LCBB5004 - Analyzing CIPD Profession Map and UK Skill Shortages

This report is divided into two sections, the first examining the CIPD Profession Map and its impact on HR professionals in the UK, emphasizing core behaviors like ethical practice, professional courage, and valuing people. It discusses the role of the CIPD map in enhancing HR qualifications and its application in organizations like Tesco. The second part addresses the skill shortages in the UK public sector, particularly within healthcare, highlighting the impact of factors like COVID-19 and Brexit. It explores the increasing demand for skilled workers, the skills gap among existing employees, and the need for adequate training and development to improve business competitiveness and employment rates. The report concludes by emphasizing the importance of addressing skill shortages to ensure the right people are in the right jobs, particularly within the critical healthcare sector.

ASSESSMENT 2 WRITTEN
PROJECT

Table of Contents
INTRODUCTION...........................................................................................................................3
MAIN BODY..................................................................................................................................3
PART 1:...........................................................................................................................................3
CIPD Profession Map effective for HR professionals.................................................................3
Explaining CIPD Map and its role in HR Professional...............................................................4
PART 2:...........................................................................................................................................5
Public sector in UK is facing skill shortage.................................................................................5
Skill shortage in Health care professionals in UK.......................................................................6
CONCLUSION................................................................................................................................7
REFERENCES................................................................................................................................1

INTRODUCTION
The present report has been divide into two part as both the titles differs from each other.
Section one of the study will discuss about CIPD which is known as set of standard which guides
HR professional so that it can improve their work style. This section will be focusing on impact
of CIPD behaviour on performance of UK HR. Moreover, the second part of report will be
discussing on why public sector company of UK is facing skill shortages impact of long term
labour market development on healthcare professionals.
MAIN BODY
PART 1:
CIPD Profession Map effective for HR professionals
The profession Map provides HR with the strongest foundation yet for effective decision
making. Along with this, it helps in defining the eight core behaviour which helps in creating the
value of people, society, profession and organization. One of the most effective behaviour is
ethical practice which helps HR in marinating the behaviour with other colleagues such building
trust and applying principles and values in making the decision for the company. In addition to
this, professional courage and influence is also important for HR professional as it will help in
motivation while speaking and influence others to be a part of company. This type of behaviour
is very crucial because it will allow them in creating skilful and talented people within the
organization and doing the work in effective manner (Greasley and Thomas,2020). Furthermore,
another behaviour is valuing people which has helped HR professional in people development
and voice wellbeing. As HR professional it is crucial for organization to value people so that it
can contribute in success of organization. Another behaviour which is important for the company
is working inclusively because it will create positive outcomes within firm by collaborating
across the boundaries. Thus, this type of behaviour is good for company because it will expand
the growth of the company and increase the brand. As HR professional it is their duty to enhance
the market value of the company. Moreover, passion for learning need to be created so that
learning opportunity is required to improve and innovative skills so that it can help organization
in dealing with threats conducted by market factors.

One of the major role of HR professional is to make pragmatic decision regarding specific
situation. So situational decision making behaviour is very helpful for the company dealing with
the growth of the organization.
All these behaviours are crucial for HR as the main purpose of CIPD is to develop champion
and better working lives that resonates with core mission to make professional lives better at
work. It also contributes in making fair environment within organization that leads in happy
employers and employees which results in effective working relationships (Elrayah, 2021). Thus,
making a positive difference in personal and professional lives will be effective for professional
HR of UK. Moreover, it is one of the best profession map to make right decision in every
situation and make appropriate solutions to deal with critical threats. Hence, this principle makes
sure that HR teams and organization are developing good solution which contributes in success
of the company.
Explaining CIPD Map and its role in HR Professional
The CIPD map is professional standard that defines the qualification of HR and it have been
familiar with various people and helped them in enhancing their career. Along with this, role of
HR practitioners is changing so it has decided to revision challenges of profession. The role of
HR has been increasing day by day and it requires to play traditional role and are now required to
understand business performance (Royce and et.al., 2021). This type of Map has been used by
various organization and human resource need to informed extensive programme so that it can
deal with the challenges of the company in effective manner. Tesco is one of the largest and most
successful organization and it make use of CIPDS professional standards which lead to develop
professional framework. The retail HR of Tesco need this map due to fast grow of business and
it had to come up with innovative idea to deal with business challenges. Moreover, it is
important for the company to be constituent in ways it develop employees (Prikshat and et.al.,
2018). The problem with CIPD standard stated that it is simple in nature and can be applied in
any workplace. Employees have mixed feeling while making use of it and they feel hesitated
while giving the feedback regarding professional map. Tesco have its own professional map
with personal stuff and distribution of office (Van den Berg, Stander and Van der Vaart, 2020).
The CIPD professional areas and equal to operating skills of Tesco although behaviour and
bands are corresponding to work level. Proctor has decided to bench mark with CIPD new map
as it will give better learning opportunity to people as well as development activities for HR at

