Different international Human Resource (HR) professional organisations all over the world - Essay Example

?Evaluating and Justifying the Selection of A Human Resource Professional Organisation Table of Contents 2 Executive Summary 3 Background 5 Self-Assessment and Reality Check 5 Goal Setting 6 Options Assessment 8 International Human Resource Management Professional Organisations 8 Society for Human Resource Management (SHRM) 8 Chartered Institute of Personnel and Development (CIPD) 10 Australian Human Resource Institute (AHRI) 12 Arabian Society for Human Resource Management (ASHRM) 13 Dubai Human Resources Forum (DHRF) 14 Action Planning 15 References 16 Executive Summary The purpose of the paper is to evaluate different international Human Resource (HR) professional organisations all over the world in order to enhance and develop the career of HR professionals in the field of Human Resource Management (HRM) namely, Society for Human Resource Management (SHRM), Chartered Institute of Personnel and Development (CIPD), Australian Human Resource Institute (AHRI), Arabian Society for Human Resource Management (ASHRM) and Dubai Human Resources Forum (DHRF). However, a suitable career planning process has been conducted with a purpose to select an appropriate HR Professional Organization in order to take my career in the right path. The career planning process has been studied based on Noe’s (2010) model. In the career planning process, when I was in the step of self-assessment and reality check, I have recognised that I am in the ‘Exploration Stage’ of career development where I am keen to seek information about jobs, careers and occupations from co-workers, friends, family members along with the experienced person in the HR field and it can assist me for pursuing the needed education or training. My short-term goal is to gain more experience in the field of Human Resource Management in order to be effective and efficient in my near future. Similarly, my long-term goal, when I enter the ‘Establishment Stage’, to be a leading HR manager in a reputed organisation which would provide me a path to attain sustainable growth. In this study, it was found that all the organisations considered have a few benefits and lacunas as well. However, SHRM can be considered as one of the best organisations for HR Professionals in order to provide opportunities for achievement, encouragement for development, and information about career opportunities. Consequently, I prefer to join The Society for Human Resource Management (SHRM) as I found that it can assist me in order to achieve my career objectives. Background I am presently working in the Dubai Chamber of Commerce associated with HR department. I primarily look after the HR issues under the supervision of my mentor. My key responsibility is to manage the various HR issues in order to take the organisation in the path of sustainable growth and development. Subsequently, it can be stated that I am in the ‘Exploration Stage’ and I intend to grow at sustainable rate in my near future that can be regarded as an ‘Establishment Stage’. This stage can provide me a place in an organisation which can assist me to make my independent contribution for the work. It often endow with a path to establish a desirable lifestyle along with the financial success (Noe, 2010). Self-Assessment and Reality Check Career development is considered as one of the important aspects for an organisation in order to create and sustain a continuous learning environment. It offers a process through which employee’s improvement has been conducted by a series of stages. Each and every stage is dealing with different developmental tasks, relationship and activities. In the same way, I am currently associated with the ‘Exploration Stage’. At this point, it is measured to be important for me to pursue the needed education or training in order to achieve my career objectives and goals (Noe, 2010). The composition of different generation creates an appropriate workforce for an employee. With this concern there are mainly four different types of generations that are identified in the environment such as Millennium, Generation X, Baby Boomers, and Traditionalists. The improvements on the career to achieve the objectives and goals are also dependent upon the generation of an employee. Similarly, I am considered to be in Generation X with regard to the Generations stages. According to this stage, I posses the features resembling to change the job in order to acquire new skills and knowledge that as a results can benefit my organisation to attain competitive advantage. I am often performing several tasks in a well-organised way to establish my position in the organisation that in turn provides me recognition and rewards in my jobs. It assists me to become more valuable and employable (Noe, 2010). With this concern, I would prefer to be associated with a ‘Protean Career’ that assists me to identify the psychological success as it escorts me to have more control over my career development. Moreover, it will assist me to understand the overall working environment as well as culture of an organisation and accordingly, implement the skills, knowledge and aptitude (KSA) which in turn can help an organisation in terms of sustainable growth and development (Noe, 2010). Goal Setting In the career planning process, goal setting is referred as an important step in order to make sustained development in career. At this point, employees are motivated to develop their short-term and long-term goals that can assist them to obtain their career in the path of sustainable growth. The period of achieving short-term goals would be one to three years, whereas long-term goals can be achieved over three to five years (Noe, 2010). My short-term career goal is to be attaining sufficient amount of knowledge and skills within the next three years in the field of Human Resource Management, as a result it can assist me to become effective as well as efficient in the