HR Professional: Contemporary and Emerging Business Environment

This report provides an in-depth evaluation of the HR professional's role in the contemporary and emerging business environment. It explores the responsibilities and relevance of HR within a company, integrating the CIPD professional map to identify best practices. The report emphasizes the importance of a well-informed HR team for business success, highlighting the need for HR professionals to act as advocates for both the company and its employees. Key skills, knowledge, and behaviors required for HR professionals are discussed, including employee management, resourcing and talent planning, and employee relations. The CIPD professional map is used to define and evaluate the roles and responsibilities of HR professionals across different levels of competence, from administrative support to leadership positions. The report concludes by reflecting on the impact of this knowledge on the author's understanding of the HR profession and its practical application in fostering a healthy and productive work environment.

5DVP – Part A
Zainab Mohammad
Assistant HR Manager – F&B
Alghanim Industries

5DVP – Part A 2
An evaluation of what it means to be an HR professional in the
contemporary and emerging business environment. AC1.1 (200
words)
The HR is one of the most important sections within the company, under this report
the HR responsibilities and relevance to the company will address in depth. The CIPD
professional Map will as well be integrated to help in the identification of the best HR
professional practices among other concepts. Every business requires a well-informed HR
professional or team that ensures the success of the business. Most companies in the current
world fail due to the lack of a well-established HR sector (Davidson, 2012). This means the
company lacks an active link to join all the company resources to function as a single unit.
For one to openly identify as an HR professional, it is essential to understand what it
means to be one. Being an HR professional means being the employee hired to be the
advocate of both the company and the employees. This means an HR professional is
responsible for the friendly relationship between the company and the employees of the
company. An ideal HR professional establishes, maintains, develops and manages the
company policies and ensures that the benefits of both the employer and the employees are
well addressed. This comes with multiple responsibilities such as the recruitment, screening,
interviewing and placing of the workers within the different sectors of the business. The HR
professional may also handle other sensitive matters such as employee relations, benefits,
payroll and employee training (Harrison, 2011). For an emerging business, these are some of
the most sensitive operations of the company. A slight failure in the sector means the
business operations are entirely crippled making the HR professional such a crucial part for
the emerging business. At the startup level, each business requires the best team that is ready
to sacrifices a lot for the company. The HR professionals are responsible for ensuring the

5DVP – Part A 3
employees deliver this for the company. In return, the company manages to get off the
ground and support its employees. This relates more to a symbiotic relationship between the
company and the employees with the HR personnel playing the critical role in the equation.
The range of knowledge, skills and behaviours required by HR
professionals and stating why these are important (use the terminology from
the CIPD Profession Map and illustrate with examples as appropriate). AC1.1
(350 words)
For a person to achieve this as an HR professional with a range of knowledge, skills
and behaviors are required. The CIPD professional map pinpoints multiple examples and
their importance for the company. Some of the skills and knowledge and behaviors include;
Behaviors: Curious, this behavior is future-focused, inquisitive and open-minded as covered
In the CIPD Map. It's an essential behavior for an HR professional since it seeks out evolving
and innovative ways that in return add value to the organization or business. Decisive thinker,
this is another behavior, this demonstrates the ability of the professional to analyze and
understand the data and information which is presented to them quickly. Following the CIPD
professional Map, one uses the information, knowledge, and insight in a structured way to
help the organization in the identification of options, as well as recommendations in the
company. Also, this behavior helps in the making of robust and defendable decisions.
Another behavior is the skilled influencer which helps in the demonstration the ability of the
HR professional to influence and gain the necessary commitment and support from the
different stakeholders in the company. This is captured in the CIPD professional map and
helps in the identification of ore behaviors.
Apart from the behaviors different skills that are very relevant for the profession and also
highlighted in the CIPD professional map these include; Employee management skills, the

