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Human Resource professionals are able to handle several kinds of difficult situations related to staff members. Sensitive data related to employees are controlled by HR managers. This report tries to focus on professional maps and specialist knowledge areas of HR practitioners. This report is effective to increase the skills and knowledge of individuals related to HR practices. The importance of customer needs, effective communication, and successful delivery of services are trying to illustrate through this study.
The methodology is effective to identify different methods that can be applied within a research process. In order to serve this research process, secondary data is being collected by study developers. This can help them to continue this study within a limited time period. In this present situation, the CPID professional map is selected by study developers from a web portal that provides different kinds of information related to HR practices. This professional map is relevant for identifying the role of HR managers, values, core behaviour of professionals, and so on. The hybrid optimisation method related to the analysis of professional maps is also applied by individuals (Maeda et al. 2018). Secondary sources like books, journals, articles, and newspaper data, and so on related to effective HR practices are also considered within this study. All these sources are effective to increase the skill and knowledge of practitioners effectively. This can help study developers to identify different processes to improve HR practices as well as company performances.
CPID professional map is a set of international benchmarks for each individual within their professional circumstances. In order to serve their purposes and responsibilities within the workplace, these individuals applied several kinds of processes.
Values: The main purpose of this process is to develop better work situations and improve the working lives within the workplace (Tursunbayevaet al. 2021). The value of this professional map is to connect each member of the workplace by distributing their responsibilities in a proper manner.
Core Knowledge: The core knowledge is dealing with people's practices, cultural aspects of the organisation, the behaviour of employees, and many more. These things are effective to improve the performance of staff members related to project work, team collaboration, cultural diversity and much more within any organisation (Ross et al. 2021). Technological advancement is also helpful to modify company performance appropriately.
Figure 1: CPID Professional Map
(Source: peopleprofession.cipd.org, 2022)
Core behaviour: It is dealing with ethical practices, commercial practices, valuing of co-workers, and situational decision-making processes that are being applied through this map (peopleprofession.cipd.org, 2022). The core behaviours of HR practitioners are providing opportunities for other team members to increase their level of knowledge and overall performance in a particular manner.
Specialists' Knowledge areas: In this situation, HR managers are trying to identify employee experiences, relationships among staff members, cultural diversity, and inclusion models. A plan related to organisation development and people analytic services is also being performed by professionals to modify their services correctly.
The specialist's knowledge deals with different aspects like employee experience, relations, diversity, learning and development, and the design of company development. All these things are playing an important role to improve company performance as well as sustainability. As per the understanding, employee relations are the most important thing that can help HR managers to develop a strong bonding with their staff (Chen et al. 2021). A strong relationship between HR professionals and employees is creating a huge impact on the cultural development within a workplace. The specialist requires to maintain a transparent relationship with other members of the organisation. It can help them to identify the opinions of their employees related to any adverse situation effectively (Williams et al. 2020). Rewards and resources within the workplace are also necessary to motivate their staff for improving their performances during the teamwork. This knowledge area is also effective to reduce the number of absences at the workplace (Tewari and Kumar, 2019). The organisational culture is also modified by developing team collaboration among team members. A healthy and safe workplace is developed by company employees that can motivate them to participate in different team projects.
A successful HR manager also needs to communicate with their customers that can help them to identify their opinions related to products and services. In this present context, as HR professionals individuals also communicate with their customers to identify their requirements related to products and services.
Customer 1: The quality of products is satisfactory but the product price required to minimise that can help to increase product budget-friendly. The reduction of the price rate is effective for the development of sales rates within the market as well as attracting new customers.
Customer 2: Sometimes, it is identified that the company is not able to maintain product quality. In this context, the company needs to improve their product return policy. This can help us to maintain a strong bonding with the firm.
Customer 3: Individual needs more information related to the product before purchasing the product. This can help me to purchase the right product as per requirement.
After identifying the needs of customers, the HR manager needs to focus on the urgent requirement of consumers. In order to identify the particular solution to any needs, HR is required to conduct a survey among their consumers as well as employees (Timoshenko and Hauser, 2019). It is effective for them to understand which one is needed to fulfil first. In this present context, product prices are required to reduce by company authorities to increase their sales rate. The reduction of product prices is also effective to provide competitive advantages for companies. The new target customers are attracted by using this price reduction policy.
Face-to-face communication can be performed by human resource managers by organising meetings with their employees. This process is providing opportunities to identify their reactions during the meeting. This is also effective for professionals to illustrate company goals in a proper manner. This is also helpful to develop a strong relationship within the organisation. It also has some limitations that create miscommunication among team members (Giudici and Filimonau, 2019). Differences between employee opinions can develop bias during the meeting.