near future. It can also assist me in the next stage that is establishment stage to become more competitive in the environment and apply the required knowledge and skills that can contribute significantly to the organisation’s success and development (Noe, 2010). With this concern, my long-term career goal is to be a leading HR manager in a reputed organisation which provides me a path to attain sustainable growth. At this point, I am supposed to be in establishment stage and aiming to be viewed as a contributor to the organisational success. I wish to gain the recognition of an individual contributor for the organisation that can assist me to achieve more responsibility and financial success along with a desirable lifestyle (Noe, 2010). Options Assessment International Human Resource Management Professional Organisations International Human Resource Management Professional Organisations are currently observed to focus on the overall HR field. These organisations are devoted to the continuous enrichment of HR through networking, learning and advocacy. The services rendered by these organisations focuses on providing assistance for the job seekers, in the field of HRM. The services rendered by this organisation also assist the job seekers to locate information and build their network with human resource professionals. On the contrary, it offers training and certification programs trading with remuneration and work-life balance for the participants in order to provide them better opportunities in near future. A few of the organisations also acquainted its participants with fundamental rights of HRM. The ultimate aim of organisations is to endow with sustainable professional development opportunities, promoting national networking and advancing the interest of a professional (HRPA, 2012). Society for Human Resource Management (SHRM) Society for Human Resource Management (SHRM) is often considered to be “the world’s leading association devoted to Human Resource Management”. It was established in the year 1948 and currently represents more than 250,000 members in over 140 countries. This association provides the needs of HR professionals and precedes the interests of the HR professionals. SHRM has more than 575 allied divisions within US and subsidiary offices in China as well as in India. It is also referred as an international HR professional organisation that exists to make and sustain enterprise with HR professionals, non-governmental corporations, media, business and academic institutions and governments with a purpose to deal with people management challenges that control the efficiency and sustainability of its organisation and communities. The deficiency of resources can be treated as a major challenge for the organisation. With this concern, SHRM emphasised on innovative offerings launching as well as expanding partnership with other related organisations. The implication of this strategy played a vital role to reinforce the SHRM’s position and status in the international marketplace. The membership of SHRM focuses on enhancing the career of a person. SHRM is considered as the individual professional HR association that provides an insight to understanding of the most essential HR issues such as recruitment fundamentals and employee retention characteristics among others. It also intends to guide the members developing them as important resources in other business units that work closely with HR or require dealing with HR issues. Therefore, it can be measured as a significant aspect for earning professional recognition (Society for Human Resource Management, n.d.). The requirement for membership is characterised in three categories. The first category is referred as professional member where individuals should engage in HRM practice with at least three years of experience in the HR field. The next category is considered as general member where the individuals are involved in HRM practices at the exempt level. The third category in the organisation is reserved for the associate members involved in ‘non-exempt HRM’ position in SHRM. Therefore, it can be stated that a member, whether professional or general enjoys varying benefits according to their membership category (SHRM, 2011). Chartered Institute of Personnel and Development (CIPD) The Chartered Institute of Personnel and Development (CIPD) is one of the major HR related advanced professional bodies in Europe. It is considered as an internationally recognised brand with more than 135,000 members across 120 countries. The ultimate goal of the organisation is to support and develop the individuals who are recognised as responsible from an organisational point of view for the management and development of employees. CIPD, as an international professional organisation is engaged with establishing its global standards for HR and building HR capability within organisations around the world. It has 48 branches in UK and Ireland which is guided by the volunteers. CIPD is an effective tool in terms of enhancing the career of HR professionals with the help of its novel concept of HR Profession Map. It is a new online self assessment tool in international market. This map provides a comprehensive view of the professionalism through experienced HR personnel working in the particular field. It can assist the members to enhance their underpinning skills, behaviour and knowledge which they need to build their capability throughout their career. CIPD deals with professional levels of membership such as associate members and chartered fellows. Other levels of membership also exist in CIPD, including student, affiliate and graduate. Hence, it can be stated that the members of the organisation can acquire their benefits served by the institution according to their membership affiliations (CIPD, 2012). Australian Human Resource Institute (AHRI) Australian Human Resource Institute (AHRI) was established in the year 1943 as the personal and industrial welfare association. Subsequently, AHRI is