5DVP – Part A 4
ability to help in the strengthening of the connection that all employees have with their work,
organization, and colleagues to ensure that their work fulfils them. In return, this leads to
higher contributions to the business by the employees. Another essential skill for the
profession is the resourcing and talent planning; this skill ensures that the company has the
right resources regarding the workforce, capability, and talents required within the company.
Also, in line with the CIPD professional map, employee relations skills are a skill set that
ensures the mutual relationships between the company and the workers are well managed
with a clear framework underpinned by the organization. Under knowledgeability of the HR
professional, different context is essential for the profession in any business, CIPD's
Professional map has helped in the scrutinizing of some of these areas. They include;
organization design, this is the knowledge on how an organization I appropriately designed to
deliver maximum long-term and short-term goals, the professional in the HR sector also
needs the service delivery and information knowledge. This knowledge helps ensure
customer focused HR service delivery by the company. The increased knowledgeability of
the HR professional sees the business grow to extreme heights due to the increased business
productivity (Kramar & Steane, 2012).
How the CIPD Profession Map is used to define and evaluate what HR
professional do. AC1.1 (200 words)
From the analysis, it is essential to address how the CIPD professional map is used to
define and evaluate what HR professional do. The professional map covers 10 professional
areas which are inclusive of both skills and knowledge, 8 behaviours, set out in 4 bands of
competence, the map covers every level of HR professional, from band 1 which entails the
support of the colleagues with the administration process of the company, this entails
different concepts such as the organization development, this is an important responsibility
that has been mapped out by the CIPD professional map, it clearly states what the HR is

5DVP – Part A 5
expected to do which is the organization development, it is the duty of the HR to identify the
individual capabilities and organise the organization in respect to such considerations, this
gives the HR an administrative role in the company which is very important. Then Band 2
which advises and manages the HR related matters that will connect to different individuals
or teams in the organization. This identifies another responsibility of the HR, it clearly states
what the HR is supposed to do within the organization and that is the stablishing of relations
in the company, ensuing different members within the organization are related productively.
This sees the HR professional to another level the Band 3 which leads the professional to the
level of acting as a consultant and covers the key HR challenges in the organization. Finally,
to Band 4 which includes the leadership of a particular section of the business. This is a
breakdown of how the CIPD professional map is used to define and evaluate what HR
professional do in the company (Armstrong & Taylor, 2014).
Conclusively, the report positively impacts my knowledge about the HR profession. It
helps on in the realization of the key skills that are expected from an HR professional. These
skill help in the management of the company and the employees. The utilization of the CIPD
professional map has also exposed me to a significant amount of information regarding the
company management and leadership skills relevant for the HR professions which is
extremely useful and applicable to any company. Some of these skills include employee
engagement, resource and talent planning and employee relations are the skills that have
affected how I interact with the employees as the HR. these skills helps build a healthy
working environment where the engagement among the employees is boosted. With this, the
communication flow in the company I perfect hence delivering in the company will be
achieved this is also inclusive of employee relations, with a perfect employee engagement
skill set, the employee relationships are affected positively as well. Also, another important
thing that I have picked is the resource and talent planning, as learned from the CIPD, the HR

5DVP – Part A 6
is responsible for identifying the employee’s talents among other strengths during the
recruitment period or as they employee establishes in the company. The skills involved
require me as the HR professional to identify this and allocate or assign tasks to the
employees where their strengths are based. This improves the employee’s productivity and
gives the job satisfaction. These skills have proved to be very effective to me in relation to
the profession, interacting with other people and ensuring the relationships between different
people in the company determines the company’s progress and success, it is up to the HR
professional to consider all the mentioned and covered skills and push their company to
greater heights.
References
Armstrong, M., & Taylor, S. (2014). Armstrong's handbook of human resource management
practice. Kogan Page Publishers.

5DVP – Part A 7
Davidson, P. (2012). Preparing the next generation of HRM professionals: An international
comparison of tertiary HRM programs.
Harrison, P. (2011). Learning culture, line manager, and HR professional practice. Journal of
European Industrial Training, 35(9), 914-928.
Kramar, R., & Steane, P. (2012). Emerging HRM skills in Australia. Asia-Pacific Journal of
Business Administration, 4(2), 139-157.
Mayo, A. (2016). Human resources or human capital?: Managing people as assets.
Routledge.