HR Professionals And Management Responsibilities

• CIPD Code of Ethical Conduct

CIPD ethical conducts concentrate on four areas. First is professional competence and behavior. It states that HR professionals should take responsibility for their decisions & actions and provide appropriate support to the organization where they are working, even if it is related to entering into new activity. Ethical standards and integrity are the second code. It says that professionals should develop business relations by concentrating on trust, integrity, honesty, and respect. The third code is related to the representation of the profession. It states that members should act in a way that never harms the value of the profession and upholds other professional's reputations. Fourth-code stewardship is related to supervision and promotion of appropriate practice. Professionals should find and stop those members who are involved in unethical conduct.

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• Purpose of map

CIPD focuses on setting standards for HR professionals who are present across the globe. It tries to improve the knowledge, behavior, and skills of human resources personnel and push them to become a ‘'Thinking performer'' i.e., a person with high effectiveness and efficiency. There are some key areas where the CIPD map concentrates. First is the contribution of HR to the enterprise. Provide strength to compliance and communicate with customers regularly. The last one is to find a new way of getting things done by improving the present one.

• Performance and reward—Band one

As an HR professional, one of my main tasks is to evaluate the knowledge, performance, and skills of the employees and reward them for their good work. Ensuring the reward system is not biased is important for motivating employees. I am in band one because I like to collaborate with others as it helps in understand their behavior, and I have a desire to deliver when organizations need it most.

• Resourcing and talent planning—Band two

Recruiting and selection are considered the key functions of Human resource professionals. I am involved in finding how many employees are required in the present and future, along with the talent that they should possess. The work that I am doing lies in band two because I have HR expertise along with fine business acumen.

(Source: The 2013 Profession Map. 2019)

• Employee relations—Band three

HR professionals have to manage teams as well as individuals who are present in it. Employee relations lie in band three and HR professionals should have the courage to perform well in professional areas that are related to it. Sometimes I get the opportunity to resolve conflicts between workers and management. Employer is not always right and I try to provide it to them by showing professional courage. I understand that the scope of improvement in this professional area for me is high, but logic, data, and believing in myself are helping me in becoming an influencer. I am getting confident with time and I can influence various stakeholders. It proves then I have entered band three. I am passionate about learning and innovating; this behavior has helped me manage various conflicts, which ultimately results in better employee relations.

(Source: The New Profession Map, 2019)

• Conclusion

From the above points, it can be concluded that my behavior ‘Passion for learning' is the most important out of all the skills, knowledge, and other behaviors. Every person faces a range of difficulties and failures in different parts of their career.

(Source: The New Profession Map, 2019)

My passion for learning helped me overcome various hurdles like initially, my confidence level was below par but when I worked with my seniors and accepted their offer to get involved in professional practices like employee relations, I started getting more opportunities. No one is perfect and can excel in all professional areas but ‘Passion for learning' can play an important role in earning desired progress.        

Activity 2

2.0. What is a Team?

A team refers to a group of individuals who work together and channel their efforts to achieve a single goal or objective. These individuals integrate their knowledge and skills required to accomplish a given task (Yang and Väänänen, 2017).

2.1. Team Dynamics:

Team dynamics, or group dynamics, are various psychological forces that influence the functioning and behavior of the team. These forces have a wide impact on the performance of a team and could be quite considered a crucial aspect of a group (Eubanks et. al., 2016).

