2. 15. Title of unit/s. Developing Professional Practic

Title of unit/s Developing Professional
Practice
Unit No/s 5DVP
[Student Name]
[Student ID]
[Name of University]
[Name of Module Leader]
[Date]

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Table of Contents
Activity 1 - How to be an Effective HR Professional.....................................................................2
Activity 2: Group Dynamics & Conflict Resolution.......................................................................6
Group Dynamics..........................................................................................................................6
Conflict Resolution Methods.......................................................................................................7
Activity 3.........................................................................................................................................9
Project Management Techniques and Problem Solving..............................................................9
Influencing, persuading and negotiating in the course of the project........................................12
Activity 4.......................................................................................................................................14
Self-Assessment against selected areas of the CIPD 2018 Profession Map..............................14
References......................................................................................................................................16
APPENDIX- PDP..........................................................................................................................18

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Activity 1 - How to be an Effective HR Professional
Human resource lies at the center of an organization since it interacts directly and
continuously with other subsystems of the company (Beevers and Rea, 2016). The success of any
enterprise greatly depends on its HR scheme. In this changing business environment, companies
today have focused on exploring how they could expand and develop themselves along with their
employees. In this sense, human resources are important to ensure that organization could be
counted as qualified, effective, and committed in terms of its individuals (Emmott, 2016). In the
past few years, this role has become more diverse and complex due to which it has drastically
changed, placing individuals and employees at the center of organization concerns.
Thus, HR experts involved in the HR scheme must be extremely talented and able. CIPD
has outlined a code of conduct for HR experts to act and perform efficiently in their position,
keeping up ethical principles and honesty within their profession (Ulrich et al., 2012). They
provide a support mechanism and are responsible whilst conforming and implementing the
existing rules. The human resource must show reasonable and just behavior with all the
resources (Emmott, 2016). A structure has been determined by CIPD for HR specialists known
as CPD map that outlines the principles of professional competency as displayed in the figure:
CIPD Map

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CPD map defines the skills, conduct, and knowhow for the HR experts employing which
they deliver within a range of profession and value to the organization as demonstrated below:
CPD Behaviors
Ten professionalized areas displaying behavior and knowhow needed for HR career as
represented below:
CPD Professional Areas

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CPD map outlines four bands of proficient competency that categorize the pecking order
of the HR experts based on their experience, position, and capacities (Emmott, 2016). It also
outlines how one should shift from one band to a new one.
 Band One includes the beginning level jobs such as HR assistant, HR managers, and such
professionals are accountable for the deliverance of basic tasks such as support to direct
customers and processing information, responsible for implementation, follow-up
procedures, and much more.
 Band Two covers mid-level jobs such as team heads, managerial positions, consultants,
executives, and much more. These professions are majorly focused on solutions; develop
comprehension about the organizational context and structure. The team is accountable
for suggesting short-run strategic solutions to challenges nearby.
 Band three includes senior managerial posts such as HR executives, department leaders
who develop tactical programs, allocate resources and budgetary plans, reshape
strategies, and policies (Davies, 2017).
 Band Four entails managerial leadership professions such as leaders, chiefs, trainers, and
role models. These professionals enjoy the ultimate power of a company and determine a
strategic course of action.
Being a leader of a team, the main stakeholders expect from me to give information,
strategy, and solutions to particular areas of consideration. I should develop fundamental insight
into a company and its operations. Keeping myself informed with business, manufacturing, and
environmental trends in marketing are essential in this regard. Being an influential thinker, I am
accountable for proposing a strategic course of action in support of the business situations and
client expectation levels. CIPD published a study in 2010 relating to the HR field, which
assumes that human resources has become more information-driven and can develop a more
adjustable ‘live strategy’ and considers the profession of HR as an agent of competitive benefit
for the company.
My role is to lead the team. It requires developing a feeling of trust amid team
participants. I attain this by fulfilling my promises and present myself as a trustworthy person.
Being cooperative, aids in developing personal relations and persuade stakeholders with clear-
cut, steady, and impactful communications. Also, I am accountable for organizational
development. Being inquisitive, I bring in creative ideas and incorporate them into

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organizational-wide solutions for the potential needs of the company. The creativity and
incorporation of HR activities into the company, bring in high-profile performance and aids in
the long-lasting sustainability of the HR profession.