considered as a sole entity in Australia which intends to represent HR and people management professionals. It has more than 18,000 members in its association. The ultimate objective of this organisation is to lead and encourage the growth of the HR profession all the way through actively setting standards and building the essential capabilities of the profession. One of the major benefits served by the organisation is that it focuses on providing learning facilities to the HR professionals all around the world through e-services. The networks and connections offered by AHRI to its members through a range of online tools with the intention to assist in the delivery of responsibilities burdened on the HR professionals. The deficiency regarding the services provided by this organisation can be identified with relation to the e-service facilities which can create difficulties for the members when the technical problem arises in the process. The requirement of membership in AHRI is that the members must satisfy the minimum education and/or knowledge, skills and experience of HR (AHRI, 2012). Arabian Society for Human Resource Management (ASHRM) Arabian Society for Human Resource Management (ASHRM) was founded in the year 1991 with its vision devoted to the organisational success and improvement of HRs along with exchange of information as well as expertise in this region. It operates as a non-profit seeking concern that serves the needs of the HRM professionals in Arabian countries providing the most essential and comprehensive set of resources available. Furthermore, ASHRM is dedicated to serve the advancing need of HR profession in Arab along with improving the capabilities of HR professionals to certify that it is an important and effectual way of developing and implementing organisational strategies. For instance, ASHRM organises a dinner meeting every year and the meetings are open to both members and non-members such as HR professionals, executive educators, management consultants, noted authors and business leaders. The live question and answer session in the meeting provides an opportunity to the HR professionals to probe the experience of top professionals in the fields of HRM and training. ASHRM offers membership to all business and personnel management professionals. In addition, students who are pursuing a degree related to human resource management can also be members of ASHRM (Arab Info Mall, n.d.). Dubai Human Resources Forum (DHRF) Dubai Human Resource Forum (DHRF) was established in the year 1970 by quite a few HR managers together. These managers were intended to create a network within them with a purpose to share experiences and seek continuous professional development all around the world. It is open for anyone who is associated with the field of HRM. Presently, it has more than 300 members who are representing over 150 companies mainly from various industries across the United Arab Emirates (UAE). This forum is managed by an elected committee that organises general meeting on a monthly basis in order to arrange seminars, site visits, workshops and other events with a purpose to achieve the objectives of the forum. DHRH benefits the member HR professionals by planning an online forum for HR professionals to ask questions and get feedback along with sharing of ideas and discussion of key issues of HR in the region. With this concern, members can post their vacancies and CV’s in order to assist inter community cooperation with regards to jobs. The students as well as corporate professionals can be the members of DHRF by paying a determined fee. The cost compared to the benefits is less in this case as DHRF provides free services to its members, including social events with a purpose to enhance their knowledge, skills and attitude (Dubai Human Resource Forum, 2009). Action Planning In this regard, SHRM is concerned as one of the best International Human Resource Professional Organisations in order to develop the career in the field of HRM. It is worth mentioning in this context that career development is important to create and sustain a continuous learning environment in the organisation. Consequently, SHRM provides sufficient resources such as career counsellors, development opportunities, mentoring and managerial training with a purpose to lead and encourage the growth of the HR profession all the way through actively setting standards and building the capability of the professionals. SHRM also considers the assistance of the members who are experienced in the HR field for designing various programs which in turn assists the HR professionals to play an effective role in career management systems. SHRM also assists its members to manage their career growths in order to maximise their career motivation aspects. Furthermore, it is positively influenced by the extent to which SHRM provides opportunities for achievement, encouragement for development, and information about career opportunities. Subsequently, it also provides flexibility in order to make career choices based on both their personal as well as professional interests that in turn can be recognised as helpful for employee motivation and retention (HRPA, 2012) References AHRI, 2012. About AHRI. Home. [Online] Available at: http://www.ahri.com.au/scripts/cgiip.exe/WService=AHRI-LIVE/ccms.r?PageId=8 [Accessed on March 01, 2012]. Arab Info Mall, No Date. Arabian Society for Human Resource Management. About ASHRM. [Online] Available at: http://arabinfomall.bibalex.org/En/OrgData.aspx?orgid=1640§ionid=3 [Accessed on March 01, 2012]. CIPD, 2012. Company profiles overview. Information Resources. [Online] Available at: http://www.cipd.co.uk/onlineinfodocuments/companies [Accessed on March 01, 2012]. Dubai Human Resource Forum, 2009. About Us. Our Profile. [Online] Available at: http://www.dhrf.ae/dhrf/profile.php?id=36 [Accessed on March 01, 2012]. HRPA, 2012. About HRPA. Human Resource Professionals Association. 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