Human Resource Management Report: CIPD, Ulrich Models & Hilton

This report provides an overview of Human Resource Management (HRM), focusing on the CIPD and Ulrich models. It examines the CIPD professional map, detailing eight professional behaviors like curiosity, decisive thinking, and collaborative skills, while also pointing out their pros and cons. The report then analyzes the importance of professional development and tools such as self-assessment and training. The report also contrasts the Ulrich model, which emphasizes competencies such as credible activism and strategic positioning, with the CIPD model, highlighting their different approaches to HR management. Finally, it applies these concepts to a case study of the Hilton Hotel, discussing how the models can be applied to improve HRM practices. This report provides valuable insights into the practical application of HRM theories within a real-world business context.

Human Resource Management

Table of Contents
INTRODUCTION...........................................................................................................................3
1........................................................................................................................................................3
2........................................................................................................................................................5
CONCLUSION................................................................................................................................7
REFERENCE ..................................................................................................................................9

INTRODUCTION
Human resource management (HRM) consist design of management functions which
help to maximise employees productivity. In respect to this, they are contributing their targets
with employer's strategic objectives (Chatrchyan, Khachatryan and Frühwirth, 2013). It is a
process that contain management of people through adopting organizational structure in
systematic manner. It will make effective business results through organization can make their
positive outcomes. HRM also encompasses to the management in firm in term of macro
perspective. Further, it also depicts art and science for making effective business results within
the firm. It will assist to manage people and process for encouraging them towards the business
goals. Present report is based on Hilton hotel which provide luxury and well services to their
customers. In addition to this, they are also taken care for their employees so that business can
maintain their objectives easily (Hilton services, 2016). In this context, in report covers critically
discussion of extend on professional map behaviour. In respect to this, it includes importance for
effective HR professional within the enterprise. Moreover, it also contains some examples
through manager can make solutions in term of agree and disagree in business results. In addition
to this, report analysis key difference between Ulrich and CIPD model.
1
CIPD professional map is one of the important model that describes the HR competencies
can how human resource manger should behave. Behavior of HR manage impacts a lot on the
organization and supports in motivating employees of the company to great extent. Professional
map discuss the highest standards of competency of the professional HR so that best results can
come out. CIPD model describes eight professional behavior that helps in the success of the
company significantly (Scheler, Irmler and Weigert, 2013.). Curious: HR manager of the company needs to have curious behavior. Individual must
focused on future and needs to find innovative ways of working. This behavior will give
optimistic results to the organization, as innovative ways will enhance productivity of the
firm. Trends keep changing so to sustain in the competitive corporate market it is very

important to behave curious, by this way organization will be able to reduce chances of
failure and HR manager will be able to forecast future uncertainties' efficiency (Van
Dongen,2012) . Decisive thinker: Professional map of CIPD model explains that decisive thinker
behavior of HR manager is very important for the entities. This will help individual in
analyses of data effectively thus sensitive issues can be resolved by the human resource
manager effectively (Scheler, Irmler and Weigert, 2013.). By using information properly
individual will be able to identify the various options which can help in accomplishing
goal of the company. On other hand this behavior is not appropriate because it avoids
long term standings of the company. It may be possible that fundamental errors can be
taken place which will give negative results to the entity. Skilled influencer: It is another behavior of HR manager which can give optimistic
results to the corporation. By this way HR manager of the company will be able to
influence other employees and they will be committed towards the firm. On contradictory
this behavior of HR manager is not appropriate for the entity because in this individual do
not arrange meeting for interaction so some times it creates negativity in the mind of
workers (Scheler, Irmler and Weigert, 2013). Personally credible: It is very important aspects in which manager of the company builds
professionalism in the workplace so that it can bring value for the corporation. HR
manager combine commercial and personal expertise for increasing performance of the
company. It is completely important for effective HR professionals, by this way they will
be able to enhance revenues of the company and by this way talent will stay in the firm
for longer period (Van Dongen,2012) . Collaborative: It is the behavior in which people work effectively within the workplace.
It is somehow poor HR professional activity because in this individual fails to build
contact and relationship with workers. In this, HR managers do not listen properly to the
views of others that spoil the workplace environment and people feel demotivated. By
this way job turn over get enhanced (Scheler, Irmler and Weigert, 2013). Driven to deliver: It is another behavior of CIPD model in the professional map. In this
manager have to focus on delivering best results by utilizing the resources well. It is

completely the best professional behavior and important for the success of the company.
BY this way HR manager will be able to use skills of human being in appropriate ways. Courage to challenge: HR manager have to show courage and confidence in the
workplace (Scheler, Irmler and Weigert, 2013.). This HR professional behavior avoids
difficult conversations that creates problem for the entity. When human resource manager
takes challenge without looking upon the situation then it shows that person is not
capable to perform better.
 Role model: It is another behavior in which HR manager has to behave independent and
have to look upon the legal parameters. This is very important and helps to avoid future
risks of the company (Scheler, Irmler and Weigert, 2013.).
Professional map is the term wherein individual effectively manage their work and
improves the behaviors towards the work. In this way, this map is more useful of the HR
professionals because they manage their work accordingly and attain the goals and objectives. In
this map includes various factor which helps to professionals for completing the work on time
and meet the deadline of the clients. Moreover, management can develop the organization under
which they hires to the employees as per their performance. In this context, newly employees are
able to deliver the best services to their customers. Apart from this, the professional map
includes the eight behaviours and ten professional area and four bands of the professional
Illustration 1: Professional map
Source: (Van Dongen,2012)

