HR Practitioners: A Catalyst for Achieving CSR Objectives - Essay Sample

Introduction

It is the role of HR professionals to help an organization achieve its CSR objectives. According to Singh and Dhawan (2013), HR professionals have what it takes to influence employee commitment to, as well as engagement in the CSR strategy of the company. These professionals are increasingly necessitated to understand the best way to manage HR resources in line with the firm's intended future direction. To obtain recognition, HR practitioners need to think beyond the everyday HR activities that entail hiring and firing, as well as benefit and compensation, and understand every organizational aspect from all dimensions and make its objectives parallel to the company's common goal (Singh & Dhawan, 2013). HR professionals are essential in any firm because they should be able to supply the organization with skilled workers by using the scientific selection process. Likewise, through the experimentation and innovation of personnel, the HR professionals help to increase productivity and reduce costs. In general, HR professionals do not only deal with recruiting and managing, but also motivating and providing specialized and functional support for employee engagement and the betterment of the entire organization.

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The skills, behaviors, and knowledge, mandatory for HR professionals include having the courage to challenge, being a role model, curious, a decisive thinker, a skilled influencer, personally credible, collaborative, and driven to deliver. Having the courage to challenge is a professional skill that entails showing courage and confidence while speaking proficiently when challenging other people's opinions as well as when confronted with unfamiliar circumstances ("CIPD Profession Map", 2020). This skill is essential as one can stand by his proposal and efficiently support it with evidence even when everyone else is against it. Despite the resistance, a professional with this skill can remain calm and hold on to his position with courage as well as take a stand on what he believes in.

Being a role model is another essential skill in this case which involves leading by example. The professional should act with integrity at all times while being impartial and independent, not forgetting to balance his work, personal life, and legal parameters. This skill is crucial because it ensures one has a deep sense of fundamental values and is skilled at managing any conflict that can arise between the organizational values and personal ones.

Being curious is also a behavior necessary for HR professionals because it shows that the professional is focused on the future and thus can evolve in an innovative way that would add value to an organization. Professionals with this behavior show interest in the organization and actively seek to understand the strategic context of the organization. Being a decisive thinker is also crucial to HR professionals since it demonstrates their ability to examine and understand organizational matters. To be a skilled influencer is also essential for these professionals since it reflects the ability to gain more than enough support from various stakeholders that are in search of the organization value.

Likewise, to be personally credible is crucial since it helps to build a person's professionalism by conjoining HR and commercial expertise to add value to the organization. Another necessary behavior is to be collaborative, which ensures one works effectively with all the other individuals in the organization. It is vital since it shows respect to other people's cultures, beliefs, and feelings. And finally, when one is driven to deliver, it shows that the person is resourceful and determined. It demonstrates a strong ability to act and provide across the organization.

The CIPD Profession Map defines HR, diagnoses areas of improvement and success, and builds HR capability as well as recognizes achievement through qualifications. It shares the qualities and skills of successful HR professionals at all the phases of their vocation. The map is used by individuals to prepare for interviews, looking for jobs, making for an appraisal, and building a development case (Zheltoukhova, 2015). With the CIPD Professional Map, one can know what the activities that a professional needs to engage in and what one needs to understand for all areas of the HR profession at the bands of professional competence. Likewise, it describes the behaviors and needs necessary for an HR professional to carry out the activities of the job since each behavior is described in the professional map across all the bands of professional competence. Additionally, the CIPD professional map describes the bands of HR professional competence as well as the transition challenges that they face when moving from one group to the next including how the professionals' contribution and success are measured. With the CIPD professional map, every essential thing that one needs to know about the HR profession is discussed since it majors on the areas crucial for professional development and not organizational structures or job roles among others.

I will transfer the new knowledge and skills into working practices by striving to offer the best for the organization I work for and accept my responsibilities. Likewise, I will step up and deal with my personal information in a professional manner. I will effectively separate my own life from my professional one to allow me to develop into a perfect role model for my fellow employees. Likewise, I will courageously consult others for new ideas and work closely with them while skillfully challenging them in case of uncertain plans.

References

CIPD Profession Map. Cipd.co.uk. (2020). Retrieved 9 March 2020, from https://www.cipd.co.uk/cipd-hr-profession/cipd-hr-profession-map/default.html.

Singh, B., & Dhawan, S. (2013). Role of Human Resource in the Contemporary Business Environment, International Journal of Management & Business Studies, 3(2), 62-65.

Zheltoukhova, K. (2015). New ways of working: what is the real impact on the HR profession?. Strategic HR Review, 14(5), 163-167. https://doi.org/10.1108/shr-08-2015-0064