HR Professional Roles, Resourcing Activities, and CIPD Analysis Report

This report provides a comprehensive overview of HR functions within an organization, using Dyson as a case study. It delves into the roles and responsibilities of HR professionals, referencing the CIPD professional map to highlight best practices in decision-making. The report analyzes key resourcing activities, including planning, recruitment, and selection, and explains how these functions contribute to achieving organizational objectives. The report also examines both internal and external recruitment sources, along with the selection process. The report emphasizes the importance of effective HR management for fostering a positive work environment, enhancing employee productivity, and ensuring long-term organizational success. The analysis highlights how HR professionals at Dyson apply these principles to manage their workforce effectively.

Managing People
Table of Contents
INTRODUCTION.......................................................................................................................................3

Main Body...................................................................................................................................................3
TASK 1.......................................................................................................................................................3
Meaning of HR professional along with the reference of current CIPD professional map......................3
TASK 2.......................................................................................................................................................5
Explain the organizational objectives within resourcing activities such as planning, recruitment,
selection which HR functions is responsible to deliver............................................................................5
CONCLUSION...........................................................................................................................................8
REFRENCES..............................................................................................................................................9
INTRODUCTION
Human resources are significant part of an organization thus need to manage in an
effective manner. In organization, there are numerous functions such as recruitment, selection
and more are undertaken by HR mangers to maintain positive environment at work place
(Järlström, Saru and Vanhala, 2018). For the current report, Dyson has been selected that is
technology based company of UK. It was founded by Sir James Dyson in the year of 1991.
Company provides a range of household appliances in different countries. The current report
renders valuable insights regarding the duties, roles of HR professional in reference of most

recent CIPD professional map that has been developed with an aim to assist HR professionals in
decision making. In addition, different HR functions such as planning, recruitment, selection that
are crucial to achieve predefined objectives have also been included in current report.
Main Body
TASK 1
Meaning of HR professional along with the reference of current CIPD professional map
HR professional are those person who responsible to recruit and select most suitable
candidate for the job opening within company (Durrani and Rajagopal, 2016). They arrange
interviews and execute proper screening to identify more competent and qualified applicant. For
this, HR professional also carry out multiple round of interviews such as telephonic, face to face
that helps to take effective decisions whether to select a candidate or not. After recruitment they
need to give proper orientation to new employees to aware them with organizational rules,
regulations and policies. In addition, HR managers also arrange training and development
programs for employees in order to enhance their productivity and outcome. In regards of Dyson,
Hr managers of entity are responsible to hire, train as well as motivate subordinated to retain
them for a longer period of time.
CIPD is a professional map that has been developed by charted institute of personnel and
development to assist HR managers to take appropriate decisions. It is a framework which is
used worldwide to create positive and better environment at work place. Main aim of this tool is
to emphasis on value based decisions to improve working conditions within entity. Here, proper
guidance is provided to HR of Dyson managers so that they will be able to deal with different
situations arise at work place in an appropriate way. Here, several professional values and
standards which need to be follow by personnel’s while taking decisions. It will lead to better
decisions and help in overall growth and success of company. AS per the most recent
professional map identical professional values need to be follow in entire HR industry at global
level to minimize ambiguity and facilitate effective decision making across the globe. It is
essential to build trust and bring desire changes at work place. In this regard, responsibility of
HR managers is to follow all the necessary principles and values to formulate positive working

