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Effectiveness of Professional and Practical Competencies


More than just academic qualifications and knowledge are required in the modern world to face ever-changing competitive work environments. Aspects like leadership, assertiveness, and showing some creativity will make a difference. Thus, these elements are all termed professional competencies. Skill and professionalism are the ability of an individual to perform things correctly or show some competitive advantage when handling a given task. The skills can be hard or soft; in most cases, soft skills like communication or time management fall under soft skills. Professional competencies are key for empowering the working team in all dimensions, and it is dispensed to help the organization grow (Armstrong and Taylor, 2020, Pg. 63). In this reflection will be based on the CIPD, which looks at how professionalism should be conducted by its different codes. The reflection will look at the area of leading, managing, and developing people in the workplace and how professional and practical competencies may apply. The areas that will be reflected on include the recruitment, selection, induction talent management, and well-being of the employees in the workplace.


Recruitment is a human resource activity that refers to identifying and attracting. Carrying interviews, selecting, hiring, and onboarding the selected workforce to the operations. Generally, it involves everything that is involved, from identifying the areas that need to be filled, the suited employees to fill the gaps needed, and staffing. It is one area that requires professional and practical competencies so that the staffing needs can be effectively filled by attracting the right people (Hangartner et al., 2021, Pg. 589). Human resources need to have a good way of recruiting so that the resourcing can be significant in the development. An effective recruitment process looks at the internal and external aspects of the candidates. That is made through choosing the hardest option when selecting the candidate to fill different gaps; HR should only make the easiest choice for qualified persons if they are internal employees. They should go through important stages that will qualify them for the position. Quality time needs to be spent looking at which advertising approach will be used to target and attract the right candidates. In Nissan, the hiring process is very well coordinated and managed with the HR department documenting effectively what needs to be done (Shimamura, 2023, Pg. 119). The recruitment process starts with the online application through the company’s website, where the CV is submitted. The CV should display career history, experience, most recent employment or achievements, educational qualifications, and additional courses that will add advantage.


Selection is a human resources activity that involves assessing the candidate’s capabilities to fit in a given position in the company. The Human Capital Theory (HCT)holds that employees are the organization’s most important and valuable asset; thus, it suggests that the recruitment and selection process must be done effectively by identifying and acquiring employees with valuable knowledge. In that sense, selection in HR management is a process involving assessing a candidate’s qualities, skills, and experience to reduce the pool of people who have applied for a given chance in a company (Moonan, 2021, Pg. 45). The process is mostly characterized by conducting interview together with using other assessment tests to evaluate suitability of the candidate. The selection process involves screening the resumes applied through the website, where the applicant’s resume must demonstrate they meet the minimum qualifications. At the Nissan Company, candidates are invited to participate in video or phone interviews after resume screening. If the candidate meets the minimum successful, one is invited to participate in a face-to-face interview with the human resources department and hiring manager. If the candidate completes the process, they are given a job offer and have to complete paperwork and background check. The testing and background checks are key for human resources to have incredible information essential to meet other criteria like the social or medical aspects of the candidates. The process is essential because making any mistake in the selection process will mean missing out on the points of recruitment and selection, and the organization will likely need help to achieve overall success in human resource management. Using professional and practical competencies thus helps ensure that they meet recruitment activities.


Induction is another important work of the human resource department that involves onboarding new employees to the organization and making them start their new lives there. The process is also called first employee greetings; in that case, the first impression of the employees is important and impacts the integration of the team and job satisfaction. It is the opportunity for the organization to welcome new employees, assist them in settling in, and ensure they understand how to perform their duties. For effective induction to occur, a good HR has to apply their professionalism and practical competencies to help employees understand their roles (Sharma, 2023, Pg. 89). The Social Exchange Theory holds that the reciprocal relationship between the employee and organization where the induction is a key way to show that reciprocal. It posits that an individual who feels the selection and recruitment process was fair treatment will likely show a high commitment to the organization. A good induction process will reduce the issue of employee turnover and boost employee morale. In Nissan’s organization, there is an effective induction process where factsheets are used to cover the purpose of induction and the selection of attendees. A good checklist is used to ensure that each employee has been given the right departmental activities, job description, and standard operating procedures of the company so that new employees will work according to the set SOPs for the benefit of growth. The induction should create a good orientation, familiarizing the employees with the organization’s charts and communication ranks.

