Human Resource Management Report: CIPD and Professional Development

This report delves into the core aspects of Human Resource Management, focusing on the CIPD professional map, continuing professional development (CPD), and various HR practices. The report begins by summarizing the CIPD professional map, highlighting its core areas of professionalism, including employee engagement, employee relations, and service delivery, and then it discusses the 8 behaviors associated with the map, such as curiosity and collaboration. It then explores the concept of leading HR, emphasizing the importance of understanding customer needs and effective communication methods. The report also analyzes different communication methods, including email, telephone, and the internet, and assesses effective delivery in HR practices. Finally, the report examines the importance of CPD for HR professionals, including a structured plan for achieving professional development goals. The report uses various references to support the claims and provides valuable insights into the key elements of HRM.

Running Head: HUMAN RESOURCE MANAGEMENT
HUMAN RESOURCE MANAGEMENT
Name of the Student
Name of the University
Author Note:

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Activity 1
Summary of CIPD professional Map
The professional map of CIPD is comprised of two core professional areas, 10 areas from
professionalism, 8 behaviors, and 4 bands that made with professional competence. The CIPD
professional map was developed to provide help and manage the progress of employees
throughout the career of their profession (Griggs and Allen 2018). The map is a good tool to be
used in organizations to measure the strength and weaknesses of the employees. This helps the
organization to identify the requirement of training and development for the suitable departments
of the organization (Taylor 2018).
The two core professional areas of CIPD are Insights, and Strategy and solutions. This is
located at the middle of the map. It helps the organization to understand the institution’s use of
strategy and solutions for better growth in future. Leading HR – It refers to performing as a role
model to expand and develop the presence of the Human Resources (Syrigou 2018). Along with
this, it includes supporting, understanding, and developing the data. Based on the information of
the CIPD website the areas of professionalism are mentioned in the following section.
Employee engagement – This aspect is about making strong connection between organizations
and the workforce of the organization (Mulhall and Campbell 2018). This is the procedure to
fulfill the work and make a procedure for contribution.
Employee relation – This aspect ensure how the employees handle the framework of the
organization and its practices, culture, policies, and regulations (Sharma 2018).
Service Delivery and information – This is the procedure to ensure the concept of customer’s
focus and the delivery procedure throughout the period of employee lifecycle.

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Design of the organization – It is the procedure to assure the preparation of the organization and
provide outstanding impact in both short term and long term (Davies 2017).
Development of the organization – It is the procedure to identify the capabilities of individual
employees of the organization (Iscandarov 2018). It is the process to provide support for
effective optimization of the employees to reach the organizational goals.
Planning for resourcing and talent – It is the concept of making the organization aware about
the right selection of the employees (Powell and Walsh 2018). It is the behavior that ensures the
justification of the capability and talent of the organization for immediate ambitions.
Development of learning and talent – It is the way to ensure both the organizational and
individual capability. It helps to make proper alignment with the knowledge and organizational
requirement (Rose 2018). This area helps to generate a proper learning or training culture.
Performance and reward – This is the component to manage the achievement of the
organization with proper delivery of the programmers and rewarding the capable one with proper
skills and knowledge.
On the other hand, the 8 behaviors of the CIPD professional map are –
 Curiosity – the professional needs to concentrate contributing innovative values to the
organization at an increasing rate.
 Decisive thinking capability – the ability of the professional to collect data from various
sources and making recommendation for the activity of decision making (Parks-Leduc et
al. 2018).
 Skill of influencing – The skill that makes a person skilled enough to provide benefit to
the workforce and the entire organization.