Tesco. Along with this, Hr professional teams are trying to develop framework for HR career
within civil service so that it can develop their career pathways and government departments can
enhance their growth rate. Moreover, for civil service there are five main career lines on the map
which is leading to HR director post, particular function like planning, opportunity of earning
and development, HR services and policy (Harrison and et.al., 2021). In addition to this, new
map charts the profession focus on three main perspectives like functional specialism. Level of
competence and the key behaviours. Human resource will have area of specialism and depth of
expertise available so that challenges can be improved in effective manner. Some of the
professional areas like strategies, leading and managing functions, organising design, employee
relation and engagement are some crucial functions as it will aware HR regarding business
context and environment of company.
PART 2:
Public sector in UK is facing skill shortage
The covid-19 in the United Kingdom is affecting the employment within the public
sector. It is the reason that United Kingdom face the skills shortage and unemployment rate. Skill
in the employees are most important for United Kingdom because it helps in contribute to the
economy. The employment is also increased in the UK and it is around the 7%. Due to the covid-
19 people get unskilled, and they are not get unemployment (Mikhaylov, Esteve and Campion,
2018). It is the main reason of shortage of skilled employees. This directly affects the business
productivity and its developments because the unskilled employees not able to helps in business
growth and it expansion so, the company hire the skilled employed in the public sector. Facing
skill shortage despite can be measure in the two ways in the economy such as skills shortage
vacancies and skills gaps. The skills shortages vacancies required the right qualifications, skills
and experience for the job. The skills gap because of the existing employees not have proficient
at their job roles.
In moreover, the skill shortage in the United Kingdom population also be masked by the
migration, employers recruit from outside of United Kingdom to fill the vacancies and specific
role in public sector. In the public sector, due to the skill's shortage vacancies the employees get
unemployment (Robertson, 2020). The skill shortage increase in the United Kingdom from the

3% to 4% from last five years. The skills shortages vacancies make the 3% total volume of
employments in the United Kingdom. The skill shortages reflect the economic growth of country
and it increases the competitive for the skilled workers in the labour market. There are various
types of skill shortages which face by employers in the public sector such as technical, job
specific and practical skills. There are various skills which are required in the labour market for
filling the specific job such as team work skills, communication skills, problem solving skills,
etc. Due to increase the skilled workers demand in the competitive marketplace because of the
new technologies changes and become more globally competitive.
In the context of skill gap, 15% employees get skilled gap and it is the biggest reason
that UK face the skill shortages and increase the unemployment rate in the United Kingdom as
compare to the 4% in the shortage skill vacancies. The skill's gap affects the 5% employees. The
public sector includes the public administration, education and health have large share of skills
gaps in employees. Due to the inadequate training UK faces the shortage skills in employees.
Training and developments are most important for business to become suitable for specific job
and fit for purpose (Patel and Patel, 2020). The skill gap and shortage of skill vacancies increase
the unemployment rate so, control and manage the skills the public sector provide the adequate
training and developments to employees for specific job roles. It directly impacts on the business
performance and improve the business competitive advantages as well as it helps in increase the
employment rate in United Kingdom.
Skill shortage in Health care professionals in UK
Skill shortage for healthcare professionals in the United Kingdom and the skill shortage is
the national trend part of the United Kingdom. In the UK, the national health service is the
largest employer in United Kingdom and it also indicate the skill gap in health care
professionals. In the health care professional, there has been decline within nursing graduates by
4% leaving 40000 nurse vacancies are unfilled. There are number of issues which affects in
medicine, mental health and social care (Drennan and Ross, 2019). The skill shortage is mainly
blamed on the brexit and it resulting in the health care professions. The health care foundation is
also predicting about that there are shortage of nurse and they are not able to find workers with
the skills. In the health care profession, there are decreasing workforce and increasing in the
demands with the aging population. There is the shortage of more than 110000 staff and new

trained staff are also not increase quickly. Skills shortage leads the staff shortage and its toll on
the health. NHS trying to cover the skill shortage but it rapidly increases and industry facing the
skill shortage and talent shortage as well as at the same time, the medical and technological
advancements in medical profession are also change and skill shortage employees not able to
expect the growing challenges (Merkel, Ruokolainen and Holman, 2019). It is the biggest crisis
for the medical profession because there are the large requirements of skill employees.
Health care profession is the growing industry and there are large requirements of skills
and talents in employees but NHS of United Kingdom found that skills shortage and skills gap
are increase day by day. Industry are trying to fill this roles and high skilled medical positions.
The health care professional are also faces the physician shortage ranging between the 61000 and
95000. The industry workforce expected to grow 16% by 2024 and United Kingdom not have
enough capacity to fill the gap due to the skill shortage in employees. there is main reason of the
skill shortage in health care because of the less visible roles and it directly impact by the health
care talent shortages (Brunello and Wruuck, 2019). The talent challenges affect the employees
career and growing gig economy as well as it directly impacts on the health care industry and its
organizations. The industry need to seek out the new talents in a different ways and find people
with new experience and skill. The NHS need to provide the proper training to staff of health
care sector.
CONCLUSION
As the conclusion, the skill shortage is happening when the staff found difficulties with the
right skill with right jobs. In United Kingdom, there are skill shortage in the health care
profession and public sector and it leads in unemployment rate this report also discussed the HR
profession in the United Kingdom and map could be applied to the HR professionals those who
are working on the global scale regardless size of organization and sectors. This report
elaborated the skill shortages in the health care & public sector and also discussed the CIPD,
HR profession in United Kingdom.

REFERENCES
Books and journals
Brunello, G. and Wruuck, P., 2019. Skill shortages and skill mismatch in Europe: A review of
the literature.
Drennan, V.M. and Ross, F., 2019. Global nurse shortages: The facts, the impact and action for
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Elrayah, M., 2021. Can business ethics-based education improve HR graduates’ employability,
knowledge, skills, and competence?. Journal of Education for Business. 96(8). pp.522-
529.
Greasley, K. and Thomas, P., 2020. HR analytics: The onto‐epistemology and politics of
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Harrison, P. and et.al., 2021. HRD professional education provision in the UK: past, present and
future. Human Resource Development International. 24(2). pp.200-218.
Merkel, S., Ruokolainen, M. and Holman, D., 2019. Challenges and practices in promoting
(ageing) employees working career in the health care sector–case studies from
Germany, Finland and the UK. BMC health services research.19(1). pp.1-12.
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