competence (Van Dongen,2012) In this way, the professional area as the term wherein individual
need to do the activities and requires the knowledge for fulfilling the activities and each areas of
the professional. On the other hand, behaviours cab be started as the detail wherein HR
professional requires to carry out their activities and four bands focuses on their development,
activities and planning.
All these factor helps HR professional for development of the organization and fulfilling
the demand of the clients. As per this map, it is the important for effective HR professionals
which depends upon the behaviours. It plays crucial role in the organization as part of the HR
professional because manager manage their work accordingly and they are able to meet the
demand of the clients. It includes the various factor under which without this map professional
not able to manage their work and not meet the demand of the clients. Accordingly, rewards also
includes this map which helps to motivating the employees towards the work. The HR
professionals provides to their workers which generates the interest towards the work and they
are able to deliver the best services to their customers (Scheler, Irmler and Weigert, 2013). It
helps HR professionals to easily manage day to day work at the work place and maintains the
work environment. Apart from this, behaviours like skilled influencer plays important role in the
map under which individual have the
Human resource development is large depends upon the individual ability, skill,
personality, capability and knowledge. In order to develop individual personality in the
professional manner, they have to develop their own professionalism. By use of various tool such
as self assessment, training and development programs, e-learning ,ethos, employees can
enhance their skills and knowledge. In order to improve the personality and professionalism in
the human resource management sector (Naqvi, 2012). Apart from that professional map is an
essential tool through which person can measure its capability and ability. Further by use of this
tool employees can also judge self image and evaluate his own personality. As per the concept of
professional map, it is the foundation of great HR capability regardless of role, location or stage
of career. As per the survey it has been founded that professional map defines the various
attributes in the individual personality it includes such s behaviour, attitudes, beliefs, perception
etc. An individual can assess his own performance and personality at workplace by use of this
framework. According to this measure, individual behaviours can determined. By use of this,
person can identify the various aspects of individual personality. In additional of this personality

of individual can developed by the self development (Boos, Loew and Beier, 2013). Employees
skills, ability, knowledge, capability can assist in developing his professionalism at workplace.
HR Professional are that who perform human response activities and practices. In order to
develop human resource development , individual requires to adopt the various programs such as
seminars, workshops of personality development, trainings and development programs, visual
classes of personality development etc. HR professionals can large;ly affected by the self
assessment and self evaluation programs. Individual can improve his personality and
professionals by learn the various aspects of personality development. By use of mapping
employees can evaluate his own performance at workplace. It can be said that in order to develop
individual personality he/sje should attend the various classes of personality development.
Further self assessment assist them to know his own strength, weakness, opportunity and threat
in the organisation (Naqvi, 2012).
2.
Ulrich has discussed six competencies of HR managers. Individual should be credible
activist, strategic position er, capability builder, change champion, innovator and integrator,
technology proponent (Scheler, Irmler and Weigert, 2013.). Ulrich focuses on that HR manager
should have listening capabilities. Individual must pay attention on employees point of view and
accordingly person needs to make final decisions which can be profitable for organization and
employees both. Whereas CIPD explains that HR manager should have leadership skills so that
individual can influence others and can lead them well. It will help HR manager in increasing
performance of the organization.
Ulrich pay attention on the strategic position in which HR should have critical thinking
power and knowledge so that individual can take appropriate business decisions. On other hand
CIPD model concentrates on that HR manager should have competency of taking challenge so
that individual can find out innovative ways of working the tasks (Naqvi, 2012).
Ulrich model explains that human resource manager of the company should have
competency of making necessary changes in the workplace. They make changes by ensuring the
availability of resources. Whereas CIPD model explains that HR professionals should have skill
of utilizing resources well and to use them in such manner so that optimistic results can come out
(Scheler, Irmler and Weigert, 2013.).

