LCBB5004 Managing People: CIPD, HR Practices & UK Skill Shortages

This report analyzes people management in the UK, focusing on the importance of behaviors outlined in the CIPD model for effective HR professionals. It examines the applicability of the CIPD model on a global scale and explores the reasons behind skill shortages in the UK public sector despite high unemployment rates, with specific attention to the healthcare sector. The report discusses long-term labor market developments aimed at addressing these skill shortages, including the use of technology, outsourcing, and workforce planning strategies. It also highlights the impact of Brexit and the COVID-19 pandemic on the UK labor market and the steps being taken by organizations like the NHS to mitigate staff shortages and improve overall productivity.

Managing People
LCBB5004

Table of Contents
INTRODUCTION............................................................................................................................3
PART 1............................................................................................................................................3
a) Explanation of the importance of behaviors mentioned in CIPD model for effective HR
professionals working in the UK............................................................................................3
b) Extent of the Application of this map to HR professionals working on a global scale
irrespective of the sectors and sizes of the organizations......................................................5
PART 2............................................................................................................................................6
a) Reasons for why do the public sector in UK facing skill shortages in spite of the high
unemployment rate.................................................................................................................6
b) Discussion of long-term labor market developments for addressing skill shortages in the
healthcare sector professions in UK.......................................................................................6
CONCLUSION................................................................................................................................7
REFERENCES.................................................................................................................................8

INTRODUCTION
People management can be referred to as the process of hiring, directing and
developing the team members so as to ensure successful achievement of organization’s
overall mission. The people managers are responsible to manage the people-related tasks
such as employee engagement, career development and involvement of new talent with high
and advance skills (Malik and Sanders, 2021). In context with UK, the public sector is a
substantial portion of the overall economy and it includes the delivery of essential services
like National Health Service, education, Police, Military etc. The HR professionals in UK
strive to hire skillful and talented human resources so as to ensure successful achievement of
the overall objectives of the organization by way of increased productivity. The following
project is going to discuss the importance of the behaviors mentioned in CIPD professional
map for effective HR professionals working in UK. It will also discuss the extent to which
this map can be applied to HR professionals working on a global scale. The project will also
deal with the reasons for skill shortages faced by the UK public sector in spite of high
unemployment rate. Further, the long-term labor market developments for addressing the
skills shortages in the healthcare sector professions of UK will also be dealt with in this
project.
PART 1
a) Explanation of the importance of behaviors mentioned in CIPD model for effective
HR professionals working in the UK
The CIPD (Chartered Institute of Personnel and development) profession map is a set
of standards for guiding the human resources so as to facilitate them in developing and
improving their work. It is a professional body for HR and people development. The
organization launched a set of standards created by the profession for the profession to set
the benchmarks for effective HR such as in UK in those project. The professional map had
set the international standard for people professionals (Konte, 2021). The core behaviors
mentioned in the CIPD model are explained below with their importance for effective HR
professionals working in UK. The core behaviors are the ways of thinking and acting
needed to be considered an effective people professional, recognized through academic
research and feedback from profession –

 Ethical Practice – It includes building the trust by role-modelling ethical behavior and
application of the principles and values consistently in decision –making. So, to
reduce the unemployment rate, HR managers in UK must develop ethical practices in
the organization to impact the employees’ behavior toward one another and to reduce
the labor turnover as well.
 Professional Courage and Influence – It states to depicting the courage for speaking
up and skillfully impacting others for gaining buy-in (Turner, 2021). The HR
professionals in UK must adopt these behaviors to build relationships with others, to
understand their concerns and needs and to use the effective ways for communicating
with them.
 Valuing People – This behavior states for creating a shared purpose and facilitating
people development, voice and well-being. So, the UK HR professionals must also
enable the human resources to build their own people management and consider
compassion and fairness to give the human resources a meaningful voice on matters
that impact their working lives.
 Working Inclusively – This behavior depicts the working of individuals by
collaboration across boundaries, efficiently and inclusively. It has been observed that
due to the Universal value, the employee in UK come from different background and
diversities due to which this behavior holds a major importance for HR professionals.
 Commercial Drive – It is about application of business and customer-focused
approach and depicting the dedication to provide outcomes that create sort of value
for organizations. The UK HR professionals must instill the commercial drive in their
working ways so as to deliver the positive outcomes.
 Passion for learning – This behavior depicts to demonstrate curiosity and making the
most of opportunities for learning, improving and innovating. This is imperative to
reduce the labor turnover occurred due to covid19 for UK organizations. To create
innovation in the organization by creating a sense of passion for learning in the human
resources will increase productivity of the UK organizations.
 Insights Focused – The UK HR professionals, as people professionals, need to follow
a disciplined approach for understanding the HR issues being face in UK and the use
evidences for developing people insights and solutions. This behavior includes the
steps like asking questions, acquiring evidence, evaluating the evidence and
accumulating it for understanding the entire issue and its implications.

