WRIT1 Individual HRM Assignment Sample
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Introduction
This report is all about human resource strategy and professional practice that are used by organization for meeting organizational goals and objectives. This report will be split in two different parts. In the first part of this report, importance of vision, mission and objectives for organization will be define by outlining the role of strategy and also by using Starbucks organization as an example. At the same time, in second part, this report will outline the CIPD profession map in order to develop own competency and for career aspirations.
Part 1
Overview of vision, mission and objectives
In every organization, it is very important to clearly define the organizational vision, mission and its objectives so that business can run smoothly in right direction. The mission and vision are stated as a statement which is passed by an organization for answering different questions such as what organization is all about, what do organization value and where organization is going.
According to Cooke and Saini (2010), the mission of the organization is to define business, its products or services and target customers whereas vision of organization defines business path for achieving desired future position.
Generally, mission statement of the organization clearly communicates the organizational goals and objectives and also aims to serve best to its key stakeholders, customers, investors and employees. In other words, Szeliski (2010) stated that mission statement provides support to organization and its employees by keeping all organization objectives & aims clear and also showing right direction to achieve the organizational goals. While studying the research study of Peyrefitte (2012) it clearly mentioned that mission statement is much longer and effective than vision statement in terms of defining organization aims and objectives clearly.
A vision statement of the organization must contain or show information related to realistic, attractive and credible position of the organization in the coming future time period. The importance of vision statement for the organization is that it clears the direction and develops bridges between the present position and future position of an organization by establishing a proper set of standards. In comparison to mission statement, vision statement is narrower and relatively brief in terms of declaration related to future orientation. In the research study of Team et al., (2010) elaborated that for showing true commitment of the organization; the mission statement and vision statement are prepared in order to align the business objectives into roles and responsibilities of an employee and manager.
For example, Starbucks also developed its mission statement which describes six different guiding principles and also communicates an organizational value efficiently such as great & healthy environment, develop customer satisfaction, and contribute positively in society, set higher standards, etc. These all principles easily reflect that for Starbucks organization also, mission statement is very important as it defines the actual organizational value. In a similar manner, other organization also develops an effective mission and vision statement which reflects or describe clear picture of an organization in front of key stakeholders (Blair-Loy et al., 2011).
But at the same time, the role of strategy also plays a significant role within an organization as it relates to strategic thinking where strategic planning and operational planning is developed. The role of strategy is link to mission and vision statements of an organization because both statements communicate the main purpose of organization to key stakeholders. On the other hand, Gosselin et al., (2011) Mission and vision statements help in connecting business activities with the strategy and also support in developing corrective measurable goals and objectives that help in achieving the success in terms of organizational strategy.
Human Resource Management (HRM) is a management formal system which is developed to manage the roles and responsibilities of each employee within an organization by focusing on three different areas such as staffing, employee benefits and compensations, etc. In simple words, Armstrong and Taylor (2014) defined human resource management system is a very effective process that binds people with organizations in an efficient manner by helping both employee and organization to focus on attaining each other goals. On the other side, Strategic Human Resource management (SHRM) is a strategic process that helps in aligning the strategic business goals with the human resources so that employees get motivated, satisfied as well as overall performance get improved of employees and an organization.
Patil and Kant (2012) also elaborated that strategic human resource management (SHRM) facilitates in developing the human capital and focuses on implementing a strategic change for meeting the requirements related to business competitive strategy. The SHRM help an organization in achieving its goals and objectives because its links the vision and mission with strategic goals (Becker and Huselid, 2010). However, this helps in depicting in advance the success or failure of strategy that is adopted by an organization with focusing towards goals and objectives. The SHRM approach is integrates with human resource activities and policies that help in clearly defining the strategic goals of an organization (Ulrich et al., 2013).
Part 2
Overview of the CIPD Professions Map
CIPD profession Map is defined as a building blocks of effective human resource management practice across ten different professional specialism and that also describes eight different fundamental behaviors. In other words, CIPD professional map is used by the organization for capturing the knowledge, activities and behavior that HR and L&D must pose for achieving a success as well as to meet requirement related to professional membership. According to Prikshat et al., (2017) CIPD profession map is flexible in nature and this help HR professionals to focus on the areas of work, level of accountability and career development ambition.