CIPD model focuses on the role model which means HR managers have competency of
being role model. In this employees of the company have to follow the instruction of HR
manager and they need guidance of their manager. On other hand Ulrich concentrates on the
capacity building skills of the manager, so that individual can develop other. This will help in
improving efficiency of the workers and they will feel confident and will perform their duties
effectively.
Ulrich explains that HR manager should have competency of find out innovative ways of
working in critical situations. Whereas, CIPD focuses on the that HR manager should be open
minded so that individual can take such decisions which can give optimistic results to the entity
(Naqvi, 2012).
In order to make effective results, Ulrich and CIPD model considered their competencies.
In respect to this following evaluation can be considered within Hilton hotel;
 HR competencies are determines less by self and more by other. In respect to this, Ulrich
model demonstrate capability builders who define, audit and organization capabilities
(Scheler, Irmler and Weigert, 2013.). As compare to this, CIPD determine leading with
business and performance of reward system.
 Ulrich competency model focus on role of HR managers and defines their responsibilities
in the organization. Whereas CIPD model identifies how to do it.
 Further, Ulrich determine technology proponents which use for efficiency to connect
employees of the organization. While CIPD make services delivery and information
which is related with employees relations in the business.
 According to Ulrich point of view, credible activities build relationship and trust of
organizational members which give direction to demonstrate clear vision for development
of the company (Boos, Loew and Beier, 2013). As compare to this, CPID use steps
through they can solve their problems in systematic manner such as brand one, brand
two, brand three and brand four.
 CIPD model is covers the individual factors, leadership and its communication with
employees, working life of workers and attitude of workers towards the working
environment. According to this concept human resource mangers looks upon the working
environment of the company and try to build effective coordination with workers so that
individual can identify the problems and needs of staff members. It will help to identify

their feeling, by this way HR will be able to provide them effective surrounding in which
people can feel better can perform better in the workplace. But on other hand Ulrich
competency model focuses on responsibilities towards the organization. According to this
concept, It is the duty of HR manager to analyse the business requirement and translate it
into actions so that firm can accomplish its objective. Individual has to act as credible
activists in which persons has to build relationship and trust of employees so that they
can share their feeling with others effectively. By this way they will be able to performer
their function significantly (Naqvi, 2012). CIPD analyse the attitude of workers towards
the entity so that individual can motivate people and make them optimistic towards the
job. By this way HR manager will be able to get positive outcome and will be able to
fulfil objective of the company. But Ulrich model focuses on capability enhancement of
the employees. Theory explains that goal of the company can be achieved by increasing
skills of workers and by improving efficiency of work. For that they have to train them
accordingly so that they can analyse their responsibilities and perform it well.
 According to the CIPD model competency of the workers can be increased by effective
leadership and prominent communication in the workplace. By creating healthy working
environment people will be able to interest with each other significantly and they will be
able to perform their duties well. Whereas Ulrich competency model says that skills of
works can be enhanced by giving them timely training so that they can get knowledge
and can implement these informations well in the workplace (Van Dongen, 2012).
 As CIPD model focuses on how to do it so for increasing the knowledge of workers it
focuses on individual needs of them and try to fulfil their desires so that. They take
interest in their jobs and perform better in the workplace. CIPD model says that for
working better people will have share understanding. Which can be developed by
effective management and leadership. But on other hand Ulrich model says that HR
managers have to develop capacity of the organization and should translate into effective
process which can help to gain competitive advantage to the firm (Chong and et.al,
2016).
 Ulrich competency model ensures that HR needs to be more innovative so that individual
can formulate integral practices so that business can face critical issue effectively.
Whereas CIPD model says that company can face challenges by recruiting talented

persons in the workplace because these persons will be able to deal with customers well
so company will be able to gain the highest position in the workplace. By making people
aware about business goals, firm will be able to perform well. It says that by providing
customer centric products and services corporation can achieve its target. Whereas Ulrich
models says that it is the responsibility of HR manager to look upon the political,
technological, environmental etc. factors so that entity can mold its operations
accordingly (Marchington, 2015).
 CIPD model focuses on continuous improvement and HR managers have to make such
policies which can help to improve operations of the organization. This concept explains
that role of HR manager in the firms is like evident, research and information collect by
the human resource manager impacts a lot on the business units. Whereas Ulrich model
concentrate more on technological proponent. It assumes that high results and effective
changes can be occurred in the entity by using advanced technologies. It says that
technologies impact a lo on the business units (Francisco, 2015).
 According to the Ulrich model it is the responsibilities of HR managers to develop their
workforce in such manner so that they can be specialists and can perform well in the
firm. For example they have to recruit skilled persons. But CIPD model focuses on skills
development of individuals (Van Dongen, 2012).
CONCLUSION
From the above report it can be concluded that different types of competencies take place
within the organization which demonstrate strategic positioned who evolving business contexts.
As compare to this, CIPD competencies make clear vision for developing and implementing
organizational performance through individual contribution. Furthermore, it demonstrates
credible activities which make relationship with trust and CIPD make services in term of role
model, decisive thinker and skilled influencer . Hence, it can be stated that it will make sure that
organization have to make competencies through business will achieve their desired outcomes.
In addition to this, Ulrich model also make effective transactions through business can support
their organizational functions. As compare to this, CIPD model make resourcing and talent
planning to collaborative organization functions in systematic manner. In order to make
evaluation of the enterprise six major factors within the company such as outside, business,
people, event, past and administrative aspects of the enterprise. It will assist to make strategic

position er, credible activist, capability builder through business can support their functions in
systematic manner. This is because, it determines technology proponents and innovator within
the enterprise .

REFERENCE
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