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Key Topics
Requirement
Critically discuss the implications of communities of practice for the role and responsibility of the HR practitioner.
Solution
Introduction
Nowadays, the environment of the business becomes more important part of the knowledge-based scenario. But it seems to be surprised that the human resource practitioner was affected by the degree of daily business activities. The human resources practitioner particularly highlights in the context of communities of practice as one of the most promising territories among the knowledge of management. They focus on mainly the work performance of each and every individual at the level of management with the key elements of their talent in all fields of work (Raub, 2002). The human resource practitioner is very much affected by the economy of global trend and its working concepts in an organization which were based on the developmental literature on human resource which also covering the massive area of its themes and the spreading its spirituality across the different cultural group or the in technical diversity of learning and also in escalating the number of workers. In this effect, the implications of communities of practice for the role and the responsibility of the human resource practitioner become a concerning material which then correlates the best work of their part in the field and also encompassing the preparatory role of human resource practitioner in their expert fields of integrity, ethics, and the certification.
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In this, the increasing practice of communities becomes the source of competitive advantage. It requires the careful practices of communities with the roles and responsibilities towards the human resources development practitioners. This makes the mindset towards the executive decision makers that also helps in revealing the relationship between the human resource practitioners and the communities of practice. It also enhances the development of human resource management with the aim of gaining the learning, education practices with the proper guidelines increasing or developing the human resource practitioners.
Each and every organization has a separate human resource or the human resource development specialists who are unnecessary for their purpose. All the people, i.e., managers and the supervisors in the department need to be trained and developed via best technology or manners who were radically known as their stewards of their staff. In this way, each and every individual becomes the owner of their kingdom of development or the technology that helps in enhances one's career growth. Without any learning or the training or the human resource development specialist needed to be present at any time, place, to meet the needs and wants of an individual and understand it thoroughly to make it happened.
This module aims at evaluating the idea that how the communities of practice affect the human resource practitioner’s area of work (L. Pritchard, B. Briner and Symon, n.d.). It also shows the close look of their knowledge of work and its importance via organizational potential of resources in this competitive arena as also by discovering the major challenges of a knowledge-based economy to diversify the area of work. This also outset the human resource practitioner’s predominant role in the field of knowledge with the various potential integrated undiscovered activities of human resource and communities of practice. Thus, with the progressive human resource practices that work beyond the organization, it lead to the proper compensation for cost, higher quality, and the higher productivity which also leads to functional performance and also the operational functioning covering the whole of its operating expenses with the higher profitability.
This notion of emergence "communities of practice" addresses the many shortcomings. This elaborates the "group of people formally or informally bound with each other via the sharing of experiences, thoughts, ideas, passion for a making of a joint venture". This not only enhance their work activities, but also cultural phenomena of being together in both happy and sad times. This concept brings out the root theories of being connected within the communities and developing a new venture or perspective relationship between the practice and its learning, rather than just viewing the on-going practice in an easy way. As it's the primary element of every work which helps in learning as well as its performance also matters a lot in understanding the whole of the social process of connection (Raub, 2002). Thus, learning and practicing becomes an integral part of a continuous element of social practice in a context of both teachings and participating in the different activities in achieving the ultimate goals of moving towards the future ambitions.
Human resource practitioner becomes the active element as for starting up the working of human resource practices as per the commands of professional business units. The knowledge , experience and the level of training regarding the new learning or education combined with significant impact on the successful implementation of the human resource practitioner development also with the five related themes that lead to its development i.e. change in the management, the recruitment and the retention and the work life balance and also the diversity theme management and lastly in includes the human resource strategic partner.