Elements of Group Dynamics

In HR practices, group dynamics indicates the interaction forces between the members of the group who belong to different social conditions. Various theories govern the elements of team dynamics. One such theory is the Stage-Theory model proposed by Tuckman and Jensen (1977) (Raes et. al., 2015). According to this theory, there are five stages for developing group dynamics, namely:

• Forming: For instance, if a team is formed to introduce a new customer service system within the firm, this would be the very first stage for the formation of the team. This stage is full old uncertainty and confusion as a new team is formed with different individuals who are not necessarily from similar backgrounds (Bratton and Gold, 2017). To build and create a good team, a team leader must trust their team members and provide proper guidance to the team.
• Storming: In this stage, the group has faced the highest amount of conflicts as the members of the group often fight with each other to grab individual power. Team members must resolve possible conflicts by themselves. Moreover, the individual personalities of team members emerge from each other's ideas and perspectives.
• Norming: This stage is differentiated by the identification of individual feelings and shared personal experiences. It helps team members establish rules, values, and standards, as well as methods to increase the efficiency of the team.
• Performing: It occurs when the group becomes mature and meets the feelings of continuity. It helps the team function excellently and is capable of making decisions independently and autonomously without the confirmation of the team leader.
• Adjourning: All groups do not experience this developmental stage, as it is characterized by the dispersion of the groups. This stage aids team leaders to pay more attention to the dissolution of the team by effectively rewarding its team members.

An organization must determine the aspects that make a good team. Various skills are required in team members to enhance a team's effectiveness. These skills are mentioned below:

• Active listening, as it is the most crucial aspect required to understand the given instructions accurately:
• Leadership is to manage a team and ensure a healthy and contributing working environment through the induction of motivation.
• Communication, helps individuals to share views about different aspects effectively and ensures trust within each other's capabilities.

However, each team during the accomplishment of the task faces several conflicts. It means clashes of interests or disagreement on a particular aspect. This could arise out of a lack of communication, resources, performance, etc. Conflict resolution is a necessary action to resolve the conflicts among the groups within the organization to enhance unity. It will help to increase the productivity of the organization.  In this study, two strategies have been discussed related to conflict resolution:

2.2. Conflict Resolution Method 1:

For instance, if there is a conflict between colleagues over a certain position in the company, this conflict could be effectively solved by applying Thomas Kilmann's Model for Conflict. As per this conflict, 5 management styles could be adopted by the managers to resolve conflicts (Prause and Mujtaba, 2015). These are:

• Accommodating: This approach requires maximum cooperation from either party, even if it's at their own expense. As per the given conflict, this must be the case if the other party is more expert and deserves the position under question.
• Avoiding: This simply means avoiding the whole situation, as there is no collective growth or achievement of the goals of either of the parties.
• Collaborating: This stage has the potential to create a ‘win-win' situation. It is when both parties can agree to come up with a novel situation where it ensures some benefit to both parties.
• Competing: It is best suited in cases of spontaneous decision-making. It is when one party works assertively to achieve its goals, the position as per the mentioned conflict, even if it is at the expense of the other person.
• Compromising: A moderate level of cooperation and assertiveness is required in this approach and is applied when neither party is achieving a contributing solution. 

Illustration 4: Thomas Kilmann conflict mode Instrument

(Source: Understanding conflict resolution styles, 2019)

2.3. Conflict Resolution Method 2:

There are various conflicts while being in a situation where different alternatives are produced to effectively accomplish the task. These conflicts sometimes become even more intense as both alternatives seem to have equal effectiveness criteria. In such a case, the manager could use Fisher and Ury's principles of negotiation (Northouse, 2017). These principles are discussed below:

• Separation of individuals from the issue:

This requires the individuals to restrict themselves from being personally involved and must effectively analyze the problem as per the other party's point of view, or maybe propose the solution in ways that seem convincing to the other party.

• Emphasis on Interests and not in Positions:

Individuals must focus on a solution which satisfies interests of both parties and must deal with situations undergoing creative discussions to the business issue.

• Invention of Options for Mutual Gain:

This step requires them to create various options that provide effective and mutual gain to both parties.

• Insisting on using criteria upon which the agreement would be based:

Lastly, both parties must define criteria to judge both alternatives and evaluate both options likewise to determine the best-suited option for the situation and effective resolution of the conflict.

