Activity 1 HR Professional map enables the HR professionals to deliver expected output at each level of their profession be it in the generalist or specialist levels, using it as a threshold to set to achieve HR excellence. It defined the knowledge and activities needed to function HR activities at present and in the future. The profession map enables the professionals to act based on the principles-led, evidence-based,and outcomes-drivenactions leading to better decisions in work situations. Professional map has been continuously updated by the CIPD to indicate that the values-based decision-making in an organization impact than the generic best practice helping the organizations creating positive change at the workplace. Based on the CIPD Profession Map, an HR professional should have core knowledge, core behaviors, specialist Knowledge and professional values (CIPD, 2021). Professional Knowledge The new professional map provides the HR profession with a concrete foundation for effective decision-making. Specialist Knowledge enables a professional irrespective of their level, to positively impact (Li, 2019). An HR professional is required to have expert knowledge in employee experience, talent management, employee relations, resourcing, people analytics, reward, diversity and inclusion, organizational development and design, and learning and development. Every specialist Knowledge is essential in the exercise of specific roles (Li, 2018). For instance, expert knowledge in learning and development is critical in ensuring that employees have the skills, knowledge, experience to attain organizational and individual ambitions and needs. Also, employee relations are essential in enhancing transparent management between an organization and the employees through acceptable practices and corresponding laws. Therefore, an HR professional should be able to effectively apply his/her specialist knowledge to play a role in the organization. Core knowledge Core knowledge in the new professional map outlines the necessary experience for professionals on work, change, and people. With the New Professional Map, an HR professional should know people’s practice, transformation, digital working, business acumen, analytics and creating value, and culture and behavior (Lau, 2018). This knowledge is essential in driving change, creating value, and impacting positively in the workplace. For instance, digital working entails understanding the technology’s role and its implications on the people and their function. Essentially, it helps a professional know how they can boost productivity by using the latest technology and thereby promoting more collaborative work. Core behaviors Core behavior in the New Professional Map explores the denominate behaviors of the HR profession. Generally, specific acting and thinking ways should be consistent and universal irrespective of the new and challenging situations (Mark, 2019). An HR professional is therefore required to have an ethical practice, value people, be focused on insights, have a commercial drive, professional influence, add courage, passion for learning, and work inclusively. Identify the Needs of HR Services Within an Organization The HR department provides services to range of external customers such as legal or government agencies and internal customers like Employees (current and potential), Line Managers, Executive Managers and Director. Executive Managers: Managers look at HR function as a proactive one that understands the employee and balance employee and business needs. They lead and direct the employees in everyday operations by maintaining the policies and practices of the organization and address the challenging people issues such as change and skills development. Line manager: Line manager coordinate the activities related to services and products by ensuring staffing, health and safety of the employees and proper work environment. Proper training organized by the organization increases the efficiency of the employees and the line manager can easily supervise them. HR needs to support the employees by responding to their needs and clear about the services it offers. Employees: The employees being main asset for an organization needs to be provided with good working environment, security and some rewards like recognition, bonuses and promotion. Employees should be allowed flexibility at work by choosing working hours to motivate them to work efficiently. Identify and prioritized conflicting needs The organization cannot fulfill each demand and need of the employees which can affect the performance of the employee. So it is imperative to identify and prioritize the conflicting needs according to the employee performance and welfare of the company. Therefore, an HR professional should harness compromise and conflict’s productive potential to transgress into the subsequent stage (Mark 2019). The employee needs should be prioritized to help the organization achieve its objectives and be beneficial for the employees. The employees may be incentivized based on their work to boost their performance helping to gain the company’s goal. The organization should conduct the performance reviews to identify job-related employee needs. It is a motivation inventory to identify employee needs. Training sessions should also be identified to meet the employee’s needs and demands. At the time of job interview, the managers ask the question to uncover the workplace needs that helps the organization identify employees who can work at the challenging condition at limited resources in an emergency. Another way is to identify the customer needs is by effective communication between employees and managers as most problems and needs can be resolved by communication. The employee’s demand for better health facilities should be prioritized as healthy employees can efficiently produce better results. Methods of communication In any organization, communication between employees and managers is important for the proper functioning of an organization. Management is responsible for communication at workplace, but the main link is line supervisors and managers. Improper communication by line managers lead to poor performance. Direct Communication: Line managers use direct communication to convey the messages and clarify the authority. Main advantage is that the line managers are more aware of the needs and problems of their employees. They can easily schedule the work as per the needs of employees. Direct communication takes place on different issues during the training and the meeting. Direct communication is concise, clear, and easily understood. But the disadvantage is that the line managers have to accept employees’ needs even if it is not useful for the organization and no written proof is available for any communication as no claim cannot be made at any time. Electronic Communication: Electronic communication is cheap and quick which is available on the website of the organization which is reachable to employees without face-to-face contact. The main advantage is it saves a lot of time for the management and employees and the information can be transferred through email. The disadvantage is the information cannot be delivered in case of any technical problem or crash. Written Communication: Another method of communication is through written document. Every organization has its own employee handbook which has information related to job and the rules and regulations of the organization. Employee performance can be prepared using a written document based on which they can improve their performance. Newsletter and journals can be another form of written document where the employees can get information about the organization and about personal and social information. The advantage is that it is the legal proof of documents where no damage can be claimed. The disadvantage is that it is time-consuming and there is the possibility of getting the document misplaced. Effective Service Delivery HR delivers services by building and maintaining effective relationships spending time communicating with people by creating mutual trust and respect. This enhances and develops good relationships which make the work more enjoyable and productive. It created a positive environment and values individuals and communication. Delivering service on time: Delivering service on budget: HR must manage budget implications by coordinating with the finance/ accounts department ensuring excellent service and be productive to meet expectations. The key factor is to prioritize tasks, allocate time and financial resources to protect against unnecessary spending. It can be done through organizing and taking control of the day and planning costs. Dealing with difficult customer: Dealing with hard customers can have an extent of proposals to staff and the affiliation. HR service delivery can be improved by dealing with the unhappy customers by adjusting to their mindset and be empathetic by listening to their concerns and take action to fix the problem in line with company procedures. It can effectively improve the communication for effective HR services. Handling and resolving complaints: HR handles complaints on a formal or informal basis dealing it promptly in a fair and consistent manner. Traditional intercessions or an open gateway methodology can ask laborers to speak about disorders earlier than they expand. HR should evidently grant the methodology for raising a grievance (eg easygoing challenges, created discords, how protestations are also expanded and surveyed timescales). customer’s issues or complaints can be addressed seriously and confidentially to resolve them and feedbacks are resolved on any issues before they intensify.
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