managing data,
process delivery
Understanding the
issues and
parameters, issue
analysis,
evaluation,
solutions and likely
consequences.
Understanding the
functional and
business
realities, providing
insights
and linkages,
flexible and
innovative
solutions, risk
analyses
Understanding the
organizational and
industry realities
and the client’s
needs, developing
strategies and
plans
Service to the
client
Facts and
information.
Delivering
fundamentals.
Process support.
Peace of mind.
Issues handled.
Flexible options
and
recommendations
Ideas, insights and
challenge.
Solutions.
‘Safe haven’ for
challenging
discussions around
the hard issues,
surfacing and
reflecting ‘the
truth’.
Measures Execution
excellence,
Issues and
problems
Trusted partner.
Seat at the
Lead team
colleague. Sought
BAND 1 BAND 2 BAND 3 BAND 4

4RESPONSIBILITIES OF HUMAN RESOURCE
efficiency,
accuracy,
flexibility and
silent running.
Client satisfaction.
satisfactorily
resolved. Repeat
business.
leadership table. by client as
development and
performance
coach.
Relative skill
balance Behaviors:
technical
30:70 50:50 60:40 80:20
Band 1 deal with supporting colleagues with administration and processes. Band 2 deals
with advising and managing human resource related issue which is either concerned with an
individual or a team and having a clear understanding of the evaluation process and the solutions
are also available (Ulrich, Dave, et al 457-471).
The issue that band 2 deals with is of prime importance. Managing the human resource
department and the other issues that are related to the individual or the team is very important.
There are many responsibilities that have to be dealt with by the human resource manager which
includes training and hiring new people, dealing with the changing policies of the office and also
there are grievances of the team that has to be managed by the human resource department. In
the new role of human resource assistant, the duties that are related to human resource are more
important (Griggs, V., et al 202-217).
Activity 2
3 Customers who will use HR services
A lot of responsibility falls on the shoulders of the human resource department. There are
lots of people who have to use the services of the human resource team. The 3 specific customers
who might use the services of the human resource department are firstly, the new talent who

5RESPONSIBILITIES OF HUMAN RESOURCE
wants to work with the company might call up the human resource department and then ask if
there are vacancies available in the office so they might get the opportunity to work in the
company (Noe, Raymond A., et al.). The second type of customer that might call the human
resource department are the employees who might want to speak about the raises that they want
or the something related to the salary that they are earning. They might directly come to the
human resource department and speak to the professional (Brewster, Chris). The third type of
customer that might deal with the human resource department are the managers of the company
who might want to update the office about some new policies and they will e-mail the human
resource department where they will mention the policies and ask the human resource
department to convey the message to the rest of the office (Aswathappa).
The three customers that are identified are new talents who will call the human resource
department so that they can get a job with the company. the second are the employees who might
want to talk to the human resource department about the hike in their salaries or some
information that deals with the salary of the individual employees and the third person who
might speak to the department of the human resource are the managers of the company who
might want to convey the a message about the changes in the policies of the company through
the human resource department. These are the three people that will contact the human resource.
This is an effective method of communication but the human resource department might get a
number of calls throughout the day and they might ignore the call in that the effectiveness of the
communication reduces (Brewster, Christopher, et al). The human resource department is a busy
unit and they receive a lot of calls and emails throughout the week and they might not be able to
talk to everyone individually hence talking to the department in person is the best way of
communicating. The human resource department will be directly contacted by the employees of

6RESPONSIBILITIES OF HUMAN RESOURCE
the company. The employees who want to gain information about the salaries of the company
will directly go and talk to the department. This might be the most effective way of
communication as directly talking means that they will get the information then and there
without having to wait for a response. The will talk face to face with the human resource
department which is the most effective way of communicating. The third group that might speak
to the human resource department is the mangers. They might want the human resource
department to covey a change in the policies to the entire office. This might affect the
communication because the human resource department gets a number of email throughout the
day and they might not be able to reply to the mail immediately and this might harm the
company as the policies that are being changed are of prime importance and because of the
pressure on the department of human resource they might not get the time to revert back (Wilton,
Nick).
The human resource department has to deal with a number of customers who might be
quite expressive about their concerns. The way to manage the time of the department is by
dividing the work into segments that might create more time for the department to talk to the
people. Segmenting the work might also reduce the pressure of the work and the amount of
workload that is there in the department (Cascio, Wayne F). They might have to review the
working of the departments and then provide the review to the managers. Successful
communication is the best way to operate the department. The department might not want
maintain proper mail chains so that they can properly communicate the work. This is the manner
they can exceed the expectation of the customer. They have to effectively communicate then
only customer satisfaction can be maintained.

