Effective HR: Managing People & Addressing Skill Shortages in the UK

This report examines key aspects of managing people within the UK context, focusing on the importance of effective HR practices and the application of the CIPD profession map. It delves into the reasons behind skill shortages in the UK public sector, despite high unemployment rates, and identifies long-term labor market developments necessary to address these shortages, particularly within the healthcare sector. The report emphasizes the need for enhanced training, educational reforms, and strategic HR policies to bridge the skills gap and improve workforce productivity. Desklib provides access to similar solved assignments and study tools for students.

Managing People

Table of Contents
INTRODUCTION 3
TASK 1
1. Explain how important these behaviours are for effective HR professionals working in the
UK 3
(b) Explain to what extent that this map could be applied to HR professionals working on a
global scale regardless of sectors and sizes of organisations. 4
TASK – 2
(a) Explain why do public sector in the UK is facing skills shortages despite the high
unemployment rate. 5
(b) Identify and discuss long-term labour market developments to address the skills shortages
in healthcare sector professions in the UK. 6
CONCLUSION 8
REFERENCES 9

INTRODUCTION
Management of the people in the organisation is very important aspects in terms to retain
employees in the company as well as in order to generate productivity. Effective management of
the people result in the success of the organisation. There are multiple ways an organisation can
manage their workforce such as effective management of workforce, taking control of
communication process, creating clear goals, consistence leadership, positive reinforcement.
Managing people commonly creates good organisational environment with effective training.
All these elements strengthen the employer brands and made organisation competitive
differentiator in the market (Newman and Et. Al., 2018). The aim of this report is to highlight the
importance of different behaviours for effective HR professionals with the explanation of how
the CIDP map applied on HR professionals to generate effective results in working. Task 2
consists discussion on why public sector in UK faces the skill shortage despite high
unemployment rate and how to develop market in order to address skill shortage in healthcare
sector.
TASK 1
1. Explain how important these behaviours are for effective HR professionals working in
the UK
CIDP profession map is defined as the set of standards that provides guidance in the human
resource by improving and developing the work environment. The main purpose of the
profession map is to help the professionals across different industries with all who are working in
the HR. This profession map generates different behaviour in context of performing duties and
responsibilities such as behavioural science and academic research which provides understanding
of human psychology and this helps in better knowledge of how people make decisions (Stray
and Et. Al., 2022). There are multiple benefits that CIDP profession map provides in the HR
working , some of them are described below:
 New perspective for higher impact HR - With the standard set of guidelines and
behaviour in the management of the people , it helps in providing different perspectives
in order to deal with employees in the organisation. These approaches generates better
understanding of people and appreciation of individual in terms of political and cultural
aspects. All these aspects results in effective HR working.

 Set standards for people professional - CIDP profession map provides the performing
actions with integrity which helps in better management of the working lives of the
employees (Agbasiere, 2020). These guidelines committed towards continuous
development and also helps in making value based.
 Provide guidelines for activities – There are certain activities which an HR manger has
to perform so with the helps of CIDP they are able to get an idea about the guidelines of
activities how they have to perform.
 Provides knowledge and behaviours needed for success – With the help of CIDP, HR
manger is able to understand knowledge and behaviour of employees that will positively
or negatively affect their working (Dean, 2019). The performance of employees defines
success of business.
(b) State to what extent that this map could be applied to HR professionals working on a
global scale regardless of sectors and sizes of organisations.
CIPD is the tool which helps HR professional to evaluate performance of employees
working with in the organisation. Human resources plays a vital role in bridging gap between
management of organisation along with the employees. To make feel employees satisfy Human
resources makes certain polices and provide certain benefits. This benefits includes promotion,
incentives or bonus but for evaluating the employees who deserves this human resources
department use CIPD tools (Widjaja, 2021). This tools make the working easy and fast for
human resource department. Along with this the chances of error are also reduced. By the help of
using this tools Human resource department get the idea about the performance of employees
and they can provide incentive or promotion according to it. The chances of having politics and
performing unfair practices also get removed (Mas-Machuca, Jordan and Tresserres, 2019).
CIPD also acts as a guidance on which Human resources department can move to achieve the
goals of organisation. With the help of CIPD tool human resource department can evaluate
performance of employees. This will help them in analysing which employees are not
performing well and then provide them training in order to improve performance. In large
organisation it is not possible to maintain manual records and evaluate performance of
employees. Manual evaluation also have high chances of error. With the help of CIPD chance of
error is reduces and productivity of organisation improves. Even this tool will help in evaluating
loopholes why employees are lacking behind. Then by understanding the behind lack ness timely