There is a significant role of learning and practice processes in communities of practice which helps in benefitting in of vast knowledge of work with an exchange of knowledge effectively and efficiently. As communities of practice met with the high expectations. Their modest role of implementing the new style of concept has been in a promotion. Communities of practice help in reinventing the companies span of benefits with the strategic development and also with the growth of corporation management. So, in this manner, the human resource practitioner researchers out the important concept of being acknowledged (L. Pritchard, B. Briner and Symon, n.d.). Thus, this research resultant is also being used by the communities of practice for their means of practice or benefit in their manner. To assist the human resource practitioner, the communities of practice researchers out the process of evidence for its best usage in a contextual manner of practice. Naturally the activities of human resource practitioner evoked the interpretation in their way of varied opinions of learning. The perception of the communities of practice should be in line to be taken care of their knowledge, sharing of data, further development, etc. effectively and efficiently. Human resource practitioner research reviewed the all the problem-based inaccessibility of it, this also implies the practitioners research no more needed and thus, the communities of practice is also not affected. For the level of affection, the practitioners need to research more studies to make it available for is further practice and researches. The practice also helps in encompassing the practitioner as well as the researcher aim of being scholars (Raub, 2002).
The human resource practitioner needs to be well furnished to take care of their position of being worked within the communities of practice. The perception of communities need to be furnished with new ideas, thoughts, creativity, style, etc. have to be attained in an essential manner to present the communities in front of other practitioners to make an effort for its development in achieving the objectives and the goals of individual's sense of thinking. All the activities of human resource practitioner play a major role in both attaining and retaining the practitioner with the knowledge of learning. The human resource practitioner must focus towards the nature of work so that it can be possible for all another practitioner to be in line for further development within the communities as well as within oneself (Plessis, Paine, and Botha, 2012). Human resource practitioner, in this case, need to be learned with the progressive means of work and the new innovative implications which and also the practice of development to enhance the fragmented approach and also the credibility of the vision and mission of the organization or the company.
Most of the human resource practitioner follow the path of core sets of knowledge with the idiotic theories and the way of the process. Through the credibility of being the practitioner, it should be interpreted formally with the literature perspective which is more on focused on a scholarly and academic front. It is fragmented in all the fields as per the increasing hypothetical vision as it lacking behind in some area which is usually shared by the practitioners. As a result, the lack of integrity, identity, credibility, and the definition is being spiraled towards the fragmented approach. The human resource development were all equipped with their human resource practitioner which comprises of the latest information, skills that help in enabling in supporting the result as well as the evidence to make it shorten the gap that exists between the practitioner's and the communities of practice which becomes narrow in nature. And, through this, it will enhance the credibility of the organization or the company (L. Pritchard, B. Briner and Symon, n.d.). Through this working the human resource practitioner now more focused on the practices being made by the department as to kill the gap between the human resource practitioner's and the communities of practice.
The practitioner of human resource development set the sufficient competencies to make a standard of preparation as well as the level of being practiced to make it a perfect development of human resource. It might enter the field of enormous disciplines such as technical occupations, management of human resource or the education on the adult basis with the groundwork. Moreover, it also includes the design of instructional management work of organizational development which heartily contributed towards the human resource development practitioner. In this way, they might not be regarded as the prerequisite which states the standard of the profession to enter one's level of an area. Basically, it defines as the "cross-disciplinary" in the nature, as it becomes more of rich and heart bilious development comprises of more of practices, standard of working, occupational works in aspect of technical background, also giving the full knowledge on adult education which nowadays becomes necessary for each and every individual as their thinking power acknowledge them with number of questions which not easy to understand even also not easy to ask. So, this knowledge becomes a core part of their study area to enhance oneself properly in a right direction and also guides them to make a way for further explanation (Kabene et al., 2006).