7RESPONSIBILITIES OF HUMAN RESOURCE
The HR functional nature necessitates dealing with some of the customer issues that are
very emotive. Establishment of positive working relationships becomes important in case of
some specific areas.
Managing time- Time management can be done effectively by dividing time into the various
work functions that are required. The focus should be on saving as much time from a given work
possible.
Communication- Communication should be effective and direct. Communication should be
made as per the different issues faced by the customers. There should be empathy and
connectivity with all customers.
Managing workload- Workload can be managed by equally distributing work between all the
members of the department. In this case it becomes necessary that work is distributed optimally
in accordance of the departmental capability.
Exceed customer expectations- Development of higher quality and effective ownership of issues
are important for exceeding expectations.
Addressing problems and complaints- The complaints addressing systems would need to be
enhanced to reduce the complaint handling times.
Reviewing HR services- Monthly review systems should be implemented to develop a better HR
review service framework.
Activity 3
Defining CPD

8RESPONSIBILITIES OF HUMAN RESOURCE
Continuing professional development is the process of tracking and documenting the
knowledge, skills and experiences that is gained both formally and informally during work
engagement. CPD goes beyond any experience that is gained from formal training from the
organization and encompasses all the important experiences, learnings and application of the
same. The employer and the employees are always engaged in a relationship of mutually
beneficial trust, value and productive performance. CPD is important in case of the development
of both the employee and the employer and create a pathway for optimal personal and
professional development.
Self-Assessment as per the CIPD professional Map
Considering my own capability one important area for professional development is
Collaborative concerning the CIPD professional map. I aspire to be more collaborative at work.
This would help me to develop better relationships with the teams. This would also help me to
develop better professional standards of work. One of the key areas that I would need to address
is the creation of employee relations. This would help me to achieve this goal.
Personal development map
Development Area Development needs Resources required Time
Collaboration Building strong
networks,
coordinating with
peers, cooperating
Development goals,
office equipment,
data sheets
3 months

9RESPONSIBILITIES OF HUMAN RESOURCE
with managers
Work orientation Developing work
ethics, developing
process knowledge
Data sheets, self-
management plan,
growth maps
4 months
Relationship
development
Developing
collaboration with
peers and mentors,
developing good
relationships with
management
Data sheets, data
planning, task
allocation systems
3 months
Knowledge
development
Development of
professional field
knowledge,
development of
knowledge goals,
identification of
knowledge gathering
areas.
Knowledge base,
Data sheet, database,
knowledge
management software
2 months
Evaluation of available options
Two of the important development needs are Collaboration and Knowledge development.
The options available for me to achieve this is important. The options are interactive framework

10RESPONSIBILITIES OF HUMAN RESOURCE
present in the workplace for development of good collaboration. Additionally, for achieving
knowledge development I have the office knowledge base where the process information is
stored. I can also rely on the knowledge transferred from the seniors at work.
Activity 4
The studies would help me to develop more my abilities towards achieving the more
important goals. My performances have been important in developing close relationships with
the team as well as provide good productivity to the organization. Each unit was important in
gaining effective learning. It is important that the learning developed applies to the development
of my future growth. Firstly, I have been able to learn more about work coordination. Secondly, I
have been able to learn more about relationship development. Thirdly, I gained effective learning
about the ethical and principle oriented factors that govern self-development.
I have developed a strong goal oriented, knowledge oriented and development oriented
learning behavior due to the things that I have been able to learn through the entire module. In
the future I would need to develop better leadership skills and mentoring skills.

11RESPONSIBILITIES OF HUMAN RESOURCE
References
Armstrong, Michael, and Stephen Taylor. Armstrong's handbook of human resource
management practice. Kogan Page Publishers, 2014.
Aswathappa, Kumar. Human resource management: Text and cases. Tata McGraw-Hill
Education, 2013
Brewster, Chris. Policy and practice in european human resource management: The Price
Waterhouse Cranfield survey. Taylor & Francis, 2017.
Brewster, Christopher, et al. International human resource management. Kogan Page Publishers,
2016.
Cascio, Wayne F. Managing human resources. McGraw-Hill, 2015.
Griggs, V., et al. "Professional learning in human resource management: problematising the
teaching of reflective practice." Studies in Continuing Education 37.2 (2015): 202-217.
Hobson, Andrew, et al. "The Mentoring across Professions (MaP) Project: What can we learn
from international good practice in employee mentoring and coaching?." (2016).
Noe, Raymond A., et al. Human resource management: Gaining a competitive advantage. New
York, NY: McGraw-Hill Education, 2017.
peopleprofession.cipd.org. "New Profession Map | CIPD Profession Map". CIPD Profession for
the Future, 2019. Online. Internet. 30 Aug. 2019. . Available:
https://peopleprofession.cipd.org/profession-map.

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Ulrich, Dave, et al. "The state of the HR profession." Human Resource Management 52.3 (2013):
457-471.
Watson, Gillian, and Stefanie Reissner, eds. Developing skills for business leadership. Kogan
Page Publishers, 2014.
Wilton, Nick. An introduction to human resource management. Sage, 2016.