Executive Summary
The objective of the report was to provide the human resource manager with the benefits associated with joining a local or international human resource professional association. Different merits have been explored based on six professional associations namely the SHRM, CIPD, ASHRM, AHRI, DHRF, and the AITD.
According to the report findings, an association like SHRM gives room for interaction and growth among a group of HR professionals. It also provides an individual with the necessary resources and research materials essential in career development. CIPD and SHRM are globally recognized associations and as such, they increase employeesâ marketability.
Other advantages include growth and development of HR professionals, networking and sharing experiences, training and developing professionals, provision of HR professional solutions, and provision of assistance in management.
The most suitable organizations I would join as the head of the customer service department are SHRM, the AHRI, and CIPD. These organizations assist in developing HR profession and developing career of an individual. Given that career development is a progressive task, these associations assist individual gain skills, knowledge and solve issues related to HR profession.
Introduction
We are living in a world where employees are considered as the largest asset in an organization. For this reason, organizations invest heavily in their employees in order to ensure that the organizational goals are achieved. Proper career management and planning results in employeesâ career development. The career of an individual is shaped through career development which in return results in career commitment and job satisfaction.
It also prepares an individual to undergo different phases of career development. According to Adekola (2011), career development is a continuous process in which an individual passes through different phases each characterized by different tasks, unique issues, and themes. Therefore, career development is an essential task that prepares an individual to rise through the corporate ladder.
Career development is primarily the outcome of interactional processes between institutional career management and career planning (Adekola, 2011).
Institutions like 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), enables an individual to shape his/her HR professional to meet international standards.
The objective of the report is to provide the human resource manager with the merits of joining a local or international human resource professional association. The benefits and the deficiencies of the professional associations named above will also be explored and analysed critically. The report will use cost benefit analysis to determine which associations are worthy joining by a HR professional and why they are worth joining.
HR professional association
Some of the professionals HR associations include SHRM, CIPD, AHRI, ASHRM, AITID and DHRF are explored below. Their benefits and deficiencies have also been explored.
Society for Human Resource Management (SHRM)
SHRM is the worldâs largest HRM association with more than 250,000 members (SHRM 2012, SHRM 2010). The association operates in over 140 countries where it advances HR professional interests. It also addresses the needs of HR professionals from different countries. The major advantage of SHRM is that it is a global human resource outfit which addresses HR issues from a global perspective (SHRM 2012).
Through the SHRM knowledge center, HR professionals receive assistance related to HR issues. In addition, a member is exposed to interactive experience during conferences and seminars related to HR and HRM (SHRM 2012a). Lastly, the organization assists HR professionals to grow their careers from within and share competitive practices at the international level (SHRM 2010).
SHRM charges an annual membership fee of $ 35 for a student and $180 for a professional. Members can also subscribe to the HR magazine (SHRM 2012). Members are required to abide by the set SHRM code of ethical and professional standards in HRM. Membership is renewed annually after the membership fee has been received. The major limitation is the annual membership fee.
Chartered Institute of Personnel and Development (CIPD)
CIPD is the largest chartered human resource and professional body in the world. It is based in the UK and currently has more than 135,000 members (CIPD 2012). CIPD provides its members with networking opportunities and resources necessary in the development of knowledge (CIPD 2012).
Moreover, it assists its members to maximize their potential towards career development. CIPD members are recognized in the workplace, thereby giving them a competitive advantage. The mission of CIPD is to serve the interests of its professional members and to uphold the highest standards on the development and management of individuals (CIPD 2012).
In order to become a member of CIPD, one has to be professionally qualified. However, like any other association, there is a membership fee to join CIPD. This fee assists in its management. CIPD members can also access first rate benefits or get professional membership (CIPD 2012).
Australian Human Resource Institute (AHRI)
Although the organization has more than 60 years of experience, it has only 12,000 members. AHRI is the national association in Australian that represents management professionals and human resource employees (APFHRM 2012).