conditions. They need to maintain effective communication with employees and treat them as
social element. In addition, they are also responsible to identify the contribution of workforce in
organizational growth and success and provide them necessary recognition. Therefore, It is
analyzed that HR personnel’s of Dyson used recent CIPD model to take effective decisions for
overall growth and success of entity.
According to CIPD professional map HR managers are the people who are responsible to
maintain better coordination at work place. For this, they need to get in touch with employees on
continuous basis in order to solve their problems (Marr, 2018). Decisions should be based on
prior values and principles & they need to use specialized knowledge, expertise to ensure future
growth and success of entity. HR managers of Dyson have great influence over employees as
they interact and coordinate with them on regular basis. It is the duty of HR professional to
identify grievances, problems of subordinates and provide effective solutions. CIPD professional
map helps a lot to identify and execute various HR related functions such as recruitment,
selection, training, motivation and more in an effective manner. Therefore, HR persons are
important and undertake several administrative activities in company for the overall growth and
development of workforce. In addition CIPD model is evolved and modified on timely basis so
that human resource managers can perform their duty in an appropriate way.
TASK 2
Explain the organizational objectives within resourcing activities such as planning, recruitment,
selection which HR functions is responsible to deliver
There are several functions performed by HR managers in order to achieve desired
results. These activities are carrying out to maintain positive and healthy environment at work
place where employee can grow and prosper (De Stefano, Bagdadli and Camuffo, 2018). It is
essential to make appropriate plans to avoid future uncertaimties and maintain sufficient number
of workforce within entity. For this, there are several activities such as recruitment, selection and
more are undertaken by managers. Some crucial functions of HR managers of Dyson are
mentioned as under:
Planning: Under this, managers prepare make anticipation about future requirement of
human resources within company and formulate strategies accordingly. It is a process that is

undertaken to execute better utilization of available resources thus gains competitive advantage.
HRM planning It is essential to keep a proper control over cost & avoid situations of shortage
and surplus of workforce within company at any point of time. To meet with future requirement,
it is essential to make appropriate plans. For this, they analyze current environment and future
environment of company and then take further actions accordingly. For instance, if company is
going to witness higher demand in near future then HR managers recruit and select more
candidates to fulfill demand arise at market place. While working in Dyson, I monitored that
managers follow a complete process such as analyzing current manpower, forecasting about
future demand, identifying sources to get qualified candidate in order to accomplish predefined
organizational goals. It helps them to meet with future uncertainties and grab the opportunities of
success and growth in future. HRM planning is significant for managers as it helps to maintain
sufficient number of employees within entity to perform several business task in best possible
manner.
Recruitment: It refers to the process to attract more number of candidates towards job
opening in company. Here, a pool of potential candidates has been created via inviting
applications in order to get most suitable applicant. Main aim of recruitment process is to get
more number of applications so that mangers get an opportunity to select most competent
candidates who best fit with current job role. There are internal as well as external sources are
used to get potential employee (Sparrow, Cooper and Hird, 2016). Dyson undertakes both kind
of sources to create a huge pool of competent and potential candidate. These sources are given as
under:
Internal Source: It refers to fill the current vacant position at internal level without
giving an opportunity to external talent. It can be done through transfers, promotions and
demotions. This is the most suitable way for those companies that wish to keep the information
confidential. Mostly, higher positions such as managerial and administrative level are filled with
internal sources. Here, employees are trustworthy as they have been associated with organization
for a longer period of time. In addition, it also incurred lower cost to train new employees and
make them familiar with working condition. With this, managers are not able to get young and
more enthusiastic candidate that restrict more innovative and creative approaches. It is monitored
that Dyson, appoint higher level authorities with internal sources as they more reliable and

trustworthy. It helps them to get more experienced and potential candidates with minimum
possible cost.
External Source: Here, applications are invited from external sources. In this, managers
invite more number of candidates to apply for job opening within organization. With this, they
get enthusiastic, creative as well as more innovative applicants who will contribute towards
organizational growth and success (Rastogi and Srivastava, 2017). In context of Dyson, it is
monitored that company undertakes external sources to enlarge pool of potential candidate and
get new talent onboard. With this, managers are able to get innovative, creative as well as
enthusiastic individuals who will lead the entity towards higher success. There are several
sources from where managers can hire suitable employees which are given as under:
Advertisement: Managers give advertisement of vacant post in newspaper, website and
other social media pages of company. Here, they get response from applicants who wish to get
job for that particular position. By this, managers are able to get a potential candidate who posses
all the necessary skills to perform roles and responsibilities associated with vacant post.
Walk- in interviews: Nowadays, organizations also arrange walk interviews through
which they invite young and new talent for interview. It is the best way to hire a competent
person with minimum efforts. Here, individual’s posses required skills approach to company and
attend interview round.
Campus Recruitment: Companies that wish to get fresh talent and bulk recruitment use
campus recruitment. Here, managers get young and enthusiastic candidates with unique &
innovative approach that will be beneficial for organization and help to achieve desired goals.
It has been monitored that managers of Dyson carry do advertisement, and arrange walk
interviews to get more number of application to fill the vacant positions within company. In
addition, it also has tie-ups with some colleges and universities to get more innovative and
creative talent. With this, managers are able to get competitive advantage and desired outcomes
within predefined period of time (Lazarova, Peretz and Fried, 2017).
Selection: After recruitment the next step is to select most potential and suitable person
who possesses the skills to perform job roles and responsibilities. Here several steps are used to