The CIPD is useful for an organization by setting the standards for HR and L & D professionals across the world. The set of standards in the CIPD profession Map that HR professionals needed to use in the organization for defining HR and building capability, diagnosing the areas of success and improvement and also help in recognizing the HR achievement in terms of professionals and membership. While studying, Lester (2014) also outlined that CIPD professional Map includes eight different behaviors, ten professional’s areas and four bands that help the HR professionals in diagnosing the area of success and recognizing their HR achievement. The four band are refereed as four band rows i.e., band1, band2, band3 and band4 and on the other side, eight different behaviors are performance reward, employee engagement, learning & development, organization development, service delivery information, etc.
Benefits and limitations of using CIPD Profession Map
The benefits of using CIPD Profession Map help the HR and L & D professionals in developing knowledge, skills, capabilities, and tools that help in delivering a sustainable business success within an organization. In the research study of Weerakkody et al., (2016), it is clearly explained that CPD (Continuing Professional Development Plan) is an investment plan that individual develops for himself/herself. Maintaining a CPD plan help the HR professionals in developing their thinking, knowledge and skills related to profession. At the same time, Watson and Reissner (2014) also mentioned that the use of CIPD map professionals in developing their CVS and developing effective network channels that will lead to increase in career confidence level.
But on the other hand, Davies (2017) also stated that there is a limitation of using CIPD Profession Map in the organization system by HR professionals because it restricts their thinking and also makes them behavior in certain manner that changes their actual behavior. In addition, this CIPD profession Map also reveals that this professional map somewhere brings the changes in the old standards which are set for HR manager by an organization management system (Coetzer et al., 2017). The other limitation which is observed by using this CIPD Profession Map is that Map framework have some skills, knowledge and behavior that Hr professional is required to equipped in order to achieve success in this situation, HR develops stress and gets de-motivated.
The two behaviors from the CIPD profession map help me in feeling that both behaviors plays a vital role in achieving my career aspiration are learning & development and employee relations. These both behaviors are very effective for me in developing my career aspirations by developing by thinking and learning level towards organizational and societal benefits (Chouhan and Srivastava, 2014). The focus on both the behaviour will help me in achieving my career goals and objectives easily. In simple words, learning and development will help me in developing my competency and knowledge which will lead me in taking future decisions whereas developing positive employee’s relations will help me in easily accomplishing the organizational goal and objectives.
The two professional areas from the CIPD profession Map that are important for me in developing my future career are decisive thinker and courage to challenge. In today’s developing market, it is very important to develop knowledge about the market trends and also get prepare for facing challenges and issue (Megginson and Whitaker, 2017). In this case both these professional areas will help me in meeting the challenges efficiently and effectively as well as help in making decision accurately by thinking the future benefits for an organization. However, this will help me in developing my knowledge to some extent and develop my confidence to take decision sudden for changing the challenges into an opportunity.
The findings that I developed from the SWAIN analysis (Strengths, Weaknesses, Aspirations, Interests and Needs) is that I have to learn and develop my knowledge in order to achieve my aspirations because I have an interest in learning new things by working with others (See Appendix 1). My strength is my knowledge and skill which I use in efficient manner in order to overcome the challenges and issues as HR professional. Further, developing continuing professional plan helps in reflecting my development patterns by overcoming my weaknesses into my strengths efficiently (See Appendix 2).
Conclusion
From the above report, it can be concluded easily that Human resource plays a significant role within an organization. This report is split in two different sections in which first section helped in understanding the importance of vision and mission and objectives for an organization to achieve success. From the second sections study, it is easily understood that CIPD profession Map help HR and L & D to develop their capabilities, knowledge and behaviour for achieving success as well as in developing role profiles in an organization.
References
Armstrong, M. and Taylor, S. (2014) Armstrong’s handbook of human resource management practice. UK: Kogan Page Publishers.