Activity 3

3.0. Project Management

Project Management refers to an approach that is undertaken by companies to effectively accomplish a project (Petrick, 2017). For instance, I received a project to effectively implement a Human Resource Information System within 3 months. My role in the same was to manage the overall implementation and execution of HRIS within the workplace and monitor its effectiveness. Seeing the complexity of the project, appropriate techniques needed to be used throughout each stage of project management to enhance the effectiveness of the same. The stages as well as techniques are described below:

• Initiation: During the initiation stage, it was required to effectively plan every aspect required of us throughout the process. To effectively determine the required resources, time scale, budget, etc., Traditional Project Management was used, which is a crucial approach to providing results on time and within standards (Kerzner and Kerzner, 2017). The budget that was set out for the implementation of HRIS is mentioned as under:

• Planning and Design: The next stage required us to effectively plan and design the layout for the HRIS. There were new policies and standards set up, which are the basis for tracking performances. A new training program was also laid out for the employees to enhance their familiarity with the new system. To achieve it all, the waterfall project Technique was used, which provided physical and logical design sub-phases (Verzuh, 2015). This technique is associated with the traditional project management process. The Gantt Chart for the implementation of HRIS is mentioned below:

• Execution: This stage relates to the overall execution of the project. The new systems were installed, training was provided to the staff, new software was being implemented, etc. In this stage, the Rational Unified Process Technique was used, which interconnects the iterative style of software development projects. The RUP technique helped merge feedback from the employees regarding the new system (Nicoletti, 2016).
• Monitor and Control: In this stage, the implementation of HRIS was monitored and controlled. The project was successfully implemented within the set timeframe and as per the feedback, various meetings were held for the required changes. Since the project was large, for this stage, PERT Project Management Techniquewas was utilized, which enabled me and the managers to differentiate between events and activities.
• Completion: This is the final stage of project management, which allowed me to gain insight into each aspect of the implementation of HRIS. Various issues worked in favor, like training and acquisitions of software. However, there were minor issues regarding the implementation where employee welfare measures. Nonetheless, it was accomplished as planned and as per standards.

However, there were various problems that arose throughout the project, which are discussed below:

3.1 Problem Solving Skill 1:

There was a problem during the initiation where the management was not convinced about the system as it was felt that it would reduce the employee welfare measures taken by the company. To resolve this dilemma, I used SWOT analysis, which is an evaluation of internal capabilities and external forces that influence the decision-making process of a strategy (Jasiulewicz-Kaczmarek, 2016). My biggest strengths are communication and critical evaluation, which helped me convince the board as to how this new system would be completely employee-centric and ensure long-term benefits for the employees. This helped me gain the opportunity to effectively convince the board and carry out the project within due time limits.

3.2. Problem Solving Skill 2:

During one stage, it was hard for the system development team to analyze areas that required attention and possible uncertainties regarding the system, which could have caused a delay in its implementation. To prioritize the same, I used Risk analysis, which is a method effectively used to predict future mishaps and develop a strategy (Aven, 2015). Using this, it was determined that there is a potential risk to the confidential data of employees, security breaches, and fabrication. The risks were then prioritized, and security systems were developed as strategies to protect employee data.

3.3. Influencing, Persuading, and Negotiating:

There were various instances throughout this project where it was required to influence others through persuasion and negotiation. For instance, during the project, some members of the board suggested alternative methods to implement the system, which could have added to the cost and time taken for its implementation. I had to persuade them regarding my methods and had to explain to them the efficiency of their methods compared to mine. However, I had to negotiate with them regarding the policies, which could have set the base for employee performance. Thus, I was successful in influencing them to follow my methods through effective persuasion and negotiation.

Activity 4

4.0. Continuous Professional Development

Continuing Professional Development (CPD) determines through which different members from the professional associations improve, broaden, and maintain their skills and knowledge and develop their qualities in their professional lives. It also helps an HR Professional in maintaining the competencies in their workplace.

4.1. CPD Plan

An HR professional must maintain CPD logs to effectively maintain a record of professional development. However, it is also very crucial to be competent in the workplace and carry out the HR professional duties well.