select a compent candidate. For this, managers execute multiple rounds of interview, screening
that is essential to hire more suitable employee. It is a process to put a right person on right job.
Recruitment is positive process in which organization invites application to attract more number
of candidates towards job opening. Whereas selection is a negative process under which
managers eliminate those person who are not consider as a best fit for vacant position. Here, HR
managers arrange several round of interview such as telephonic and face to face to select right
person to achieve organizational goals and objectives (Zare, Tahmasebi and Yazdani, 2018). It is
an important process that not only eliminates non-competent person but also ensures future
growth and success of company. Here, it is significant to adopt effective strategies of elimination
to get an efficient candidate. In context of Dyson, managers of organization adopt a complete
process to select a competent person. For this, they arrange multiple rounds of interviews execute
medical check ups wherever required and complete all the formalities before final selection. At
the time of selection, they also render offer letter to candidates in which date of joining along
with job roles and responsibilities are mentioned. With this, organization ensures to get right
candidate onboard to achieve set goals and results in stipulated period of time.
From above discussion, it is analyzed that there are several functions are executed by HR
managers of respective organization. They make plans, recruit and select appropriate candidate
who will be able to perform assigned roles and responsibilities in better manner to attain desired
goals.
CONCLUSION
From above discussion, it is analyzed that HR is an essential function of business that
comprises several activities to achieve predefined objectives. Here, Human resource managers
are responsible to perform various activities such as recruitment, selection and more to ensure
long term growth and success of company. In addition, CIPM is a professional map which has
been developed to enhance decision making abilities of HR professionals at global level.
Discussion has been carried out regarding HR functions like planning, recruitment and selection.
HRM planning is essential to make anticipations about future requirement and avoid the situation
of shortage and surplus of workforce within company. It helps to achieve business objectives and
goals by meeting with current market demand in an appropriate way. Further, recruitment and

selection play significant role in hiring of a potential and competent candidate to accomplish
predefined objectives. Moreover, HR practices are used in different companies to manage work
force in an appropriate way.
REFRENCES
Books and Journals
De Stefano, F., Bagdadli, S. and Camuffo, A., 2018. The HR role in corporate social
responsibility and sustainability: A boundary‐shifting literature review. Human Resource
Management, 57(2), pp.549-566.
Durrani, A.S. and Rajagopal, L., 2016. Restaurant human resource managers’ attitudes towards
workplace diversity, perceptions and definition of ethical hiring. International Journal of
Hospitality Management, 53, pp.145-151.
Järlström, M., Saru, E. and Vanhala, S., 2018. Sustainable human resource management with
salience of stakeholders: A top management perspective. Journal of Business
Ethics, 152(3), pp.703-724.
Lazarova, M., Peretz, H. and Fried, Y., 2017. Locals know best? Subsidiary HR autonomy and
subsidiary performance. Journal of World Business, 52(1), pp.83-96.

Marr, B., 2018. Data-driven HR: how to use analytics and metrics to drive performance. Kogan
Page Publishers.
Op de Beeck, S., Wynen, J. and Hondeghem, A., 2016. HRM implementation by line managers:
Explaining the discrepancy in HR-line perceptions of HR devolution. The International
Journal of Human Resource Management, 27(17), pp.1901-1919.
Rastogi, A. and Srivastava, G., 2017. E-HRM: Emerging HR Practices in Private
Banks. International Journal of Engineering and Management Research (IJEMR), 7(3),
pp.111-116.
Sparrow, P., Cooper, C. and Hird, M., 2016. Do we need HR?: repositioning people management
for success. Springer.
Vijayalakshmi, D., 2016. HR Outsourcing: A Futuristic Trend. Splint International Journal of
Professionals, 3(10), p.38.
Zare, M.S., Tahmasebi, R. and Yazdani, H., 2018. Maturity assessment of HRM processes based
on HR process survey tool: a case study. Business Process Management Journal.