Seminar 1: Developing the practitioner Firstly, I would like to define the concept of Human Resource Management. “This term is not easy to define because it is commonly used in two different ways. On the one hand it is used generically to describe the body of management activities covered in book, and on the other hand, the term is equally widely used to denote a particular approach to the management of people which is clearly distinct from personnel management”. (Torrington, Hall, Taylor & Atkinson, 2011: p.6) In our first seminar, we studied the Gibb’s model of reflection (1988), a model that we can use in many ways of our daily life and to complete the structure of the seminars. The teacher told us to think about the roles of HRM we actually have, and the roles which we would like to develop in this module. The skills that I think I actually have are: - I am quite organised. - I am a talkative person. - I act directly instead of thinking what to do before. After that, we talked about the skills that I would like to develop during this module: - Persuade a group of people through my words. Develop my communication skills. - Propose solutions when we have a problem. - Be able to develop my working as part of a team. Minutes later, the teacher shown us the webpage of CIPD and we learnt what skills are needed for a HRM practitioner. According with the CIPD profession map (2013), a great HR professionals work from a deep business, contextual and organizational understanding
The Human Resources Profession Map (HRPM) was created to explain how HR adds value; it was designed by a collaboration of both specialist and generalists working in the UK and globally across private and public sectors. The HRPM was developed by the CIPD.
Human resources management was defined as ‘a strategic, integrated and coherent approach to the employment, development and well-being of the people working in organizations’ by Boxall and Purcell (2003). Noon, 1992 (as cited in Armstrong, 2014 a, p6) drew ‘doubts of whether HRM was a map, a model or a theory. But it is evident that the original concept could be seen as a philosophy’. The human
know how to deliver timely and effective HR services to meet users ' needs and;
Briefly explain how the CIPD HRPM defines the HR profession, including the professional areas, the bands and the behaviours.
The HRPM is a working tool that underlines behaviours, knowledge and skills that the CIPD understand are needed for the personal and workplace development on all levels of the HR profession, and how it will add value to yourself and your organisation.
HRPM describes knowledge, activities, skills and behaviours that any HR professional needs to posses to be successful in their HR role. It consists of ten professional areas including two core areas which are Strategy, Insights and Solutions and Leading HR. The core areas present sets of skills that every HR professional should be competent at regardless which of the four bands they fall into. Band one is for those in supportive/assistant admin roles. Band two is for those in an advisory role
Explain the knowledge, skills and behaviours required to be effective in an identified HR role.
The Human Resource Map (HRPM) was developed by the CIPD it was created by generalists and specialists within the CIPD/HR environments to explain how HR add value to any organisation within the UK and around the world. The (HRMP) is a guideline/benchmarked on line tool which can help individuals and organisations identify immediate and future development needs. The purpose of this (HRPM) is to capture the key skills required for the successful and effective Human Resource Function. The HRPM gives direction and shows what needs to be done, what the individual needs to know and
Human Resource Management is designing management systems to ensure that human talent is used effectively and efficiently to accomplish organizational goals (Mathis & Jackson, 2008). To that end, Human Resource
Human resources are without a doubt the most important asset of any organisation and a resource which needs to be managed, but as Mullins (p.749) states, it is important to remember that unlike physical resources, people are not owned by the organisation. Human resource management is known to be one of the key management areas and is an essential part of every organisation. Certo defines management as the process of reaching organisational goals by working with and through people and other organisational resources. Human resource management is usually defined in broad but very common terms. A definition by Fisher et al. states ‘Human resource management
According to Legge (2009 pg77), human resource management is defined as the strategic and approach to the management of an organization's most valued assets which is the people or the staff members. There is a traditional definition or way of human resource management and a strategic way of human resource management. Traditional Human resources management is all about policies, systems and everyday practices that influence the employee’s attitudes,
One of the principal elements of a successful manager or human resource manager (HRM) is a skill set to deal with a variety of situations. Simply is not enough to have knowledge of HR, such as knowing which forms need to be filled out and complete. It takes numerous skills to create and manage people as well as a cutting-edge human resources department.
It’s been found that human resource management practices which enable or motivate individual efforts may have trivial or even negative effects on collective efforts and vice versa (Zhao, 2009). The man who’s lower-level needs are satisfied is not motivated to satisfy those needs any longer. For practical purposes they exist no longer (Ott, 2008). Then how do managers motivate and, more importantly, how do managers know when to pull back from historical motivational techniques to lessen the likelihood of overusing bland techniques?
Recently much attention has been given to Human Resource Management (HRM) and its role in achieving a competitive edge in organisations. Because HRM strategy function is making a positively strategy to satisfy stuff basic need and identify with values, also achieve the company’s competitive advantage at the same time (Gulati J.K, 2016). As a result of globaliazation economy increases and lack labour, some of economist realized that the economy growth will more and more dependent on the professional flow of talent between the different country. However, there is an evidence indicates that some of skills migrants people because of inappropriate integration of the local labor market leads to under-employment and "brain waste”, which lead to economic