Continuous Professional Development Plan:

To understand my progress over the past year, I conducted a personal SWOT analysis to determine areas that are my strengths and weaknesses and how these could be utilized in a manner that could contribute to grabbing the opportunities. The area of practice for this analysis would be employee relations. My personal SWOT analysis as per my CPD plan is mentioned below:

To improve further weaknesses, it is required for me to get appropriate training for my effective development. In my opinion, one of the biggest advantages of having CPD training is that, apart from helping a professional learn about the latest areas of development and improvement that are available for HR professionals,. It allows them to understand the methods and theories that they can use to perform better. Further, it also trains them to learn about the different aspects of the field and the numerous challenges that they are likely to face in the future (Snell, Morris, and Bohlander, 2015).

4.2. Professional Development Plan

According to me, I need to develop my skills and knowledge to increase my professional knowledge and time management skills and enhance my self-confidence. To achieve this, a professional development plan is being developed, which would serve the improvement needs to eradicate the weaknesses and threats and maximize the opportunities.

Professional Development Plan:

To effectively manage and enhance the performance, it is necessary to have a guidance session with the manager and immediate supervisor regarding the development plan. According to the plan, I realized that I would be able to improve my skills and knowledge, which will be helpful for my future. On the other hand, time management skills and self-confidence are the essential factors that will be helpful for professional life. 

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References

Armstrong, M., and Taylor, S., 2014. Armstrong's handbook of human resource management practice. Kogan Page Publishers.

Aven, T., 2015. Risk analysis. John Wiley & Sons.

Bailey, C., Mankin, D., Kelliher, C., and Garavan, T., 2018. Strategic human resource management. Oxford University Press.

Belcourt, M., and McBey, K.J., 2016. Strategic human resources planning. Nelson Education.

Bratton, J., and Gold, J., 2017. Human resource management: theory and practice. Palgrave.

Eubanks, D.L., and et. al., 2016. Team dynamics in virtual, partially distributed teams: optimal role fulfillment. Computers in human behavior. 61. pp. 556-568.

Jasiulewicz-Kaczmarek, M., 2016. SWOT analysis for planned maintenance strategy—a case study. IFAC-PapersOnLine. 49(12). pp. 674-679.

Kerzner, H., and Kerzner, H.R., 2017. Project management: a systems approach to planning, scheduling, and controlling. John Wiley & Sons.

MacDougall, A.E., 2015. Managing workplace ethics: An extended conceptualization of ethical sensemaking and the facilitative role of human resources. In Research in Personnel and Human Resources Management (pp. 121-189). Emerald Group Publishing Limited.

Nel, P.S., 2014. Human resources management. Oxford University Press, Southern Africa.

Nicoletti, B., 2016. Lean and digitize: an integrated approach to process improvement. Routledge.

Northouse, P.G., 2017. Introduction to Leadership: Concepts and Practice. Sage Publications.

Petrick, J., 2017. Total quality in managing human resources. Routledge.

Prause, D., and Mujtaba, B.G., 2015. Conflict management practices for diverse workplaces. Journal of Business Studies Quarterly. 6(3). p. 13.

Raes, E., and et. al., 2015. An exploratory study of group development and team learning. Human Resource Development Quarterly. 26(1). pp. 5-30.

Snell, S., Morris, S., and Bohlander, G.W., 2015. Managing human resources. Nelson Education.

Verzuh, E., 2015. The fast-forward MBA in project management. John Wiley & Sons.

Yang, F., and Väänänen, J., 2017. Propositional team logic. Annals of Pure and Applied Logic. 168(7). pp. 1406-1441. 

Online

The 2013 Profession Map. 2019 [online]. Available through: <https://www.cipd.co.uk/learn/career/profession-map/2013-profession-map>.

The new Profession Map. 2019 [online]. Available through: <https://peopleprofession.cipd.org/profession-map>.

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