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Developing Professional Practice Unit No/s 5DVP Level 5 Credit value 4 Assessment method CPD Self development Expiry date September 2019 Learning outcomes: 1. Understand what is required to be an effective and efficient HR professional. 2. Be able to perform efficiently and effectively as an HR professional. 3. Be able to apply CPD techniques to construct, implement and review a personal development plan. Assessment brief/activity Activity 1 As an HR professional you will be expected to perform efficiently and effectively. Write a report (approximately 2600 words) which illustrates to your manager the nature of the work that you are involved in as an HR Professional. Ensure that you cover the following: 1. The role and contribution of the HR professional with reference to the CIPD’s Profession Map, giving at least one example of the knowledge, skills and behaviours required by an HR professional within your organisation. Evaluate why you consider these to be important. 2. Provide examples of where you have used at least two project management techniques within an HR context. 3. Provide examples of where you have used at least two problem solving techniques within an HR context. 4. Describe the elements of group dynamics that can arise within at least two teams and/or departments within your organisation and evaluate the impact on a HR department. 5. Evaluate at least three conflict resolution methods that could be used to resolve issues created by group dynamics and the effectiveness of their application within your organisation. 6. Provide examples of where you have used a range of methods for influencing, persuading and negotiating with others. Activity 2 Using the CIPD Profession Map available at https://www.cipd.co.uk/learn/career/profession-map undertake a self-assessment of your current knowledge, skills and behaviours in your practitioner role including the two core areas of the Profession Map. From this identify your continuing professional development (CPD) needs. From the self-assessment, identify areas you want to develop and devise your own CPD plan. Identify CPD activities to best address your development objectives and evaluate these particular activities as to why and how they best meet your needs. (Note: If required, CPD plan and record templates for students are available at https://www.cipd.co.uk/learn/cpd/about During the period of your studies, reflect on your performance against your CPD plan. As you reflect, identify if there are any further development needs and update your plan accordingly. You will be required to submit your updated CPD plan and CPD record as part of your final assessment. Assessment Criteria 1.1 2.1 2.2 1.2 1.2 2.3 3.1 3.2 3.3 Evidence to be produced/required Activity 1: A report of approximately 2600 words You should relate academic concepts, theories and professional practice to the task set in a critical and informed way, and with reference to key texts, articles and other publications and by using practitioner and professional examples for illustration. All reference sources should be acknowledged correctly and a bibliography provided where appropriate (these should be excluded from the word count). Activity 2: CIPD Profession Map self-assessment. From this a CPD plan should be submitted and at the end of the course a CPD record should be submitted. (Not included in the word count)
HR professional are the key elements that an organization has to maintain its operation effectively and efficiently. HR professionals have both the professional and personal development opportunities while working in an organization. There are many organizations operating in different field as well as in different locations. In an organization any operation in the form of business tasks requires a collective effort from a group of people/employees called teams. While working in an organization as a HR professional I got to know various aspects of the HR management. Along with this I utilised the opportunities to develop myself as a professional as well as an individual.
This report demonstrates the continuing professional development I got to get while working in the organization. My job profile, HR professional, helped me to understand a variety of operations that are beneficial for my professional as well as personal development. In this report there is a thorough discussion about my personal development outcomes complying with the CIPD demonstrations. The report primarily focuses on the individual HR responsibility and how to build and develop capability, being a “Thinking performer” which CIPD describes to other’s as forward-thinking ability. This adds value to the self-imposed goals. It also explains continuous professional development i.e. CPD plan and the beginning of the development record i.e. CPD record (Armstrong, and Taylor, 2014). The key operations that helped me in my personal development and which are discussed in this report are HR role and contribution, Project management techniques, Team conflicts and their resolving techniques, different elements of team dynamics, and various methods we used to influence, persuading, and negotiate for different tasks.
CPD
CPD refers to the self-assessment by tracking and documentation of the key skills, Experience, and knowledge the individuals get while working as a professional. This particular term defines a physical documentation keeping a record of individual’s professional development. This activity helps professional to manage and track their personal development as a professional while working in an organization regardless what type of organization individuals are working in (McAdams, and Olson, 2010). CPD activity requires having a membership of some professional body for such operations or assessments.
HR management
HR management is defined as the lifeline of an organization as this particular element of the organization manages all the operations performed by the organization directly or indirectly. While working as a HR professional personal development of an individual can be assessed with the help of institutes like CIPD. HR professional got to know a lot of things while working as a HR professional in an organization.