necessary actions could be taken by organisation to increase productivity of employees.
Improving performance of employees improves productivity of employees and they will be able
to achieve organisational goals (Zare, Tahmasebi and Yazdani, 2018). With this the organisation
will provide them rewards for better performance and all this will motive employees to work
more effectively and efficiently. The employees will start putting extra efforts in order to achieve
these goals. The CIPD is not only beneficial for large organisations but also it helps small
organisations too. They will be able to identify the amount to new hiring requires in it's business
units. CIPD saves a lot of time, cost and efforts of human resource department. This is the main
reason why this tool is being started using globally. Every organisation wants to be effective and
wants to improve it's productivity this is how CIPD benefits large and well as small sized
enterprises.
TASK – 2
(a) Justify why do public sector in UK is facing skills shortages despite the high
unemployment rate.
The people of UK involves in earning staring from early age, in spite of studying they are
focused towards earning money. All this makes the base of students weak from very early stage
and this is how they loose their interest towards studies. The people of UK wants to earn money
without paying attention towards skills. As per current situation, public sector demands
individuals who are highly skilled but the people of UK do not focus towards skills. Which this
the government of UK, do not pay attention towards the eduction of students. The literacy rate of
UK is low and government is not involved in taking any necessary measures against it. With this
the Human resources polices of UK, are not much effective which can attract employees. This is
why people do not feel interested towards working in public sectors. Along with this, lack of
improper training to employees leads in remaining unskilled to employees. If proper training is
provide to employees then it is high chances that the employees will be able to grow themselves,
but lack of adequate training makes the employees left behind. The most latest and current
situation which affect unemployment rate of UK is crises occurred due to Covid – 19 pandemic.
The students are not able to go schools and colleges, which negatively affects their studies. The
students are not able to take placements from universities which makes the students leave
unemployed. Proper training and practical knowledge was also not provided to students which is

most crucial for growth and development of students (Konttila and Et. Al., 2019). The employees
which are working in organisation are not availed with proper facilitates during Covid – 19
pandemic. This increase dissatisfaction among the employees and they left there jobs. With this
some companies fired employees from offices because they do not have funds to expend on
employees. This is how the public sector loose many highly skilled workforce, which can help
the organisations in achieving it's goals. The Covid – 19 pandemic affect living standard of
employees a lot, saving of most of employees reaches zero. All this make the employees feel
dissatisfied with the human resource polices of organisation. The main work of human resource
department is to make the employees feel satisfied, but employees are not at all happy with these
polices. With this literacy rate of UK, is low and government do not take any measures for the
betterment of policies, which can make students feel engaged towards studies and literacy rate
could be improved. The people of UK, also do not wants to stay in their native country for longer
duration of time, because they have very less career opportunities in their native country. The
employees do not get fair wages for the efforts put by them so they don't want to survive in these
organisations. This is how the talent of UK, moves outside their country. These are the reasons
why the public sector faces a lot of shortage of employees when the unemployment rate of UK
is high.
(b) Identify and discuss long-term labour market developments to address the skills
shortages in healthcare sector professions in the UK.
Skills refer to the talent or expertise, inherent by individuals, required to perform a job or certain
task. These skills are very important for individuals to lead a good life on the planet. Skills are
required to perform every task and job. Productivity of individuals depends upon the skills
possessed by them. In the UK, skills are important for the betterment of society and growth of
the economy. Primarily, skills determine the quality of the workforce which affects the
productivity of the nation. Despite the high rate of unemployment in the UK, there is a shortage
of skills in the healthcare sector professions. The main reason behind this is the mismatch of job
vacancies in the market with the skills available (Chu and Et. Al., 2020). The skills of labour in
the UK do not match the requirements of the employers which is the biggest reason for
unemployment of labour. As compared to other nations, UK has a relatively low skill level. To
tackle the problem of skill shortage, the government of the UK is spending more on enhancing
educational institutions. The problem with the residents of the UK is that they are focused on