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 Personal credibility–The ability to influence the organization from multiple aspects to
bring the organizational success (Boskov, Zezova and Serafimova 2018).
 Collaboration – Is the ability to work with individual difference within the organization.
This helps the organization to avoid internal conflicts from the employees end.
 Driven to deliver – the professional always committed to serve for the organization with
the complete potentiality.
 Courageous for accepting challenges – it is the ability that makes a professional to accept
all the adverse situations within and outside the organization. It also highlights the
potentiality of the organization to provide the workers with less challenge (Vanderdeelen,
2018).
 Role Model – Role model is the desired concept by every employee of the organization.
These are the 8 behavioral areas of a CIPD professional map.
Activity 2
Leading human resource is the area of profsessionalism that focuses on the active insight
and active leading to shape and drive the osrganizational goal. The effective leaders incorporates
with 3 main areas that includes – personal leadership, leading others, and issues of leadership.
After mentioning the three main areas of leadership, it include other eight different professional
areas and for bands that need to be identified by the lead HR (Vanderdeelen, 2018)..
Understanding the customer needs is important for the HR professional to provide effective
service. Employees who might ask for information for the available holidays, salary and other
terms and conditions. Even the candidates who seek for job in the organization are the
customers for the HR (Iscandarov 2018). They need proper assistance with the application for
the opening or vacancy. The fresh candidates asking or seeking job to the HR is a type of

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consumer seeking for taking and providing service. It is not an easy responsibility of the HR
manager to assure about timely and effective services to their customers (Mulhall and Campbell
2018). The requirement of the customers varies person to person. This is the conflicting matter
infused with the workload the HR needs to prioritize all the scheduled responsibility for the
organization as well as for the customers. These challenges should be prioritized and managed
according to the time for providing an effective service towards customer satisfaction. The HR
practitioner needs to identify the requested person and the person requesting for the service
(Davies 2017). These are the probable matter to be taken into consideration before planning for
any schedule.
Communication method
Communication is the most important component to be addressed by the HR
practitioners. A conversation is aimed at complete understanding by the persons receiving the
message. There are several communication methods existing to provide the right message to the
right person. Email – email or electronic mail is the most common practice of communication
adopted by maximum agencies globally (Sharma 2018).. It is one of the easiest tools to be used
with a short period of time. It has the capability to reach to the consumers at the fastest speed
possible. It can rightly convey the message to the right person the sender wants to reach.
However, the method has its own disadvantages. It can be sent to a wrong person by mistake
through putting wrong email address of the receiver. Telephone – It’s the quickest method to
convey a message to the right person. Telephonic conversation is effective at receiving
immediate answers (Griggs and Allen 2018). However, there is a crucial disadvantage attached
with telephonic conversation. If the conversation is not recorded there will be no evidence about
the conversation. However, the technology is improved enough to provide recording facilities for

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the telephones. Internet – The internet service is enough advanced to provide effective
communication between customers and the authority. It is the way to convey important messages
to the staffs as well as to the consumers. Normally the internet needs to be updated on daily basis
for getting proper information (Griggs and Allen 2018).
Effective delivery
Delivery is the effective service by which a consumer measures the efficiency of the
organization. To provide proper delivery to the consumers is a crucial job for the managers. The
manager needs to keep the promise for meeting the expectation made by the consumers.
Compromising something over the consumer demand will be affecting the business. This matter
of effective delivery is the process to build customer loyalty. To put it simply, it can be said that
consumers will developed trust for the company (Boskov, Zezova and Serafimova 2018). It is
advisable to the managers, in the case of receiving various complaints against the service; they
must identify the problem first to make the resolution. The customer must be convenience about
the concern shown by the managers towards them. However, the managers must keep into mind
about the company budget at the types of services they want to provide to the consumers. In the
case of implementing new HR strategies the budget of the company should be taken into
consideration. For the HR practitioner it is expected to implement the best for the budget related
solution. The HR practitioner needs to identify implement various tools to solve the issues
problems and incorporate a new HR system that enables the professionals to have a system
called payroll and appraisal.
Concluding this, it can be stated that the 8 specialist and professionals areas in a HR
practitioner can develop the career and help to become a successful one. The different methods
of communication available for the HR and consumers or employees teach to handle difficulties

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within the origination and provide a guarantee of effective delivery procedure (Boskov, Zezova
and Serafimova 2018).
Activity 3
Importance of CPD
CPD refers to continuing the professional development. It is important for finishing the
training and achieving the degree to complete the entire CIPD course. It can be said that the first
part of the mission can be accomplished however the same thing is important for the
professionals to continue the experience within the workplace for attaining efficiency. It is
important to ensure the continuity to become competent in the required field of profession. It is
an ongoing process the professional is committed for continuing the professional career.
Name Membership Number
Covering the period from To
What do I want? What will I do to
achieve?
What resources
or support will I
need?
What will my
success
criteria be?
Target for
completing
the
program
Device a CIPD
course
Meet with the self-
learning with the
best practices
through reading
and attaining
conferences with
best external
experts.
Time and money The ability to
implement my
learning in
practical and
providing
support to the
organizational
development.
6 months
Gaining the
knowledge of
employment
Meeting the
external experts
and attaining the
employment law
course to upgrade
the knowledge. It
will also require
Time and money The ability to
implement the
knowledge
acquired from
the senior
managers
6 months