AHRI plays the major role of fostering the growth and development of HR professionals. The association also sets standards and builds capacity for improving the profession. AHRI ensures that all its members have access to professionally recognized frameworks like
publications, research, and professional development events and programs (APFHRM 2012). AHRI works in conjunction with its affiliate organisations at both the national and international levels to provide members with relevant, practical and cost effective ways of obtaining HR qualification (APFHRM 2012). The body also provides its members with membership services, professional development, and specialist education.
Arabian Society for Human Resource Management (ASHRM)
ASHRM was established in 1991 with the objective of managing and developing human resources (ASHRM 2010). In addition, it provides relevant information and expertise in the areas of management and human resource. ASHRM is a nongovernmental organization (NGO) that offers assistance to HRM professionals in the Arab region by providing them with comprehensive resources (ASHRM 2010).
ASHRM has an open membership to students pursuing HRM degree, personnel and business management professionals. Persons whose objectives and interests conform to ASHRM objectives can also join ASHRM. ASHRM is based on motivation, creativity and diversity (ASHRM 2010).
Dubai Human Resources Forum (DHRF)
Dubai Human Resources Forum (DHRF) was founded with the objective of networking, sharing experiences, and seeking continuous professional development among HR professionals in the UAE region. It operates in the Emirates region and is open to any person with a dream of pursuing the aforementioned objectives.
Currently, DHRF has more than three hundred members who represent more than 150 companies in UAE. As an affiliate of CIPD, the Forum is geared towards the achievement of professional standards to any members in need of them. DHRF demands a membership fee of 150 AED and 300 AED annual fees (DHRF 2009).
The Australian Institute of Training and Development (AITD)
ATID was founded in 1971 with the objective of providing training and development to professionals. The mission of the association is to âbe a leader in fostering excellence, innovation and professional integrity in training, learning and development for the workplaceâ (Commonwealth Australia 2012). This means that members of the AITD can enjoy the aforementioned benefits other than joining a professional body.
Membership is open to all persons from different professionals who intend to acquire knowledge and development. An individual is required to have at least tertiary qualification in order to join the association. Members of the Australian Institute of Training and Development can portray their professional relevance and commitment in career development.
Cost benefit analysis
The cost benefit analysis of the different associations is presented in the table 1 below
Table 1: Cost benefit analysis.
Suitable Professional Organizations
Given a choice, I would join the CIPD, SHRM and AHRI associations as doing so would assist me to develop my skills in HRM and assist in developing my career from my current stage to the next stage.
The best associations that meet my HR professionals and personal requirements are the SHRM, the AHRI and CIPD. These three associations are internationally recognized and give more emphasize on the development of HR profession. At my career stage, the SHRM has been chosen because it enhances career development and planning (SHRM 2012a, SHRM 2012).
In addition, it assists in making important decisions in career development. As noted by Jepsen and Dickson (2003) career development is an on-going process which is based on age-graded tasks and themes. Preparation is important in career planning so that an individual can perform different tasks in different career stages.
SHRM is a global HR outfit which allows different individuals from different countries to network, connect, and share their experiences. As a young employee in HR professional, SHRM would promote my skills which shall be acquired through networking and shared experiences (SHRM 2012).
At my career stage, this would increase my value as a HR professional and increase my level of competition in international market (Noe 2010). Saleh (2010) emphasizes on the importance of career marketability in the current job market characterized by globalization and increase in competition. Both CIPD and AHRI provide resources necessary for skills and knowledge development in HR profession.
With reference to my career stage, tacit skills and knowledge are important in taking my career to the next level. Moving from my current career stage requires motivation and job satisfaction to acquire job commitment (Adekola 2011).
Adekola (2011) adds that career planning and development are influenced by human resource practices and initiatives performed at the individual level. CIPD and AHRI offer human resource practices which are essential in career development.
The current work place is characterized by constant restructuring, advances in technology, downsizings, acquisitions and mergers (Adekola 2011). All these are organizational changes which have the capacity to displace an employee from his/her current position. In other words, I am vulnerable to these changes which can affect my career as a human resource profession.
