Assessment-2: UK HR Skills Shortage, CIPD, and Market Development

This report delves into the critical issue of the HR skills shortage in the UK, analyzing the role of the CIPD framework in addressing these gaps. It begins by highlighting the importance of behavioral competencies for HR professionals and the global applicability of the CIPD map. The report then investigates the reasons behind the observed skills shortage in the UK, despite high unemployment rates, with a particular focus on the healthcare sector. It identifies key market developments and potential solutions to mitigate these shortages, emphasizing the need for strategic interventions to ensure a skilled workforce and economic stability. The report covers the core behaviors of CIPD, the extent of its applicability on a global scale, the skills shortage in the UK and identification of market developments for addressing skill shortages under the health care sector of UK. The report concludes with a comprehensive overview of the current state of the HR landscape and offers insights into future strategies for workforce development and organizational success.

Assessment-2 Written Project

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................3
MAIN BODY...................................................................................................................................3
PART-1........................................................................................................................................3
Importance of behaviour for HR professionals............................................................................3
Extent of the CIPD map applicability on a global scale..............................................................5
PART-2........................................................................................................................................6
Stating reason why skills shortage has been observed in UK in spite of the high
unemployment..............................................................................................................................6
Identifying market development for addressing the shortages of skills in UK's healthcare
sector............................................................................................................................................7
CONCLUSION................................................................................................................................8
REFERENCES................................................................................................................................1

INTRODUCTION
The art of managing people is done by the HR departments in an organization. Both the
terms, people management and human resource management are similar to each other and plays
a very important role towards the organizational success (Stone, Cox and Gavin, 2020). It is the
process of training, recruiting and managing the employees. CIPD sets professional standards at
a workplace and assures competency and proficiency in the professionals. This report will
illustrate the importance of CIPD behaviours in professionalism, an extent of the map's
applicability, skills shortage in UK and identification of market developments for addressing
skill shortages under the health care sector of UK.
MAIN BODY
PART-1
Importance of behaviour for HR professionals
CIPD map is a professional map that helps set standards in a workplace. It enhances the
work of the people in human resource by building them and guiding them in a right direction
through right standards (Findlay, Lindsay, McIntyre and et.al., 2021). It leads to better decision-
making by inculcating professional values in each and every individual. This framework
enhances the work productivity of the HR professionals. The CIPD map divides the professional
values in 3 categories namely:
1. Principles led
2. Evidence based
3. Outcomes driven
With the help of these professional values, the HR is able to bring positive changes in the
workplace environment and build trust in the organization (Mathews and Haslam, 2021).
Further, the map also focuses on the core knowledge, core behaviours and specialist knowledge.

Every organization be it big or small, demands an effective human resource management
in order to create a positive environment at a workplace, be efficient in its operations, retain its
employees and become successful. The HR of the company deals with the daily employee
conflicts, issues and disputes that are unavoidable and sometimes even fatal. With the proper
training of the HR departments, it makes easier for them be productive enough and give their
best in an organization. In UK HR is the most desired job, as it offers great opportunities in every
sector. Being inconsiderate of the size and sectors of an organization, HR are highly demanded
and is also a well-paid job. But it I snot always simple, it has to work in an always fluctuating
environment and also improvise the personal skills time to time in order to be efficient enough in
the organization. With the help of CIPD, the professionals can develop great confidence and also
keep learning the modish professionalism. The map is designed in such a way that it helps the
HR professionals in improving the work lives of the employees, even during the challenging and
new situations.
Core behaviours play an important role in shaping the career of human resource as it
actually makes them feel what it demands to be in the place of HR in the world of uncertainties.
The core behaviours involves teaching the individuals; ethical practice, how to value people,
develops a passion for learning, how to create a professional influence, situational decision-
making, how to remain focused on the insights and commercial drive (TAYLOR and
WOODHAMS, 2022). All these teaching develops a great professional understanding. For
example; A company's policy is something that every employee is abided to and it is the work of
the HR department to take care of these policies to be well followed by the employees and at the
same time also watch over that no conflicts arises in the company (Roper and Higgins, 2020). To
practice such work and deal with difficult scenarios, an HR is required to develop the personal
skills so that the challenges can be tackled easily in the company's environment. Here some
points showcasing how these behaviours are important for HR department in UK:
 Refines personalized skills and plug knowledge gaps.
 Keeps practical and academic qualifications up-to-date. As the world is changing, along
with it a lot of things are changing as well. So to keep the skills relevant, core behaviours
of the CIPD is a help to the HR professionals.
 Helps in opening new doors for the HR professional and provide the even higher pay and
better security of the jobs.

