Developing Professional Practice and Using Information in HR - Assignment Example

?Developing Professional Practice and Using Information in HR QUESTION You are the regional HR manager, and are investigating the reasons the recruitment and retention difficulties are occurring at Davidsons. Specifically, you are required to answer the following three questions: 1. What are the key social trends that might be causing these problems? Try to find facts and figures to support your answer. The key social trends include the fact that employees have largely been unwilling to apply their own selves towards work and this is the reason why the employee turnover rate is quite high at Davidsons. Davidsons is a name that is renowned throughout the United Kingdom and all out efforts are required by its management to make sure that the employees and workers remain on board no matter how tough or trying the circumstances turn out to be. The social trends need to change and this is something that will work in the favour of Davidsons because it will be able to derive the benefits and extract profits in the future. The facts and figures that can be used to support this anomaly surround the basis of understanding where Davidsons is going wrong and how it can have a better and more constructive relationship with the employees that join its ranks. The social trends can only get better when there is more energy and dynamism shown by the Davidsons’ top hierarchy so that success shall happen in an easy way. Perhaps the attitudes of the officials are one thing that must be deciphered in an adequate sense because this sets the basis for achieving harmony and success across the board. It is also one of the reasons why Davidsons is losing out on its popularity within the United Kingdom and thus staunch efforts are needed to make amends. Davidsons has to guarantee that these problems are addressed at the earliest to have a good say within the society. 2. How do the social trends that you have identified impact on employment issues? The social trends have a huge role on the employment issues that surface at Davidsons. This is because if people within the society in United Kingdom believe that the employee turnover rate is high, no matter what factors are involved, they will abstain from getting recruited within its ranks, just to be sure that they are away from politics that might take place at Davidsons. The employment issues will come up time and again if the employees and potential workers know that they will be treated differently, and their domains would be sabotaged by the ones who exist in the workplace realms. The social trends therefore have a huge say in asking the employees where they might like to see changes within the relevant contexts. The social trends essentially dictate the difference between the good initiatives at work and the bad omens which have come about due to a number of factors. On the part of Davidsons, it is of paramount significance to comprehend that these social trends are rectified for the best interests of the employees and so that the new ones also acquaint it from time to time, whilst retaining the old ones. The impact of these social trends on employment issues therefore happen when the company is going through a tough time and there are no friends for its basis in the long run. This is the time when the social trends need to be aligned in such a way that there are only benefits to gain from. 3. What would you recommend Davidsons do to address these social trends? Davidsons needs to make a number of changes within its fore as far as the social trends that exist within its fore are concerned. This will mean that the employees need to be given more security which they look forward to receiving at the hands of the Davidsons’ top management. They must feel good when they are at work because higher motivation levels ensure that things are working fine within the realms of Davidsons. I would recommend Davidsons to go all-out in its quest to bring up changes because its own reputation is now at stake. It must make sure that these changes do not hamper its working realms. This recommendation is given because the social trends dictate how well an organization is being seen within the terrains of the society and what kind of changes would be required to make sure that these do not have a problematic result at the end. This is so required because it will set the basis of finding out where other anomalies can come in as far as Davidsons is related and how these can be turned into possible areas of growth and development in the long run. Also the employees will know that their organization cares about them and is geared to go the extra mile to ensure that. I would also recommend Davidsons that it must remain staunchly connected to the society and care more about what concerns the society as it is the need of the hour. This will be the basis of success as far as Davidsons’ issues are linked. 1. Report on a Conducted Research Introduction This report covers the ways and means through which human resource professionals make use of the information that comes to them, and how they authenticate the same to achieve significant progress within the ranks of the organization. There is a dire need to find out where the anomalies actually lie as far as spreading the correct information are concerned, and to touch upon the areas where the human resource professionals must get their act together to gain confidence within their respective work tasks. This report covers a list of the analysis which are done in a critical manner, the findings and how they are evaluated for their genuineness and lastly the conclusion with the added recommendations as far as the research basis are concerned. Critical Analysis This report touched upon a research where some individuals within an organization are asked to submit their respective details to the human resource management department. Now it is up to them whether they want to submit such information regarding their own selves or they would want to hide it for one or the other reason. A critical analysis is much needed because it discerns the exact ways and means through which this research is conducted, the sample size chosen and the wastage that can come about under such aegis of research. The method of this research is similarly quintessential to comprehend because it lists down what kind of mode has been chosen. This could comprise of the qualitative or the quantitative methods that are usually employed. A critical analysis would actually account for the difficulties that are witnessed within the making up of the research and the issues that might arise as far as the future research domains are related. The research that is done by keeping the entire audience in close semblance is a research that is done correctly (Bailey, 1988). This shall mean that the people must know where they are lacking the adequate research skills and what they ought to do to achieve significant success within such boundaries. Evaluation of the Findings The research conducted found that there were definitive responses to one side of the debate while the other lost out to the earlier one. This happens when there are more than two opinions side by side, and one has to be chosen for achieving the right results as far as research is linked. In the