Becker, B. E. and Huselid, M. A. (2010) SHRM and job design: Narrowing the divide. Journal of organizational Behavior, 31(2‐3), pp. 379-388.
Blair-Loy, M., Wharton, A. S. and Goodstein, J. (2011) Exploring the relationship between mission statements and work-life practices in organizations. Organization Studies, 32(3), pp. 427-450.
Chouhan, V.S. and Srivastava, S., (2014) Understanding competencies and competency modeling―A literature survey. IOSR Journal of Business and Management, 16(1), pp.14-22.
CIPD (2017) The CIPD Profession Map. [Online] Available at: https://www.cipd.co.uk/learn/career/profession-map (Accessed: 19th December, 2017).
Coetzer, A., Ryan, M.M., Susomrith, P. and Suseno, Y., (2017) Challenges in addressing professional competence expectations in human resource management courses. Asia Pacific Journal of Human Resources, 55(4), pp.454-475.
Cooke, F. L. and Saini, D. S. (2010) (How) does the HR strategy support an innovation oriented business strategy? An investigation of institutional context and organizational practices in Indian firms. Human Resource Management, 49(3), pp. 377-400.
Davies, J., (2017) CIPD’s profession for the future project and its implications for the HRD curriculum in UK universities.
Gosselin, R. A., Gialamas, G. and Atkin, D. M. (2011) Comparing the cost-effectiveness of short orthopedic missions in elective and relief situations in developing countries. World journal of surgery, 35(5), pp. 951-955.
Lester, S. (2014) Professional competence standards and frameworks in the United Kingdom. Assessment & Evaluation in Higher Education, 39(1), pp. 38-52.
Megginson, D. and Whitaker, V., (2017) Continuing professional development. UK: Kogan Page Publishers.
Patil, S. K., & Kant, R. (2012) Organizational culture a HR strategy for successful knowledge management. Strategic HR Review, 11(6), pp. 322-328.
Peyrefitte, J. (2012) The relationship between stakeholder communication in mission statements and shareholder value. Journal of Leadership, Accountability and Ethics, 9(3), pp. 28.
Prikshat, V., Kumar, S., Nankervis, A. and Khan, M.M.S., (2017) Indian HR Competency Modelling: Profiling, Mapping And An Investigation Of HRM Roles And Competencies. The Journal of Developing Areas, 52(4), pp.269-282.
Szeliski, R. (2010) Computer vision: algorithms and applications. USA: Springer Science & Business Media.
Team, T. T. M. C. V., Carter, M. C., Corry, M., Delbanco, S., Foster, T. C. S., Friedland, R. and Sakala, C. (2010) 2020 vision for a high-quality, high-value maternity care system. Women’s health issues, 20(1), pp. S7-S17.
Ulrich, D., Younger, J., Brockbank, W. and Ulrich, M. D. (2013) The state of the HR profession. Human Resource Management, 52(3), pp. 457-471.
Weerakkody, V., Osmani, M., Waller, P., Hindi, N. and Al-Esmail, R., (2016) Situating Continuing Professional Development in Life Long Learning in Qatar. International Journal of Business and Management, 11(11), p.81.
Appendix
Appendix1: SWAIN Analysis
| SWAIN Analysis | Description |
| Strength | I have right knowledge and skill as I completed by education in HR management stream |
| Weakness | I have lack of experience and learning in HR professional job |
| Aspiration | In next five years, I will have great experience and knowledge related to HR job roles |
| Interest | I have an interest to work with other as a team this help in creating employee relations and network. |
| Need | My need is to achieve my aim by working hard and also using right professional behaviour & skill. |
Appendix 2: CPD (Continuing Professional Development Plan)
| Skill required | Specific Action | Timescales | Goals |
| Communication skills | To conduct meeting so that human resources could be aware about the policies and strategies that top management is framing. | 3 days in a two week | The goal is to meet the human resources strategy with the professional practice. |
| Leading skills | To assign the task as per the individual expertise | As per the work requirements | The goal is to implement the task effectively and in a timely manner. |
| Influencing skills | To motivate the employees through reward system. | Once in a month | The goal is to encourage the employee so that productivity would be achieved. |
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