 Situational Decision-making – It includes making effective decisions on the basis of
specific situation or context. So, there is a requirement of effective decision-making
for UK HR professionals as well (Iszatt-White, 2021). For this, they will have to
identify different opinions with benefits and risk associated with them and their
alignment to the professional principles and values.
b) Extent of the Application of this map to HR professionals working on a global scale
irrespective of the sectors and sizes of the organizations
The multinational organizations have a big employee base consisting of the employees
coming from different countries having different diversities that the HR manager needs to
manage in an effective manner. And in the country lime UK that has many international
companies and the world’s topmost ranking countr8es like TESCO, Marks and Spencer,
Morrison’s etc. that have multinational presence and a big and diverse employee base need
to follow this CIPD professional map imperatively. It also expands the role of HR
professionals working on a global scale who need to maintain collaboration and situational
decision making for its large workforce (Masenya, 2022). According to the CIPD
professional map, the HR professionals need to hire the employees by effectively analyzing
their core knowledge, core behaviors and specialized knowledge.
For international organization and for HR managers, to operate globally, they need to
hire the new employees or provide the employment according to the qualifications set in the
CIOD framework so as to choose the right candidate at the right place and at the right time.
As CIPD sets benchmarks for quality in HR and L&D, it helps in recruiting the skillful
individuals (Li and Hrubec, 2021). So, UK HR professionals must also employ these
qualifications that will provide them with up to date professional training for the human
resources and will facilitate in meeting the exacting professional standards they have set.
CIPD has a substantial international presence that has over 15000 members in over 120
countries and 12000 professionals get trained with CIPD qualifications every area.
Apart from the above, the qualifications set in the CIPD are recognized on an
international basis. It will provide benefits to the HR professional of UK by being
respected in their field. Keeping this in mind is especially important for the businesses
that are going to expand their business on a global basis so as to ensure selection of right
staff in the company.

PART 2
a) Reasons for why do the public sector in UK facing skill shortages in spite of the high
unemployment rate
The public sector in UK is experiencing a shortage of skilled workers. The sectors
such as healthcare, Education, construction and social care etc. are facing this challenge in
spite of the high unemployment rate in the country. Firstly, due to Brexit, UK had to face a
massive skilled worker shortage that created the problem of lack of skilful workers in UK.
Later, the issue got triggered by the happening of Covid19 pandemic that also created the
employment issues due to the imposition of various restrictions by the UK government so as
to follow the safety measures taking into consideration the health of all employees whether
skilled or unskilled or semi-skilled but due to which the employment of skillful employees
also got affected (Fuchs, 2021). In the entire UK, there have been vacancies in most sectors
of the economy like over 42000 in construction, 60000 in transport and 170000 in in food and
accommodation etc. The skill shortages is mainly being faced due to the drop in the
workforce during the first lockdown due to which the number of EU workers fell by almost
300000.
Mainly due to the Brexit and Covid19, the skills shortage list has grown extensively.
Thus, various technical occupations that would not have qualified for general Visa of the old
Tier 2 is qualified for a skilled worker Visa. The examples of such occupations are
electricians, plumbers and IT users support technicians etc.
b) Discussion of long-term labor market developments for addressing skill shortages in the
healthcare sector professions in UK
A labor market is a place where the employees and workers interact with each other
and in which the employers face competition to recruit the best employees and there is a
competition among the workers for satisfying the job in a bets manner (Peretz, 2021). The
high skill shortage is being observed in the healthcare sector in UK. So, as part of the labor
market developments, this sector is taking the steps that are discussed here. For example, it is
using the technology to track the productivity of remote staff that they lacked earlier. They
are also developing current application infrastructure so as to support the workflow efficiency
that the administrators of hospital now want and that they lacked earlier as a result of which
they have to face skill shortages. For mitigating the skill shortages, they are using traditional
solutions such as cross training the workforce, workforce planning, etc. so as to provide the
short-term fixes.