E-mail is another important communicational process that is effective to conduct long-distance communication in a particular manner. This is helpful to identify the opinions of customers as well as staff within a short time period. The authenticity and integrity between staff and HR professionals are developed through this process. The main disadvantage of this communication process is mail is not providing space to express detailed plans related to company performances. The main points of the discussion topics are illustrated through this process which can generate miscommunication. Non-verbal communication can be misinterpreted by individuals.
Figure 2: Communication system
All-in-one communication system
This can be performed by a company software system that can develop several features to identify the opinions of their customers. Based on this process, HR managers are able to collect several kinds of information related to employment history, contract data, diversity information, company assets, and much more (Giudici and Filimonau, 2019). All these are effective to improve the performance of HR professionals. This also has some issues related to the technical knowledge of employees.Staff are not able to use such systems in a proper manner.
In order to maintain customer satisfaction rate successful product delivery is also playing an important role. From such perspectives, delivery time, budget, resolving of customer complaints, and many more are required to fulfil by HR professionals (Patel et al. 2019). The practitioners need to maintain the product delivery time before the contract is over. This can help them to improve the product supply chain and organisational values in a proper way. Reduction of product delivery services is also necessary to increase customer satisfaction rate in a proper way. Different customers are providing several types of information related to product services (Ulrich and Grochowski, 2018). This creates difficulties for professionals to understand their basic needs. Through a successful communication process, individuals can improve their services in a proper manner effectively.
The role of HR professionals and their strategies related to customer satisfaction, employee retention, and much more are identified in this report. The professional maps are effective to identify knowledge areas of HR practitioners. Employee relations are the most important process that motivates employees to improve their performances. Customer needs are also identified by HR professionals as well as their effective communication system.
Sharing of responsibilities is effective to improve their performances within the workplace. The involvement of human resources is modified through sharing of responsibilities. This can help to improve productivity within the workplace. The staff training programs are helpful for the company to increase employee performance and business potential effectively. The application of technologies can be implicated through this staff training process (Dewi and Putra, 2021). In order to serve this purpose, professionals require identifying willing employees who want to participate in these training programs. Changes in the HR management system are also helpful for practitioners to identify the opinions of customers as well as staff easily.
Chen, C., Ding, X. and Li, J., 2021. Transformational Leadership and Employee Job Satisfaction: The Mediating Role of Employee Relations Climate and the Moderating Role of Subordinate Gender. International Journal of Environmental Research and Public Health, 19(1), p.233.
Dewi, N.K. and Putra, A.S., 2021. Decision Support System for Head of Warehouse Selection Recommendation Using Analytic Hierarchy Process (AHP) Method. In International Conference UniversitasPekalongan 2021 (Vol. 1, No. 1, pp. 43-50).
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Maeda, Y., Kuroda, E., Uchizono, T. and Iwasaki, M., 2018, October.Hybrid optimization method for high-performance cascade structure feedback controller design.In IECON 2018-44th Annual Conference of the IEEE Industrial Electronics Society (pp. 4588-4593).IEEE.
Patel, C., Budhwar, P., Witzemann, A. and Katou, A., 2019. HR outsourcing: The impact on HR's strategic role and remaining in-house HR function. Journal of Business Research, 103, pp.397-406.
peopleprofession.cipd.org, 2022, “profession-map” Available at: https://peopleprofession.cipd.org/profession-map [Accessed on: 31st May 2022]
Ross, C., Nichol, L., Elliott, C., Sambrook, S. and Stewart, J., 2021. From chain to net: assessing interdisciplinary contributions to academic impact through narrative case studies. Studies in Higher Education, 46(11), pp.2309-2324.
Tewari, U. and Kumar, P., 2019. EMPLOYEE RELATIONS AT WORKPLACE: PANACEA FOR ORGANISATIONAL SUCCESS. International Journal of Research and Analytical Reviews, 6(1), pp.327-330.
Timoshenko, A. and Hauser, J.R., 2019. Identifying customer needs from user-generated content. Marketing Science, 38(1), pp.1-20.
Tursunbayeva, A., Pagliari, C., Di Lauro, S. and Antonelli, G., 2021. The ethics of people analytics: risks, opportunities and recommendations. Personnel Review.
Ulrich, D. and Grochowski, J., 2018. Building a world class HR department.Strategic HR Review.
Williams, M., Zhou, Y. and Zou, M., 2020.Mapping good work: The quality of working life across the occupational structure (p. 162).Policy Press.
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