However, if I become a member of CIPD and SHRM, I shall be in a position to compete internationally since I belong to a global professional body. According to Baruch (2003) organizations are constantly being affected by organizational change. The changes have implications which affect how employees are managed and their careers planned and managed.
As a HR professional knowledge and resources necessary in dealing with these changes in workplace will be essential.
Therefore, becoming a member of CIPD would enable me to get equipped with the necessary resources and knowledge required in dealing with changes in the workplace. On the other hand, being a member of AHRI, I will be in a position to get HR profession offered by the organization through its through bodies.
My current career stage involves a lot of learning (Rao 2011; Noe 2010). In addition, this is the stage where an individual finds their niche in an organization and profession. Therefore, SHRM will be important as it will assist in learning and solving HR issues (SHRM 2010). On the other hand, CIPD provides opportunities that would enable me to develop my career with the support of likeminded professionals (CIPD 21012).
This is important because it will determine my career behaviour and path (Saleh 2010). Furthermore, would also prepare me psychologically for the establishment stage, besides improving my coping behaviours in the workplace (Jespen & Dickson 2003). Being a HR professional is an indication that one will be part of the management team.
Therefore, by being a member of SHRM it would be possible to gain HR management skills necessary in managing employees in junior levels. In addition, since career development is a progressive process (Jespen & Dickson 2003), the three chosen associations would help me prepare to deal with the next phase of career development and at the same time, assist me to deal with challenges related to HR profession.
Conclusion
The objective of the report was to provide the human resource manager with the benefits associated with joining a local or international human resource professional association. Discussing the six professional associations mentioned above can lead to the emergence of professional associations have emerged.
Report findings show that an association like SHRM gives room for interaction and growth among a group of HR professionals. Just like CIPD, it provides an individual with necessary resources and research materials necessary for career development. By joining SHRM, a HR professional is exposed to a global network of highly valued and respected human resource professionals.
This assists in career planning and career development. Since both CIPD and SHRM are globally recognized, this increases employeesâ marketability. An employee is able to increase their chances of working internationally.
Other merits include growth and development of HR professionals, provision of HR professional solutions, and provision of assistance in management, networking and sharing experiences, training and developing professionals.
At my career stage, the most suitable organizations to join would be SHRM, the AHRI, and CIPD. These three associations provide resources and network HR professionals. They also assist in career planning and development.
With the increase in organizational changes, skills and knowledge gained assist an individual in propelling their career, solving HR problems and dealing with challenges. Lastly, career development is a progressive task and as such, the organizations prepare one for the next stage and assist with challenges associated with every phase of career development.
References List
Adekola, B. 2011, âCareer planning and career management as correlates for career development and job satisfaction: A case study of Nigerian Bank employees,â Australian Journal of Business and Management Research, vol. 1, no.2, pp. 100-112.
APFHRM 2012, Australian Human Resources Institute. Web.
ASHRM, 2010, Arabian society of HR management (ASHRM). Web.
Baruch, Y. 2004, âTransforming careers: From linear to multidirectional career paths- organisational and individual perspectivesâ, Career Development International, vol. 9, no.1, pp.58 -73.
CIPD 2012, CIPD membership. Web.
Commonwealth Australia 2012, Australian institute of training and development. Web.
DHRF 2009, Frequently asked questions. Web.
Jepsen, DA & Dickson, GL 2003, âContinuity in life-span career development: career exploration as a precursor to career establishmentâ, Career Development Quarterly, vol. 51, no. 3, pp. 217 â 233.
Noe, R A 2010, Careers and Career Managementâ, In. Noe, R A, Employee Training and development, Singapore, McGraw-Hill.
Rao, S R 2011, Career stages. Web.
Saleh, N A 2010, The organizational career management and the career behavior. Web.
SHRM 2012, The solution is SHRM: Members benefits guide. Web.
SHRM 2012a, Mission and history. Web.
SHRM 2010, 2010 SHRM annual report. Web.