beginning, there are always surprises that lie in the waiting as far as the findings are concerned but as time moves on, these research basis are made easier and alternative solutions are determined which make things easier for everyone (Mottram, 1975). The researchers therefore have a very tough responsibility on their hands. They have to make sure that any anomalies which come about are addressed easily, and the alternate pathways with evidence and support are found out easily. Having said that the evaluation of the findings always depend on how well the research has been conducted and what kind of tools are made use of to conduct this research in the first place. If there are concerted efforts to do the right thing, then this would mean success for all and sundry but if there are wrong tools employed, then the results might just be calculated erroneously and hence the entire research basis would suffer as a result. Conclusion and Recommendations It is a fact that any research that has a good amount of input from all the major determinants behind research would be deemed as a purely true one. When research is given significance without even understanding the results that can sum up, then this shall mean that the research is wrongly done, and there would not be any good points that could be taken home in the long run. A conducted research therefore shall be given the emphasis that it requires and this can only be done when there are whole-hearted efforts to get things right, from the very beginning of such research realms. Revamping the research at a later stage might not reveal that many positives which are easily collected before the research process has begun. One can be sure that a good research is always dependent on the factors that bring together research, and which study the alternate points which are encountered every now and then, during the process of research itself. Hence it is always a good idea to go for the tools that give a lot of mileage for the research that has been done, and the pointers should always be comprehended within the same light so as to reap rich dividends within the conducted research. QUESTION 2 2. An analysis of the contribution that CPD can make to the performance of the HR professional CPD or Continuing Professional Development is a process that actively gauges the kind of growth and development taking place within an individual as per his working basis. It gives him the luxury to understand where he is going wrong and what kind of corrective measures he needs to take in order to ensure success. This success can both be long term as well as in the short run, but what is direly significant is the manner under which CPD works to good measure for the sake of the HR professional. If this HR professional knows that he will be dealt with in a difficult manner, there must be room for manoeuvring his own basis through hard work, empathy and understanding. The CPD premise is not only good for his own self but also for the sake of the organization from a strategic perspective. It shall resolve a number of ambiguities that arise from time to time, and give the much needed edge to the HR professional over others. The performance of the HR professional is therefore dependent a great deal on how well the CPD works to his own favor. It will give him the much needed edge over such individuals who do not quite believe in CPD or who believe in it but are unable to tackle its nuances. The understanding of CPD is not enough – what is really required is a vision to set things right through a working basis of the CPD in the long range scheme of things (Doney, 1998). The performance of the HR professional is essentially directly proportional to how well he shapes up his own measures through active engagement and involvement with the tasks at hand, and how he is able to rein in success through the resources that are available at his disposal. It must be understood that since CPD is learning in action brought together by action as well as reflection of how things were shaped up in the past. This is consequential because it decides the pertinent course of action of the HR professional. It also gives him room to understand where he might go wrong and how he can change his demeanor as and when required. Since CPD concerns itself with reflection more, there is all the more reason why knowing about the past can actually work in the favor of the HR professional. It will tackle the strategic position of the HR professional and give him the much needed understanding not only about his own self but also the ones who work with him in the organization (Noon, 1994). This is needed because it sets a nice precedent for many things to come in the future. It gives the HR professional an idea as to where he can derive value for the sake of the business and how he can change the ideology of the HR profession in essence. It will further career development which is indeed a much cherished proposition as far as the domains of the HR professionals are concerned. CPD assists the HR professional since he knows exactly where he is lacking and how well he can change his own stance. He has to make sure that he is able to listen to what his colleagues and peers have to say and learn all this while. With that there will be an empathy that he shall bring forward an element of care for all of them and perceive the learning and development regimes to come about in an able capacity (Maisch, 2007). The current role of the HR professional is such that he would have to focus on the future as well as think about the present times where the change premise has to be brought in. This indeed is an investment in the right direction as far as the individual under consideration is concerned. CPD will definitely be a self-managed entity if things shape up in a quantifiable manner and bring success for all and sundry. CPD brings in confidence and credibility within the HR professional as it gives him the ability to talk about his skills and the eventual achievements which come about (Robinson, 1997). He makes sure that the career goals and aspirations are realized easily, and without much fuss. The success therefore is related with how well the HR professional is able to become more productive for not only his own self but also the organization at large. This is an undertaking that is required by a business enterprise as it ensures smooth harmony to come about across the board all said and done. QUESTION 3 3. A personal development plan for yourself, which also provides details on how you have implemented and reviewed this plan. A personal development plan for my own self would comprise of the aspects that remain significant to me on a day to day basis. This would mean that this plan should take into consideration my professional and personal growth and development regimes. It would also take into account where I am going wrong and the kind of changes that I can have within my folds to make amends. This personal development plan is a much needed entity on my part because I have to be answerable to my own self and my professional peers and colleagues on a regular basis. It will shape up my personality and make me realize where I am going wrong and what kind of updates I would require within my work ethics. Having said that it is always significant that I know how I will be positive