 Establishes a self dedication and helps a person to focus on self development.
 Promotes independence as CIPD set standards and let the individuals learn continuously.
All the above importance mentioned proved the HR professional to work more efficiently and do
their job role with great interest. As in UK, there are many opportunities for the HR
professionals, the CIPD can help in huge and contribute the most in building the individuals.
Extent of the CIPD map applicability on a global scale
The CIPD map is build for the purpose of carrying the work with transparency and clarity
related to the knowledge, expertise and skills that are desired in every job role across the whole
nation. Making the use of map, allows individual to build professional credibility while
demonstrating the organization about the personal professional skills and demonstrating them
about being up-to-date. The map can be used by any organization, of small, medium or big size
and can be used by any sector of the market, as it simply focuses on the personal development of
the HR professional which a mandatory thing to do. The applicability of the map extends
globally. Here are some points stating the use of the map:
 Setting global standards for HR professionals- The CIPD sets national and
international standards of HR professionals which raise the expectations of the companies
from the HR people. The organizations use CIPD to raise standards, provide constructive
approaches and challenges for developing positive cultural environment at their
workplaces.
 For providing guidelines related to the work- It helps the companies in guiding the HR
professionals to follow the HRM approach that emphasize on employees being the asset
of the company. It enables the hr professionals to prioritize professionalism, be ethical,
understand the conflicts of interest and implement diversity for a great working
environment in an organization.
 Skills, knowledge and behaviour needed for the success- The CIPD enhances the skills
and behaviour that are needed by the professionals. It sets certain parameters on which
these are evaluated. Skills like decisive thinking, skilled influencing, collaborative, role
model etc. inculcated in the HR professionals.

PART-2
Stating reason why skills shortage has been observed in UK in spite of the high unemployment.
Skills are the main competitive advantage and the main driver of the productiveness in an
economy. They are important in various ways. It has been observed that the economic
performance (prosperity and wealth) is also linked with the skills of the economy. The skills
level of any place can be raised by investing into the place's education system as it will improve
the individual potential of people living in that country and also it can be raised by providing
workforce training as that will help in generating substantial benefits. When the skills are not up
to the mark and expectations of the employers in the labour market, then the growth
opportunities of a place are definitely affected. Same is happening with UK. It started form 2006,
the country was on 17th rank for low skills out of 30 (Horbach and Rammer, 2021). The result
itself stated that other countries are comparatively investing more into intermediate skills than
UK. Here is the list of skill shortages in UK that are generally in the job roles of:
 Nurses
 Engineers
 Teachers in secondary education
 Pharmacists
 Graphic designers
But the most vulnerable sector in terms of the skills' shortage is the healthcare sector. The
sector is facing huge skill shortage and hard to fill vacancies. It has also been found that this
shortage will cost UK £120 billion till 2030. The country should definitely plan and figure out
the root causes to implement and improve the current situation of the country (Willis and
et.al.,2019). For giivng a clear idea; here are some root causes of the major skills' shortage:
 After the Brexit, it has raised the employment level and left the market of the country
tight. There are huge number of vacancies that are open.
 Due to the pandemic, as the pandemic has created more opportunities related to the E-
commerce and more digitalized job. The people of UK are already lacking in their skills
and now the pandemic has also created a huge pressure on the economy of the UK. This
as hit the economy very hard and has plunged the gross domestic product by 20% in
second quarter.

