Investigating the impact of CIPD Level three for the skills shortage on the private sector in the kingdom of Bahrain

Abstract

This research was conducted on the private sector in the Kingdom of Bahrain. The paper investigated the impact of CIPD Level three and its effect on the performance of Human Resources practitioners in the workplace. It presents and discusses the literature related to CIPD level three, traditional HR practitioner, contemporary HR practitioner, and contemporary HR practitioner perspectives, challenges that contemporary HR practitioners. A gap was diagnosed between the traditional HR practitioner and contemporary HR practitioner. Two types of interviews were conducted; semi-structured interviews and in-depth interviews with eleven participants, including HR practitioners & HR Managers. The researcher implemented content analysis. A coding scheme was constructed to precisely place the quotes, discuss, interpret in the findings and finally answer the research questions and draw conclusions. Results of this research indicated that CIPD Level three graduates lacked performance skills in their workplace, falling short of reaching the level of competency contemporary professional HR practitioners demonstrated further indicating a necessity for the HR practitioner to be eclectic by combining the traditional and the contemporary HR practitioner. Hence, HR practitioners need specific training that provides them with skills and competences required by contemporary organizations and transferring learnt skills and competences to the workplace in a professional way. Findings prompted the researcher to create a contribution and practice theory. this paper presents a theoretical model (KM) constructed by the researcher