The role and contribution of the HR professional is built on many sections. The main role of the HR professional can be defined mainly in three actions i.e. administrative, advisory and executive. The HR professional works as a representative and performs activities such as business partner; change agent; people resourcing, performance and development facilitator. The ‘thinking performer’ paradigm; defining the contribution of the HR professional and the acquisition of a positive reputation for efficiency, service delivery, trust and reliability; overview of the knowledge, strategies and behaviours required for effective role performance.
In this field CIPD is the oldest institute. This institute defines a HR professional map that helps professional to keep track and document their personal development. The HR professional map designed by the institute is shown below
CPD
CPD refers to the self-assessment by tracking and documentation of the key skills, Experience, and knowledge the individuals get while working as a professional. This particular term defines a physical documentation keeping a record of individual’s professional development. This activity helps professional to manage and track their personal development as a professional while working in an organization regardless what type of organization individuals are working in (McAdams, and Olson, 2010). CPD activity requires having a membership of some professional body for such operations or assessments.
HR management
HR management is defined as the lifeline of an organization as this particular element of the organization manages all the operations performed by the organization directly or indirectly. While working as a HR professional personal development of an individual can be assessed with the help of institutes like CIPD. HR professional got to know a lot of things while working as a HR professional in an organization.
The role and contribution of the HR professional is built on many sections. The main role of the HR professional can be defined mainly in three actions i.e. administrative, advisory and executive. The HR professional works as a representative and performs activities such as business partner; change agent; people resourcing, performance and development facilitator. The ‘thinking performer’ paradigm; defining the contribution of the HR professional and the acquisition of a positive reputation for efficiency, service delivery, trust and reliability; overview of the knowledge, strategies and behaviours required for effective role performance.
In this field CIPD is the oldest institute. This institute defines a HR professional map that helps professional to keep track and document their personal development. The HR professional map designed by the institute is shown below
Source: https://www.cipd.co.uk/learn/career/profession-map
The CIPD likewise portray the four concentric circles of HR. The four circles are overseeing self, overseeing in gatherings and groups, overseeing upwards and overseeing over the association. The CIPD express that to be effective in HR you should be fruitful at dealing with the four circles, (CIPD, 2017).
The CIPD has built up an expert guide to help HR experts. The CPD has eight practices, eight expert zones and two centre regions. HR experts should work towards every one of the regions to enhance their abilities which will thus expand their band of polished skill guaranteeing HR is a business teach and does not stay in the specialist stage.
For example: In our organization we have HR professionals having a regular membership of CIPD programmes so that we can utilize their knowledge, skills, and behavioural attitude for better performance of HR management. Our HR team has an advantage of having such professionals prepare efficient teams. They helped us to maximize the team efficiency along with enhancing the effectiveness of our team works.
This is important as the genuine commitment of any organization to set the objectives in such a way, to the point that it will coordinate the ultimate objectives and target. These objectives have to be met by the organization to maintain its status and hierarchy in the industry. Such requirement can be fulfilled with an effective HR management team only. Co-ordination, the most required element while working with different teams or departments in an organization, can be provided with the help of an efficient HR management that can assess all the aspects related to the team conflicts and help them to make a better co-ordination. While working as a HR, one of the obligations is to finish getting ready projects, helping workers in finding a fitting system to get to different activities, illustrating the association's HRM structure to propel esteem and success and in conclusion contributing towards whole deal business security remembering the ultimate objective to avoid aggravation.
It is a system of both the psychological and sociological process that occurs in a group of people while working on a common goal. In an organization, employees work individually as well as in groups or teams (Levi, 2015). While making employees work in teams or groups it is very difficult for HR managers to organise the complete process from the beginning of team formation to the final presentation of the results (Van Vugt, and Schaller, 2008). HR professionals involving in such activities have lot of thing to learn for their personal development. These aspects of HR professional in managing the team works for an organization are also a part of the CPD (Begley, 2009). Some of the aspects, while working as a HR professional in the organization, I got to know are mentioned in this report.
Group dynamics consists of different stages having their respective conflicts which are to be handled by HR management professional. While working as a HR profession for my personal development I identified the following elements of group dynamics associated with different stages of the whole process (Cur?eu, and Pluut, 2013). In this process HR management involves from the stage first to the last stage.