Talent Management

The CIPD profession map acknowledges talent management as an important knowledge aspect of the organization and creates outstanding standards to operate through. Talent management is becoming an important trend in organizations. It involves an effective mechanism to attract, identify, grow, orient, and keep deploying employee valuables to an organization (Dundon et al., 2023, Pg. 558). The human resource department must be aligned with strategies and business objectives to be effective. Strategic talent management has been shown to have a wide range of benefits for organizations. For example, it has been attached to high organizational and workplace performance. Talent management is built by ensuring the organization has the right workforce with diverse skills, a balanced demographic, and the right profession across the departments. It is important to continuously evaluate talent management so that the organization is sure that the information is justified. Thus, the evaluation must be based on reliable quantitative and qualitative information and a mechanism that assures the organization’s effectiveness. Nissan has been effective in the aspect of talent management because it has focused on the culture transformation journey, which is one of the transformation processes the organization is bringing to create a new bloodline of talent management (Shimamura, 2023, Pg. 119). The company has transitioned to a top-down, commitment-fused approach where the focus is to have a bottom-up voice and innovation. The company has established an effective communication process where employees give feedback freely and come up with tangible and intangible improvement processes. The company also has created a framework that will allow diversity and inclusion so that it can have diverse talents across the department. The commitment is shown by the Diversity Development Office, created in 2004, where the company gets dedicated bodies to achieve diversity. The approach looks at aspects like mindsets, activities, and a diverse workforce because there will be high talent growth across the company.


Well-being is becoming an integral part of organizational employee management in organizations. The issue is even becoming more recognized because of increasing remote working; thus, employee well-being has become an important part of the business and organizations’ operations. The Future Workplace 2021 Human Resources (HR) Sentiment survey found that about 68% of senior HR managers said that employee well-being was important for the business to prioritize when dealing with employees. It is not by surprise that the issue is the top priority for the HR leader because the market is estimated at 20.4 billion in the United States. It is forecasted to grow to about $87.4 billion in 2026 (Meister, 2021, Pg. 2). The well-being thus is an important issue for the human resource department achieved through a good work-life balance and good demographic balance. Employees should be given good incentives like rewards, healthcare insurance, and training to achieve a good work-life balance. There is also a need for a good time for the employees to rest and interact with their families to feel relieved and re-energize. Nissan Company is offering well-being to the employees by focusing on work flexibility where employees can operate remotely if they are not okay with the physical office operations. The company is also complementing it with well-being benefits like online coaching and counseling focusing on empathic leadership.


In conclusion, the CIPD profession map has outlined some of the human resources activities that should be well articulated when dealing with the people leadership, management, and employees. The organizations are then looking to ensure that they get every aspect right for the organization to achieve good people leadership, management, and development. The human resource department must ensure that it has established the needs and areas that must be effectively created. That means looking at all possible means that it can inject good operational processes. For example, Nissan has been outstanding in managing people and developing through keenly using HR activities.


Armstrong, M. and Taylor, S., 2020. Armstrong’s Handbook of Human Resource Management Practice. Kogan Page Publishers.

Dundon, T., Wilkinson, A. and Ackers, P., 2023. Mapping Employee Involvement and Participation in Institutional Context: Mick Marchington’s Applied Pluralist Contributions to Human Resource Management Research Methods, Theory and Policy. Human Resource Management Journal33(3), pp.551-563.

Hangartner, D., Kopp, D. and Siegenthaler, M., 2021. Monitoring Hiring Discrimination through Online Recruitment Platforms. Nature589(7843), pp.572-576.

Meister, J., 2021. The Future Of Work Is Employee Well-Being.

Moonan, C., 2021. The Transfer Of Japanese Human Resource Management In The Indian Automotive Industry (Doctoral dissertation, University of Leeds).

Sharma, F.C., 2023. Human Resource Management. SBPD Publications.

Shimamura, H., 2023. Nissan after Carlos. In OVERCOMING CRISIS: Case Studies of Asian Multinational Corporations (pp. 113-127).


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