earning rather than educating themselves. They start to earn from an early stage of life which
makes their educational base weak thereby causing shortage of skills, required by employers, in
the market. Individuals, too, are now supporting the decision of the government taking
responsibility for the enhancement of their own skills. Further, employers are investing more on
training their employees to make them skilled and more productive. The increase in efficiency
and effectiveness of the labour force in the UK has developed a lot in the past years. Training
help employers to make their employees skilled as per the requirement of the work in the
organization (McGuinness, Pouliakas and Redmond, 2018). As discussed above, the residents of
the UK are focused more on earning rather than studying, this leads to a heavy shortage in the
healthcare industry. To enter the healthcare industry, an individual needs to study a significant
course which the UK population neglects. But now the public has understood the importance of
education and training in the life. This made the task easy for the government. Further, there are
various policies and schemes initiated by the government for the development of skills of labour
in the healthcare industry. As compared to other nations, employers of the UK invest a
substantial amount for the growth and development of their labour force. Mismatch of skills with
the vacancies, skill gaps, under-use of skills, etc., are some other reasons for the skill shortage in
the healthcare industry. There are people who possess the required skills but do not use them to
their full potential and it remains unused to an extent. Thus, the government, employers and the
public of the UK have to come together in order to deal with the problem of skill shortage in the
nation. Co-ordination between these three should be quite effective to tackle all the hurdles that
lie between them and a nation with zero skill shortage & unemployment.
CONCLUSION
From the above report, it has been concluded that CIPD Profession Map plays a crucial role
in the development of an organization. With the help of its standards, HR professionals are
able to perform their job well. These ethical standards guide HR as how they should tackle
the employees and their problems to give the organization better results and achieve the
desired goals. These ethics are followed by the HR professionals across the globe. Further,
the reason for the skill shortage in the UK is the uneducated population. But now the
government, individuals and employers, all come together to end this shortage by hook or

crook. individuals too have taken the responsibility of enhancing their skills which is a huge
support to the government and the economy of the nation.
REFERENCES
Books and Journals
Newman, A. and Et. Al., 2018. Recruiting, managing and rewarding workers in social
enterprises. The International Journal of Human Resource Management. 29(20). pp.2851-2860.
Stray, V. and Et. Al., 2022, May. Coordination Value in Agile Software Development: A
Multiple Case Study of Coordination Mechanisms Managing Dependencies. In 2022 IEEE/ACM
15th International Workshop on Cooperative and Human Aspects of Software Engineering
(CHASE) (pp. 11-20). IEEE.
Agbasiere, C., 2020. Managing our Theatres for Economic and Cultural Sustenance: Ihiala
Resident Theatre in Perspective. Available at SSRN 3720090.
Dean, D. J., 2019. Managing Spiritually Adverse People. The Routledge Companion to
Management and Workplace Spirituality, pp.177-188.
Widjaja, G., 2021. Understanding of HR Management Policies for Small Businesses Disturbed
by the Pandemic Crisis: Small Business Literature Review Study. Budapest International

Research and Critics Institute (BIRCI-Journal): Humanities and Social Sciences, 4(4), pp.9866-
9876.
Mas-Machuca, M., Jordan, A. and Tresserres, C., 2019, July. Implementation of Game-based
Learning in Higher Education: an example in HR Management. In HEAD'19. 5th International
Conference on Higher Education Advances (pp. 1043-1050). Editorial Universitat Politècnica de
València.
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.
Konttila, J. and Et. Al., 2019. Healthcare professionals’ competence in digitalisation: A
systematic review. Journal of clinical nursing, 28(5-6), pp.745-761.
Chu, K. M. and Et. Al., 2020. Surgical care at rural district hospitals in low-and middle-income
countries: an essential component of universal health coverage. Rural and Remote Health, 20(2).
McGuinness, S., Pouliakas, K. and Redmond, P., 2018. Skills mismatch: Concepts, measurement
and policy approaches. Journal of Economic Surveys, 32(4), pp.985-1015.