Headquartered in London,the Chartered Institute of Personnel and Development is an association of professionals in the management of human resources.Through its members’ experience and research, the CIPD is charged with the responsibility of representing the HR community’s interests in public policy. …
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Headquartered in London,the Chartered Institute of Personnel and Development is an association of professionals in the management of human resources.Through its members’ experience and research, the CIPD is charged with the responsibility of representing the HR community’s interests in public policy. This is a significant aspect of the body, because it has distinguished itself as a representative organ for public policy alone, rather than political interest The body conducts research on all aspects that touch on the working life, ranging from recruitment to productivity, the balance of life and work and employment law. It also concerns itself with coaching employers and employees in cross-cultural working and building a healthy relationship between recruitment agencies and the HR community. These agendas culminate into the CIPD’s flagship policy and goal of a commitment to champion better working lives and work in order to benefit the society, economies, business organizations as well as individuals (CIPD 2013b, p. 4). Using questions as subheadings, this assignment will be divided into three parts and discuss the importance of this goal to different parties such as employees, trade unions, organizations and the government of the UK. It will further discuss ways in which organizations and other involved parties can work towards achieving the goal of better work and working lives. Finally, the assignment will point out and discuss the possible barriers that organizations face in trying to achieve the goal. Why do you think this goal is important for different parties to employment relationships? Since it affects a wide spectrum starting from recruitment time, the course of employees’ tenure and termination, CIPD’s goal of better work and working lives is significant to all parties that are involved in employment relationships. This is mainly because the experience of work and working lives, as well as the concept of a shared purpose, is not only determined by the kind of work people do, but also the way they are managed (Ellis 2012, p. 24). In this sense, management is viewed from the perspective of the HR department, organization level and the legislation or the government. Another factor that makes this goal important is the unprecedented rate of economic changes, especially after the global recession. This has presented a critical and urgent need to make sure that the way people work, the workforce and the workplace cultures are aligned with the contemporary world and support performance and future growth (Williams & Adam-Smith 2010, p. 39). To reach that conclusion, the CIPD had observed that the economies and societies that people live in shape the character of work and working lives. They established that to achieve better work and working lives requires a mandatory understanding of the key trends that shape the societies, organizations and economies as well as their implications. Through the CIPD model, the involved parties have a clearer insight of what work entails, where and how it should be conducted, including trends and the changing skills that jobs require. The CIPD considers the parties involved to be the employers, employees, managers and their representatives. By embracing the goal, all parties will be at par with the ever shifting career patterns, advances in technology and improved ways of working on a global level. CIPD’s focus on the workforce through the goal also brings an insight into demographics, expectations, attitudes, generational shifts and the base of changing skills and education and learning skills (CIPD 2013b, p. 5). Ultimately, the parties will be able to relate their understanding of this focus to the workplace. When the workforce understands the workplace culture, develops an attitude of engagement and trust, acknowledges and appreciates the way they organised, managed and developed, they become better placed to adapt and evolve with the
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