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coaching or
training from the
senior managers of
the organization.
Getting
qualification
training
After attending the
training from the
senior managers of
the organization, it
will be easy to
understand the
basic and simple
steps of CIPD and
CPD. It will be
better to look
forward for
training related to
the qualification
for CIPD and HR
professionals.
New group of
unofficial mentors
to provide
challenges to
measure the
efficiency. This is
important to
partially use the
advice from the
outside sources to
observe the career
from a different
perspective.
Gained
training for
qualification
procedure and
getting positive
feedback from
the people
associated with
the training
program.
Consecutive
3 years.
Getting knowledge
about management
of diversity within
the organization.
Working under the
supervision of
different
departmental head.
This will be easier
to achieve by
continuing the
training sessions
with the senior
managers and
shadowing their
understanding in
the current domain
of studies.
Cooperation from
the departmental
heads. Time and
the capability to
attend and
implement the
components from
the coaching.
The fluency in
communicatio
n among the
candidate and
the
departmental
heads.
3 months
Getting knowledge
about creative
employee
engagement
Working with the
staffs to identify
the creative and
talented employees
of the organization.
Along with that,
working with the
departmental head
to learn about
utilizing the talents
for the right field
of work.
Support from the
departmental head
for utilizing the
talents at the
appropriate field.
Along with this,
support from the
employees to
observe and
measure their
creativity and their
use in the
organization.
The capability
to implement
the gathered
knowledge
from the
departmental
supervisors.
The ability to
understand and
identify the
talented
employees and
utilize them in
3 months

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the right field
within the
organization.

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References
Boskov, T., Zezova, A. and Serafimova, M., 2018. Career Management and New Organization
Perspectives. Calitatea-acces la succes (Quality-Access to Success), 19(165), pp.110-113.
Davies, J., 2017. CIPD's profession for the future project and its implications for the HRD
curriculum in UK universities.
Griggs, V. and Allen, J., 2018. The Value of an HR Professional Group for Organizational
Learning. International Journal of HRD Policy, Practice and Research, 3(1), pp.43-57.
Iscandarov, R.R., 2018. Talent management as a method of development of the human capital of
the company. Revista San Gregorio, (25), pp.107-113.
London, G.C.U., 2018. MSc Fashion and Lifestyle Marketing.
Mulhall, S. and Campbell, M., 2018. Embedding Career Competencies in Learning and Talent
Development: Career Management and Professional Development Modules. In Teaching Human
Resources and Organizational Behavior at the College Level (pp. 133-171). IGI Global.
Parks-Leduc, L., Rutherford, M.A., Becker, K.L. and Shahzad, A.M., 2018. The
professionalization of human resource management: Examining undergraduate curricula and the
influence of professional organizations. Journal of Management Education, 42(2), pp.211-238.
Powell, P. and Walsh, A., 2018. Whose curriculum is it anyway? Stakeholder salience in the
context of Degree Apprenticeships. Higher Education Quarterly, 72(2), pp.90-106.
Rose, M., 2018. Management: Alternatives, Consequences and Contexts, London: CIPD. Rose,
M.(2018) Reward Management: A Practical Introduction, 2nd edn, London: Kogan
Page. Human Resource Management, p.162.

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Sharma, K.G., 2018. E LEARNING THE FUTURE OF PROFESSIONAL EDUCATION WITH
SPECIAL REFERENCE TO BUSINESS SCHOOLS OF MUMBAI.
Syrigou, A., 2018. Exploring the HR Role and Professionalisation: HR Practitioners as Aspirant
Professionals? (Doctoral dissertation, University of Portsmouth).
Taylor, S., 2018. Resourcing and talent management. Kogan Page Publishers.
Vanderdeelen, A., 2018. Take the Best from East and West 2-20 July 2018.