 NEF suggested that discrepancy between retraining rates and turnover is highly
contributing and becoming one of the major reason behind the skills' shortage in UK. For
example; ONS data estimated that nearly 29% employees have changed their jobs from 1
year to the pre pandemic and almost 17% employees have changed their industry of
work.
 Due to the lack of investment in the training programmes of the workforce and the lack of
investment in the whole education system. This is becoming one of the major problem of
skills shortages and can affect the future of the country in various ways.
Identifying market development for addressing the shortages of skills in UK's healthcare sector
UK's market faces a huge skills' shortage in the healthcare sector. The sector is highly
lacking in terms of skills, all around the world. This turns out be a huge problem for the countries
that suffer the lowest rate of skills in the healthcare sector as the world today is unpredictable
and full of uncertainties. And similarly, for UK this very sector is not going well. A huge
declination up-to 4% in the nursing graduates has been observed which leaves 41000 vacancies
open. The country is facing many hard fill vacancies. Brexit is also considered as one the major
reason behind this. The increasing number of threat in the health care sector of the country is
becoming a major threat for the economy as it will decrease the GDP of the country as well.
There are number of sectors along with health care sector, which are facing skills storage but
equivalent to this sector, HR sector is also one area where the country is lacking skills (Drennan
and Ross, 2019). One of the core reason behind all the skills' shortage is the lack of training and
education provided in the country. Here are some job roles that faces the highest skills' shortage
in the country, taking the health care sector:
 Public health directors and managers
 Residential, domiciliary and day care managers
 Pharmacists
 Health professionals
 Physiotherapists
 Laboratory technicians
 Nursing Auxiliaries
 Senior care-workers

Due to the lack of such professionalism, the country's economy is going in a backward direction.
Healthcare sector of every economy contributes the most to the economy. But, due to the
shortage of skills, the economy can be highly affected (Mistri, Patel and Pitroda, 2019). The
times such as Covid-19 can bring the country to end. With the evolution of time, there ara lot of
uncertainties that arises and make the world vulnerable. There are various viruses and other
diseases that are taking place in the economy on a regular basis and due the lack of professional
skills a lot of problems can come in the way of country's economy (Coyle, Dreesbeimdiek and
Manley, 2021). UK should take an urgent action for the following concern as it has been
predicted that shortage of nurses from 41000 will soon be turning to 70000 just in a time-lapse of
5 years. This is going to be huge problem for the country and will decrease the GDP of the entire
economy UK.
CONCLUSION
From the above report it has been concluded that management of people in an
organization is a very important thing to do. CIPD is a framework that sets standards for the HR
professionals and enhances their confidence and productivity of the work. The report presented,
importance of the CIPD behaviour for the HR professionals, the extent to which CIPD can be
applied related to the global scale, identification of the reason for skills shortage in UK in-spite
of the unemployment rate and market development for addressing the shortage of skills in UK's
health care sector.

REFERENCES
Books and journals
Stone, R.J., Cox, A. and Gavin, M., 2020. Human resource management. John Wiley & Sons.
Findlay, P., Lindsay, C., McIntyre, S. and et.al., 2021. CIPD Good Work Index 2021: UK
Working Lives Survey.
Mathews, A.B. and Haslam, K., 2021. CIPD ASSIGNMENT SUBMISSION DECLARATION.
TAYLOR, S. and WOODHAMS, C., 2022. The people management contribution. Studying
Human Resource Management: A Guide to the Study, Context and Practice of HR. p.1.
Roper, I. and Higgins, P., 2020. Hidden in plain sight? The human resource management
practitioner's role in dealing with workplace conflict as a source of organisational–
professional power. Human Resource Management Journal. 30(4). pp.508-524.
Horbach, J. and Rammer, C., 2021. Skills shortage and innovation. Industry and Innovation.
pp.1-26.
Mistri, A., Patel, C.G. and Pitroda, J.R., 2019. Analysis of causes, effects and impacts of skills
shortage for sustainable construction through analytic hierarchy process. Int. J. Tech.
Innov. Mod. Eng. Sci. 5(5). pp.168-176.
Willis, M. and et.al.,2019. The future of health care: protocol for measuring the potential of task
automation Grounded in the National health service primary care system. JMIR research
protocols. 8(4). p.e11232.
Drennan, V.M. and Ross, F., 2019. Global nurse shortages: The facts, the impact and action for
change. British medical bulletin. 130(1). pp.25-37.
Coyle, D., Dreesbeimdiek, K. and Manley, A., 2021. Productivity in UK healthcare during and
after the Covid-19 pandemic. National Institute Economic Review. 258. pp.90-116.
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