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CIPD Profession Map - PDF ( 5DVP )

   

Added on  2020-12-01

33 Pages5166 Words537 Views
1Dibyajyoti Laha5DVP Tutor: Hayley Montgomery Wordcount: 4,377 – 1,153(4377words: includes, Tables, Activities, Headers, 4b PDP & Appendix) (3224 words includes Tables & Activities (excluding PDP))

2Abbreviations: 1.SME: Subject Matter Expert 2.TNI: Training Need Identification 3.TNE: Training Need Effectiveness4.TNA: Training Need Analysis5.LMS:Learning Management System 6.RCA:Root Cause Analysis 7.SOP:Standard Operating Procedure 8.NHT: New Hire Training9.OJT:On Job Training10.ROI:Return of Investment 11.SaaS:Software as a Service12.ATS:Applicant Tracking System 13.CTC:Cost to The Company 14.SLA:Service Level Agreement 15.L&D: Learning and Development

3Table of ContentsActivity 1: The Effective HR professional..................................................................................................................61. The CIPD Profession Map:................................................................................................................................61.1Introduction of the CIPD Profession Map:............................................................................................61.2Use of CIPD Profession Map:................................................................................................................82. Activities, Knowledge & Behaviours – For Two Professional Areas................................................................102.1 Learning & Development....................................................................................................................102.2 Performance & Reward.....................................................................................................................113. Elements of CIPD Profession Map to Demonstrate:.......................................................................................123.1 What it means to be a HR Professional...............................................................................................12Activity 2: Group Dynamics & Conflict Resolution..................................................................................................13a.Tuckman Team Model:...............................................................................................................................13Additional factors which influence group dynamics.......................................................................................14Application of the theory in group development:..........................................................................................15b. Two examples of conflict resolution models:.................................................................................................16Thomas- Kilmann:...........................................................................................................................................16Sherill W. Hayes’s Model:...............................................................................................................................16Application of the above models:...................................................................................................................16Activity 3:................................................................................................................................................................183.aAmalgamation of two different project management tools:..................................................................183.bProblem Solving Techniques in the NHT – Lateral Training Project........................................................20Techniques used:............................................................................................................................................203.c.......................................................................................................................................................................20i.Influencing:.............................................................................................................................................20ii. Persuading:............................................................................................................................................21iii.Negotiation:............................................................................................................................................21Activity 4:................................................................................................................................................................22a.Self- assessment in Learning and Development.........................................................................................22b. Professional development plan..............................................................................................................23

4What do I want/ need to learn?.........................................................................................................................23What will I do to achieve this?...........................................................................................................................23What resources or support will I need?..............................................................................................................23What will my success criteria be?.......................................................................................................................23Target dates for review and completion............................................................................................................23References:.............................................................................................................................................................25Appendices.............................................................................................................................................................27Appendix 1.........................................................................................................................................................27Appendix 2.........................................................................................................................................................29Appendix 3.........................................................................................................................................................30

5Table of Figures: FIGURE 1: THE 2013 PROFESSION MAP (CIPD, 2019)...........................................................................................................................7FIGURE 2: ACTIVITIES, KNOWLEDGEAND BEHAVIOURSFOR L&D PERSONNELAT BAND 2............................................................................10FIGURE 3: ACTIVITIES, KNOWLEDGEAND BEHAVIOURSOF PERFORMANCEANDREWARDSPERSONNELAT BAND 1..........................................11FIGURE 4 TUCKMAN TEAM MODEL (PRESSBOOKS, 2019)......................................................................................................................13FIGURE 5 FACTORSINFLUENCINGGROUPDYNAMICS..............................................................................................................................14FIGURE 6 THREELEVELSOFRISINGCONFLICTS, (HAYES, 2019)...............................................................................................................16FIGURE 7 NHT LATERAL HIRE GANTT CHARTWITHCRITICALPATH& MILESTONE........................................................................................19FIGURE 8 SWOT ANALYSISOF NHT PROJECT......................................................................................................................................19FIGURE 9 SELF-ASSESSMENTFOR PDP................................................................................................................................................22FIGURE 10PUNCTUATED EQUILIBRIUM MODEL.....................................................................................................................................28FIGURE 11THOMAS-KILMANN CONFLICT RESOLUTION MODEL (CIPD, 2019)...........................................................................................29

6Activity 1: The Effective HR professional 1. The CIPD Profession Map: 1.1 Introduction of the CIPD Profession Map:The CIPD Professional Map is a simple, yet so powerfully designed map that describes & identifies the following: 1.The four bands of the professional competency levels, the ten professional areas that have eachlevel bands have with the eight behaviors.2.The map describes : a.What you need to do b.What you need to know c.How you need to do it3.The map stresses on the professional areas of competence rather not on the organization structurenor the level of job or roles. [ CITATION CIP19 \l 1033 ]4.How the map could be used as an part while also as a whole “with the core professional areas actingas the key or center that is relevant to all” [ CITATION Cha19 \l 1033 ]5.The map acts a tool for expressing the modern day HR needs with the different areas ofspecializations.

7Figure 1: The 2013 Profession Map [ CITATION CIP19 \l 1033 ]1.1.1Understanding the CIPD Profession Map: 1.The map consists of the two core professional areas of Human Resources i.e. the center being with‘Insights, strategy and solutions’ surrounded by ‘Leading HR’ (Figure 1, Page 1). These core areas are tobe applied to everybody working within the HR profession without being separated. 2.The immediate areas outside to the core areas are the different areas of specializationwithin the HRprofession along with the eight core areas highlighted in the dark blue region in the CIPD professionmap (Figure 1). 3. Outer circle with the light blue reflects the eight behaviours as follows: a.Curious – inquisitiveness b.Decisive thinker - ability to process the information to construct decisions. c.Skilled influencer– can have skill to influence & obtain support of the stakeholders. d.Courage to challenge- one with the ability to challenge the resistance & non familiar situations.

8e.Driven to deliver– the virtue of accountability f.Collaborative- one who works with the others includes the teams, individuals within or outsidethe organization. g.Personally credible- one who could relied onh.Role Model- one who could be the ideal lead with virtues of integrity, honest, unbiased andindependent of personal judgments. 4.The map has four bands that reflect the level of the professional competency within the different stagesof the career in HR. This can range from the ‘entry level’ at ‘Band 1’ to the ‘leadership level’ at ‘Band 4’ a.Band one: Refers to the HR Professionals usually responsible to collate and maintain the data,process activity and client support. b.Band two: Refers to the HR professionals responsible for advising or managing a team. c.Band Three: Have the main responsibilities of providing flexibility & innovation throughout theorganisational level. d.Band four: Focuses on the developing the HR strategies at the organisational level consideringthe intrinsic & extrinsic parameters with realities and client needs. [ CITATION Sil19 \l 1033 ]1.2Use of CIPD Profession Map: 1.2.1 Use of CIPD Map by HR Professionals: The CIPD Professional Map helps in evaluating and understanding not only the level of the professional growthin the HR spectrum but also assists in the broadening the roles, responsibilities, ownership, accountability &stewardship of each specialization as the professional excels from one band to other. [ CITATION Cha191 \l1033 ]As I take a time to think & reflect the practical implementation of the ‘Map’ in my career specialization ofTraining, Learning and Development in Band 3 and towards the transition into band 4, I find a multiple verticalsinto the HR spectrum playing a key role alongside. While few of areas like: Employee engagement, Performance& reward in ‘Band 3’; Organizational development, Employee engagement & Employee relations in ‘Band 2’ and‘Resource & talent planning in ‘Band 1’, I feel most of work duties and responsibilities match at Band 3.

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