HRM function Potential contributions from communities of practice
Internal staffing Improved transparency
Communities as a latent pool
External Staffing More attractive work environment
Leads for targeted recruitment
Evaluation Peer evaluation by community members
Complementary information for 360 approaches
Compensation Direct rewards
Community membership as evaluation criterion
Training and development Individual skill development
Overcoming the separation work learning
Longer retention of qualified employees
The Strategic Management deals with the decisions policy as in making the entire company effection. Human resource development practitioners should understand the community of practice legacy which affects the goals and the objectives of an organization or the company. The human resource development practitioner further assists the other practitioner's to make it learn the ways, technology, or even should understand the workplace properly so that it would be easier for them to adjust easily among the other practitioners. All the needs and wants need to succeed in an organization so that it can be used further for the nature call as the development of practitioners focused on the fundamental roles and responsibilities of a human resources development practitioners. They work both in a logical and theoretical manner as it defined the way they work in another field also. Both the resultant outcomes react in a competitive market as a competitive advantage, so that it can be used properly via practitioners in a case of any hindrance or significant role to be done. All the organizational needs and learnings need to be functionalized with different and various roles and responsibilities towards the human resource practitioners. Their implications need to be revised as per the human resource development practitioner to follow the instructions according to their roles and with the persuaded responsibilities so that it can be made available to all within the organization or the company. Thus, this research resultant is also being used by the communities of practice for their means of practice or benefit in their manner. To assist the human resource practitioner, the communities of practice researches out the process of evidence for its best usage in a contextual manner of practice. Naturally the activities of human resource practitioner evoked the interpretation in their way of varied opinions of learning. The perception of the communities of practice should be in line to be taken care of their knowledge, sharing of data, further development, etc. effectively and efficiently (Kabene et al., 2006). Human resource practitioner research reviewed the all the problem-based inaccessibility of it, this also implies the practitioners research no more needed and thus, the communities of practice is also not affected.
The profession of this human resource also is evolved with the changing environment with the more and more enormous roles and responsibilities resulting out the traces of human resource also with the scientific management of psychology. The proactive means of working in this development department always lead growth in human resource practitioner development with the anticipated preventions and the problems. Their implications need to be analyzed within the department or the company or the organization for other roles and responsibilities in practicing the human resources practitioners development. The communities of practice need to enlarge the working of human resource management planning as it acts as learning criteria for each and everyone concerning the functional and the operational working of it. The cultural differences also enhance the learning skills and the working in a particular area. Each and every culture have its own conditions or the rules and policies or various styles of doing the work in an appropriate manner, as it also defines the nature of work with the fresh environmental conditions and also makes the working environment comfortable for each and everyone, so that it can proceed further by means of human resource practitioner (Plessis, Paine, and Botha, 2012).
However, there are some factors which are equivalent in the field of each and every area of work. In this well, the most important generalizability should be analyzed. In this, it also leads to systematic learning of various skills and planning process which also helps in creating the implications concerning the roles and responsibility towards the human resources practitioners development. Globally, it works regarding a conventional organizational structure with the distinct learning and education process that will be enhanced through the means of the concerned department and also the developing competence with the broader objectives and the roles and responsibilities of human resource practitioner development. The training and the development increasingly become the complex for both the communities of practice and the human resource practitioners development. Further, it becomes the holistic development of employees within the organization in developing the professional role and responsibilities that enact as an implication of communities of practice within the regard of human resource practitioners development (M. Wright, M. Gardner and M. Moynihan, 2002).
In many cases, the competitive success becomes the significant aspect of doing the crucial things for a practitioner in the development of human resource practitioner. Also, the present head of human resource development has impacted the resource endowments of an organization both internally and externally. Practitioners in this department have a strategic role in relating the human with their important concept covering the global and technological aspect of work which facilitates the design to manage the frameworks for escalating the more of complexity. It also sets the environmental aspects covering the ecological, communal, political, environmental and organizational stress via examining their factors which can be used as public policy so that practitioner develop their thinking power as per the people outside the department as well as according to the people who were inside the department of human resource development practitioners. It might enter the field of enormous disciplines such as technical occupations, management of human resource or the education on an adult basis with the groundwork (Kabene et al., 2006). Moreover, it also includes the design of instructional management work of organizational development which heartily contributed towards the human resource development practitioner's (M. Wright, M. Gardner and M. Moynihan, 2002). It also shows the close look of their knowledge of work and its importance via organizational potential of resources in this competitive arena as also by discovering the major challenges of a knowledge-based economy to diversify the area of work. Naturally the activities of human resource practitioner evoked the interpretation in their way of varied opinions of learning. Thus, human resource practitioner implicated their roles and responsibility through the learning condition of communities of practice. All the perceptions need to be considered as the practitioner works according to the nature of an organization or the company. Standard of management, learning skills, development roles, evaluation, implications all needs to be considered as the functions and responsibilities of the human resource practitioners development.
