The Role of HR Professionals in the Company

The HR is one of the most important sections within the company, under this report the HR responsibilities and relevance to the company will address in depth. The CIPD professional Map will as well be integrated to help in the identification of the best HR professional practices among other concepts.  Every business requires a well-informed HR professional or team that ensures the success of the business. Most companies in the current world fail due to the lack of a well-established HR sector (Davidson, 2012). This means the company lacks an active link to join all the company resources to function as a single unit.

For one to openly identify as an HR professional, it is essential to understand what it means to be one. Being an HR professional means being the employee hired to be the advocate of both the company and the employees. This means an HR professional is responsible for the friendly relationship between the company and the employees of the company. An ideal HR professional establishes, maintains, develops and manages the company policies and ensures that the benefits of both the employer and the employees are well addressed. This comes with multiple responsibilities such as the recruitment, screening, interviewing and placing of the workers within the different sectors of the business. The HR professional may also handle other sensitive matters such as employee relations, benefits, payroll and employee training (Harrison, 2011). For an emerging business, these are some of the most sensitive operations of the company. A slight failure in the sector means the business operations are entirely crippled making the HR professional such a crucial part for the emerging business. At the startup level, each business requires the best team that is ready to sacrifices a lot for the company. The HR professionals are responsible for ensuring the employees deliver this for the company. In return, the company manages to get off the ground and support its employees. This relates more to a symbiotic relationship between the company and the employees with the HR personnel playing the critical role in the equation.

For a person to achieve this as an HR professional with a range of knowledge, skills and behaviors are required. The CIPD professional map pinpoints multiple examples and their importance for the company. Some of the skills and knowledge and behaviors include;

Behaviors: Curious, this behavior is future-focused, inquisitive and open-minded as covered In the CIPD Map. It’s an essential behavior for an HR professional since it seeks out evolving and innovative ways that in return add value to the organization or business. Decisive thinker, this is another behavior, this demonstrates the ability of the professional to analyze and understand the data and information which is presented to them quickly. Following the CIPD professional Map, one uses the information, knowledge, and insight in a structured way to help the organization in the identification of options, as well as recommendations in the company. Also, this behavior helps in the making of robust and defendable decisions. Another behavior is the skilled influencer which helps in the demonstration the ability of the HR professional to influence and gain the necessary commitment and support from the different stakeholders in the company. This is captured in the CIPD professional map and helps in the identification of ore behaviors.

Key Knowledge, Skills, and Behaviors for HR Professionals

Apart from the behaviors different skills that are very relevant for the profession and also highlighted in the CIPD professional map these include; Employee management skills, the ability to help in the strengthening of the connection that all employees have with their work, organization, and colleagues to ensure that their work fulfils them. In return, this leads to higher contributions to the business by the employees. Another essential skill for the profession is the resourcing and talent planning; this skill ensures that the company has the right resources regarding the workforce, capability, and talents required within the company. Also, in line with the CIPD professional map, employee relations skills are a skill set that ensures the mutual relationships between the company and the workers are well managed with a clear framework underpinned by the organization. Under knowledgeability of the HR professional, different context is essential for the profession in any business, CIPD’s Professional map has helped in the scrutinizing of some of these areas. They include; organization design, this is the knowledge on how an organization I appropriately designed to deliver maximum long-term and short-term goals, the professional in the HR sector also needs the service delivery and information knowledge. This knowledge helps ensure customer focused HR service delivery by the company. The increased knowledgeability of the HR professional sees the business grow to extreme heights due to the increased business productivity (Kramar & Steane, 2012).

From the analysis, it is essential to address how the CIPD professional map is used to define and evaluate what HR professional do. The professional map covers 10 professional areas which are inclusive of both skills and knowledge, 8 behaviours, set out in 4 bands of competence, the map covers every level of HR professional, from band 1 which entails the support of the colleagues with the administration process of the company, this entails different concepts such as the organization development, this is an important responsibility that has been mapped out by the  CIPD professional map, it clearly states what the HR is expected to do which is the organization development, it is the duty of the HR to identify the individual capabilities and organise the organization in respect to such considerations, this gives the HR an administrative role in the company which is very important. Then Band 2 which advises and manages the HR related matters that will connect to different individuals or teams in the organization. This identifies another responsibility of the HR, it clearly states what the HR is supposed to do within the organization and that is the stablishing of relations in the company, ensuing different members within the organization are related productively.  This sees the HR professional to another level the Band 3 which leads the professional to the level of acting as a consultant and covers the key HR challenges in the organization. Finally, to Band 4 which includes the leadership of a particular section of the business. This is a breakdown of how the CIPD professional map is used to define and evaluate what HR professional do in the company (Armstrong & Taylor, 2014).

Conclusively, the report positively impacts my knowledge about the HR profession. It helps on in the realization of the key skills that are expected from an HR professional. These skill help in the management of the company and the employees. The utilization of the CIPD professional map has also exposed me to a significant amount of information regarding the company management and leadership skills relevant for the HR professions which is extremely useful and applicable to any company. Some of these skills include employee engagement, resource and talent planning and employee relations are the skills that have affected how I interact with the employees as the HR. these skills helps build a healthy working environment where the engagement among the employees is boosted. With this, the communication flow in the company I perfect hence delivering in the company will be achieved this is also inclusive of employee relations, with a perfect employee engagement skill set, the employee relationships are affected positively as well. Also, another important thing that I have picked is the resource and talent planning, as learned from the CIPD, the HR is responsible for identifying the employee’s talents among other strengths during the recruitment period or as they employee establishes in the company. The skills involved require me as the HR professional to identify this and allocate or assign tasks to the employees where their strengths are based. This improves the employee’s productivity and gives the job satisfaction.  These skills have proved to be very effective to me in relation to the profession, interacting with other people and ensuring the relationships between different people in the company determines the company’s progress and success, it is up to the HR professional to consider all the mentioned and covered skills and push their company to greater heights.  

References:

Armstrong, M., & Taylor, S. (2014). Armstrong’s handbook of human resource management practice. Kogan Page Publishers.

Davidson, P. (2012). Preparing the next generation of HRM professionals: An international comparison of tertiary HRM programs.

Harrison, P. (2011). Learning culture, line manager, and HR professional practice. Journal of European Industrial Training, 35(9), 914-928.

Kramar, R., & Steane, P. (2012). Emerging HRM skills in Australia. Asia-Pacific Journal of Business Administration, 4(2), 139-157.

Mayo, A. (2016). Human resources or human capital?: Managing people as assets. Routledge.