In many industries, outsourcing has also been a key strategy for addressing the staff
shortages and for getting access to highly qualified resources. In the health care sector of UK,
with the help of outsourcing, the workforce management tasks like employee hiring, training
and operations management etc. are governed by the numbers and are prepared for the on-
time deployment (Zahari and Kaliannan, 2022). From the recent studies, it has been found
that the hard-to-fill vacancies are more in the healthcare sector if UK. Now the health care
sector is not using the healthcare assistants in place of skilled team that earlier happened due
to which it increased the odds of patients dying. Now the company is taking skilled worker
according to the CIPD map so as to ensure increased productivity that will lead to better
image of the country in terms of addressal to skill shortages.
The nursing staff shortage is the most concerning issue for the healthcare sector in
UK. Now the NHS (The national health services, a public organization responsible for
facilitating and providing public healthcare to all the citizens of UK) is taking steps
for taking almost 108000 full-time equivalent nurses in UK in the next 10 years’ time to
compensate the loss suffered by the sector due to Brexit as well as Covid19 pandemic in
terms of the skill shortages (Hagan and et. al., 2022). So, the healthcare sector or the
governing organization is taking effective steps for mitigating and addressing the skill and
staff shortage issues in UK by the benefits of technology, outsourcing, and employment to
skilled nurses.
CONCLUSION
From the above project work, it can be analyzed that the people management is very
imperative for all the business organizations irrespective of the size or sector and regardless
of their international or domestic presence as the human resources serve as the most
important asset of any organization. So, businesses must strive to hire right and skillful
persons to increase the productivity of business and simultaneously reducing the lab our
turnover rate. CIPD has defined certain Core behaviors and Core principles and specialized
knowledge that must be instill in the human resources by HR managers and that must be
followed while expanding the business so as to maintain the diversity in business and keep
the values of organization shared across the entire company. In UK, various companies have
faced the staff shortages mainly the health care sector and now with the help of long-term
labor market development, they are able to overcome and address the staff shortage issue.

REFERENCES
Books and journals
Fuchs, C., 2021. Communicating COVID-19: Everyday life, digital capitalism, and
conspiracy theories in pandemic times. Emerald Group Publishing.
Hagan, K., and et. al., 2022. COVID-19 vaccine mandate for healthcare workers in the
United States: a social justice policy. Expert review of vaccines, 21(1), pp.37-45.
Iszatt-White, M., 2021. The challenge of reflexive pedagogy in executive education: a
personal case study. In Handbook of Teaching and Learning at Business Schools.
Edward Elgar Publishing.
Konte, A.G., 2021. Mindfulness and its impacts on managers: A pilot study. Human Systems
Management, 40(4), pp.605-617.
Li, J. and Hrubec, D., 2021. A review of our three-year editorial experience: 2019-2021.
Human Resource Development International, 24(4), pp.353-358.
Malik, A. and Sanders, K., 2021. Managing human resources during a global crisis: A
multilevel perspective. British Journal of Management, 10, pp.1467-8551.
Masenya, T.M., 2022. Integrating Talent and Knowledge Management Practices in the New
Normal Business Environment: Developing Future Leaders in Public Sector
Organizations. In Navigating the New Normal of Business With Enhanced Human
Resource Management Strategies (pp. 113-144). IGI Global.
Peretz, H.V., 2021. A perspective on organizational decline in the public sector: A case study.
Public Money & Management, 41(2), pp.161-171.
Turner, P., 2021. What Is Management; What Do Managers Do?. In The Making of the
Modern Manager (pp. 1-32). Palgrave Macmillan, Cham.
Zahari, N. and Kaliannan, M., 2022. Antecedents of Work Engagement in the Public Sector:
A Systematic Literature Review. Review of Public Personnel Administration,
p.0734371X221106792.