The legacy of communities of practice should involve in the linkages between the human resource development and the strategic management which also gives a consequences among the others with the importance of fiscal policy responsibility that also helps in isolating the environmental approaches a the time of emerging practices of human resources functional planning with the outreach of communities of practice. But, to understand the emergence of communities of practice, it should work along with the human resource development practitioners so that it also focus on the historical developments as it's the working of nature learning skills (Heizmann, 2012).
Though, the root of human resource development practitioner must be traced in such a manner that it can be bureaucratized. Thus, it helps in creating the magnificent applications of bureaucracy with its foster departments or the expansions of large scale specialists department and the sections of production, planning or the accounting, etc. the legacy of communities of practice stressed out their assistant in the form of practitioner of human resource with its concurrent activities comprises of self-image of the human resource development which plays a vital role in its implication of roles and responsibility towards the department of human resource practitioner. In this manner, communities of practices legacy become the sole responsibility of the human resource development or the department to understand and practice the skills of learning or speaking or writing in the workplace.
Communities of practice are now becoming the important activity which is not so valuable regarding human resource development as they believe in sharing the knowledge as well as make it worth for each and everyone in the department of human resource development practitioner. As the communities of practice is the crucial for the policy of knowledge, as it also helps in supporting the overall strategic management criteria of human resource development (Heizmann, 2012). In this manner, so the human resource development practitioners awarded the incentives in the form of financial support to communities of practice. . Thus, human resource practitioner implicated their roles and responsibility through the learning condition of communities of practice. All the perceptions need to be considered as the practitioner works according to the nature of an organization or the company. Thus, human resource practitioner implicated their roles and responsibility through the learning condition of communities of practice. All the perceptions need to be considered as the practitioner works according to the nature of an organization or the company. Incentives may enhance the position of communities of practice as its financially supportive in nature with the concurrent phenomena of an area of working fields.
The practitioners of human resource development have a deep study on how the communities of practice work and in which form they are contributing towards the organizational goals or the objectives. As it having a deep knowledge of working, then it may outlooks the development plan with the other implications of roles and responsibilities that help in distinguishing between the variety to make out the one best approach. The communities of practice implement the instrument of governance to enable the human resource development practitioners that to employ the communities of practice efficiently and in an efficient manner (Heizmann, 2012). And also, it comes in the phase of orientation, where the tools and technique were explained briefly that has been further used by the governance.
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Moreover, each and every aspect that influence the human resource development practitioner of sustaining the level of communities of practice with the development of an organization or the company. It also assists the members of the community to find out the new professional relationship which comprises of technical aspects and also the professionalism in their behavior of talking, walking, discussing, etc. All these activities enable them to sustain their act of participation with the full implications of roles and responsibilities that might help in further development of human resource development practitioners choice. Thus, it helps in creating the magnificent applications of bureaucracy with its foster departments or the expansions of large scale specialists department and the sections of production, planning or the accounting, etc. In this way, they might not be regarded as the prerequisite which states the standard of a profession to enter one's level of the area. It defines as the "cross-disciplinary" in nature. It also shows the close look of their knowledge of work and its importance via organizational potential of resources in this competitive arena as also by discovering the major challenges of the knowledge-based economy to diversify the area of work. The human resources development practitioners then have to follow the rules and the responsibilities that were implicated by the communities of practice, so that it can focus more on other activities also as, if there is no human resource development specialist, in this case, it also needed the one who can understand it very well with their full force f understanding and must treat them with the way as professionals (M. Wright, M. Gardner and M. Moynihan, 2002).
The human practitioners plays a vital role in performing the roles and responsibilities in a continuous supply of reaching the best employees in the market for the development and it also have to focus on another department as well by giving the particular attention as the communities of practice charge implications in their roles and responsibilities of the human resource practitioners. Their hindrance of implications creates an abundance of researchers in offering a variety of tools and techniques for the selection and the recruitment part in an organization for its proper view of literature to enact the implications proposed by the communities of practice for the role and responsibilities of the human resource practitioners.
Such researches resulted out the importance of their points that were highlighted in accommodating the presence of knowledge of human resource practitioners (Heizmann, 2012). As it helps in developing, managing the employees, their belief, attitude must possess a human resource development practitioner title.
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