all this while because this is much needed. It shall offer me an understanding like none other because professional growth and development can take place once there is a desire to do something new and different each time (Nixon, 1994). This can only take place when I am destined to bring about a long-lasting and strategic change within my personality, and amends can only be made when I have a clear cut vision for the task at hand. My personal development plan therefore is one that banks on my own instinct more than anything else. It comes from experience and a will to do things in the most righteous way possible. My personal development plan comprises of working for my organization in such a way that my work domains get manifested in a proper manner. This means that I document everything that I do at my workplace. It allows me to comprehend what I have done during a particular time frame and how I have been able to make amends as and when required. Also my personal development plan sets its basis on how well I have changed my stance with the needs and wishes of the clients, the customers and the employers to whom I report on a regular basis. I note everything down and make sure that there is no point that seems amiss. It puts me in a good position to know how I am able to find success for myself and the organization that I work for (Edge, 1997). My personal development plan is therefore implemented through hard work and complete conviction of my abilities and skills. I am guaranteed success each and every time I have adhered to this personal development plan and I can safely state that the same will be the case in the times to follow as well. My personal development plan is understood well by my peers and colleagues, and I make sure that my employers also remain in the loop as far as performance of work tasks is concerned. It makes me feel contented with what I do and how I am able to do the same on a regular basis (Phillips, 1993). This helps me to review the personal development plan accordingly. I review my personal development plan by being actively involved with how I resolve the ambiguities that mar my working basis. It means that the issues which come up every now and then are taken care of by the personal development plan which I have set for my own self. I am confident of a positive review for my personal development plan because I follow things in a sequence and know what to prioritize and when (Rowley, 1995). This makes things easier for me and also creates a checklist for me as far as work manifestations are concerned. I can guarantee positive results because my personal development plan is sound, has an understanding of all related work tasks, and is comprehensive from a number of different angles. QUESTION 4 4. A reflective review on the competencies and contributions of HR professionals The competencies and contributions of HR professionals depend a great deal on how well they shape up value towards their specific line of work. This means that the HR professionals need to be spot on as far as performance levels are concerned, and should know exactly where they are lagging far behind on certain occasions. They need to produce value for the sake of the business and this can only be done when they are cent percent sure about what they want to achieve at the end of the day (Trussell, 1975). Having said that it is always a good enough suggestion to have a proper manual because this will dictate where they might stumble and how they can be back on their own feet, once down. The competencies and contributions of the HR professionals should thus be banking deeply on the ways and means through which results are achieved, and this can only be understood once the employees within the realms of an organization are treated in a fair enough way and be given the incentives and benefits that they had been promised at the time of their hiring. A reflective review is therefore a good enough starting point to know where the HR professionals are excelling and which areas are the ones where there is absolute lack of coordination and planning. It is always a good omen for the sake of the business if the HR professionals are not talked about much, which essentially means that the HR matters are being dealt with in an adequate way. The hiccups are avoided and the issues curtailed as much as possible. The HR professionals must always find out where they need to update their own selves so that they remain one step ahead of their colleagues. This will essentially tell them how work processes would be managed and how all employees will remain happy and contented with their domains. Even though this is a difficult thing to attain, it is mandatory on the part of the HR professionals to guarantee that they know their trade well, and achieve what is deemed as unachievable in other professions (Xu, 2005). The HR professionals must always be aware of their competence levels so that they can determine the strengths that lie within their folds and contribute in a positive and active way nonetheless. Since the HR professionals are always asked to deliver beyond their means, it would be a good practice to recruit HR executives under their ranks so that they could be delegated work as and when required. All said and done, the HR professionals must always be optimistic about their work ethos so that they are able to inspire others and keep everyone on their feet. This can only take place once the HR dictum within the workplace is developed in a sound and adequate manner. Hence a reflective review would serve as a good purpose of understanding how HR professionals fare and how they are able to inspire others – the ones who work with them or under them. The general rule of thumb is that the HR professionals should have a very sedate personality so that others get inspired by them and would want to seek more with each passing day. This achieves a number of milestones in the end. Bibliography Bailey, L., 1988. What is the Research Buyer Buying? Management Decision, 26(1) Doney, E., 1998. Developing opinions: the attitudes of ILS staff to continuing professional development. Library Management, 19(8) Edge, D., 1997. Personal development plans: unlocking the future. Career Development International, 2(1) Maisch, M., 2007. Work-based learning and continuing professional development. Education + Training, 49(3) Mottram, R., 1975. Management of Human Resources: A survey of the problems and the role of research in solving them. Industrial and Commercial Training, 7(7) Nixon, A., 1994. Personal Development Plans: The Challenge of Implementation – A Case Study. Journal of European Industrial Training, 18(11) Noon, P., 1994. CPD: Professional Development – Continuing and Compulsory? Librarian Career Development, 2(4) Phillips, K., 1993. Self-development in Organizations: Issues and Actions. Journal of European Industrial Training, 17(5) Robinson, G., 1997. Do organizations manage continuing professional development? Journal of Management Development, 16(3) Rowley, J., 1995. Management development: new agendas for information professionals. Library Management, 16(1) Trussell, P., 1975. The Valuation of Human Resources. Management Decision, 13(3) Xu, Y., 2005. A study of enterprise human resource competence appraisement. Journal of Enterprise Information Management, 18(3) Read More