This stage of group dynamics includes a number of elements that are to be considered by the HR management team of the organization. Some of those elements I leaned dealing with the team works are as following:
Confusion: While forming a team HR professionals have to come up with a lot of analysis about the employees’ work knowledge about the specific task for which they are required to work in the team. This confusion has to be cleared by the HR professionals to make an efficient team desired for the task.
Uncertainty: In forming stage there is an uncertainty for HR personals that assuming naïve teammate can be harmful for the organization as a strategy (Greenlee, and Karanxha, 2010). In this case, we as HR professionals adopted a risk-averse strategy. In this strategy we prioritize all the possible consequences of every choice for the action and then select the best suitable team for the task.
Testing ground rules: While forming a team HR professional has to consider the basic rules of their responsibilities and they need to consider all the aspects related to their ground principles organization following from the very beginning of the business.
Feeling out other: In this process HR professionals need to understand every team member’s individual point of view about the task they are given to work on. If HR professionals don’t know what team members think about the project HR professional cannot form an effective team.
Defining goals: It is HR professionals responsibility to set goals for the team to be fulfilled with in the given time period. Setting such goals make HR professional able to understand the strategic planning to work on any assignment they are assigned to complete.
Getting acquainted: HR professionals are required to k now each and every member of the team they formed. While I was working as a HR professional our team analysed the complete history of each member we were considering for team. In this way we got to know every aspect of individual employee and this practice made us to get familiar with individual employee. In this way we succeed in forming an effective team.
Establishing rules: Once the team members are finalised it is not the end of task for HR professional. Team formation stage completes when HR professionals define some specific rules to be followed by the team members so that they can make a better co-ordination while working as a team.
This stage consists of the conflicts team members have about the team formation. While forming a team HR professionals consider organization goals before individual employee’s goal to achieve some benchmarks. This priority generates different conflicts in team members which may affect the team work. Therefore, HR professionals play their role to resolve such conflicts. Conflicts may be of different type like, disagreement over priorities, struggle for leadership, issues for tension, hospitality and many more (Mohammed, Ferzandi, and Hamilton, 2010). All these consequences have to be handled by the HR professional to create a harmonious environment for the team members. This role of HR professional is much needed to make the team effective because if team members will have any conflict they may get fail as a team.
In this stage there are different sub-stages in this HR professional have to be act very politely while understanding the conflicts of team members.
Conflicts are defined as disagreement between team members that are disrupting the team work and resulting in the form of failure as a team. Such conflicts prevent members to achieve what they are assigned to (Dodds, and Ruddle, 2009). This kind of conflicts, even of one member, can make the team dysfunctional and results in getting failed (Rupprecht et al, 2010). Such failures can cause significant loss to the organization. Therefore, HR professional has to identify if there are any conflicts between team members and if there is any then they have to resolve them with immediate effect (De Jong, Schalk, and Cur?eu, 2008). As a HR professional I got to know that there are several conflicts that may affect the team members. These conflicts may be of different types that are described as following
Team members may have functional attributes such as
Functional conflicts: These are conflicts that do not affect the team performance significantly. Therefore, other members remain functional as a team and get their desired result.
Dysfunctional: These disagreements affect the other team members as well significantly which results in preventing them to work as a team and thy failed in achieving what they wanted to (Van Woerkom, and Van Engen, 2009).
Value of team members: Team members have their own values so there might be a disagreement between team members that may arise in the form of conflicts for the team.
Expectations: There are cases in which HR professional fails in setting an appropriate goal for the team members according their expectations. In such situation employees may face some conflicts related to their expectation that they are not given the goal of their expectations.
Role and responsibilities: If HR professionals failed in assigning the roles according to the employee capabilities there might be some issues in the performance of individual employee and this may produce some conflicts between team members. Therefore, HR executive have to assign only desired roles to the right employee (Liu, Fu, and Liu, 2009).
Lack of resources: Teams have to work with limited resources they got from the organization. These resources are provided by the HR professionals only therefore, while providing resources HR executives have to consider the essential requirements of resources for the team to achieve what they are asked for. Otherwise there may arise some conflicts that might affect the team work.
Constructive: This type of conflicts arises when employees grow personally and improve their skills working as a team. This kind of conflicts helps team members at different stages to solve any problem they face.
Destructive: When team members .fail to solve their problems at their own and get no solution they might get such conflicts that divert their energy in a wrong direction. In this way these conflicts destroy their energy and make them becoming more confused about their problem (Nunamaker Jr, Reinig, and Briggs, 2009). Some of the common reasons.
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