Evaluating Global Health Volunteers' Impact on Professional Development

This assignment focuses on evaluating the impact of global health volunteers at Addis Ababa University's Tikur Anbessa Specialized Hospital on their personal and professional development. By analyzing various research papers and reports, students will assess how volunteering experiences enhance professional capital, practice, attributes, motivation, identity formation, and leadership capacity among global health volunteers.

Developing
Professional Practice

Table of Contents
INTRODUCTION ..........................................................................................................................3
Activity 1: Evaluate what it means to be an HR professional and making to the current
professional development. ..............................................................................................................3
Activity 2: Briefly describe the elements of group dynamics and give at least two examples of
conflict resolution methods within an HR context. ........................................................................5
Activity 3: Provide evidence of using project management and problem solving techniques in the
course of the project. .......................................................................................................................7
Activity 4: Reflection.......................................................................................................................8
Personality development plan. ......................................................................................................10
CONCLUSION .............................................................................................................................11
REFERENCES..............................................................................................................................12

INTRODUCTION
Human resources' department is the foremost function and management skills to
undertake the market condition effective and competitive. Continuous development of
management is very much required to adopt more activities and plans. Present report based on
Human resource development. Being HR professional within three members of team. It will also
cover in the project which require to be effective process of making professional development
plan. It will also cover the essential topic for a HR individual in order to hold the management
skills. Present study includes four activities which covers means of HR professionals, elements
of group and HR conflicts, project management and problem solving techniques for improving
the productive performance on the employees in the organisation. For present report Tesco
company will be taken into action.
Activity 1: Evaluate what it means to be an HR professional and making to
the current professional development.
The CIPD profession Map and the knowledge and behaviours that HR and L&D
professionals are very much required and need. It helps to meet the goals of professional
membership (CIPD Profession Map, 2018). It will more fruitful and impressive to hold the good
position in the organisation and adopt better policies for making environment positive and
influencing. This map defines the importance between effective management tools and
technique to build effective environment in the organisation. This CIPD map helps employees to
choose what to focus on or what to not

HR professionals are those individuals which protects and understand the needs of
employees in the company and work on there development skills. Through company will
improve its quality and customer satisfaction. It creates professional working environment in the
organisation premises (Billett, ed., 2014). It makes good impression on the behaviour of
employees and their interest. Moreover, CIPD HR professional map defines the activities and
process under which HR professional creates values and for organization upbringing. Moreover,
another major process of making good skills and knowledge. Role of HR members are based on
the individual skills and wants (CIPD Profession Map, 2018). CIPD professional map has been
established only for the HR professional. It gives valuation and proper way of doing the work.
For that they need to acquire the best effective process of making goods and services. It has bee
provides clear progression in recognition to the fact that HR roles and career progression has
includes. Generally map includes three key elements.
Professional Areas: there are two measure profession areas insights, strategy and
solutions and leading HR Sit, this is applicable for all HR professionals. HR professionalism
underpin the market which is required to be very much impactful and good making process.
Fundamental CIPD view of great HR professionalism in the business environment (CIPD
Profession Map, 2018). It will also make another process of making good skills and knowledge.
There are different areas in the organization which required to be perfect with the help of HR
Illustration 1: CIPD Profession Map
Sources: CIPD Profession Map, 2018

professionalise such s organisation designs, organisation development, resourcing and talent
planning, performance and reward, employee engagement. It makes good impression on the
overall development.
Behaviours: HR professional are very much required to maintained the proper behaviour
in the business organisation in order to sustain the best management skills. HR professional
musty have followed ethical working environment. Required standards of HR behaviour is in
must included in CIPD manner (CIPD Profession Map, 2018). HR Professionals must knowing
about the ethical behaviour they need to adopt in order to grab the business objectives. Ethical
behaviour also helps to bring new discipline atmosphere in the business organization. Major
criteria includes in behaviour of HR professionals are curiousness, decision thinker, skilled
influencer, personally credible, collaborative, driven to deliver, courage to challenges and role
model (Busse, Aboneh and Tefera, 2014).
Brand and transitions: it is the another element of CIPD map is that brand transitions. It
creates brand value and image of the organisation in the business premises. It also makes proper
challenges task to implement by the HR professionalise. It creates value for company
management in order to influence management activity. Moreover, HR professionals must go
through from the actual skills of Human Resources management to full fill the basis and
necessary needs of the organisation (CIPD Profession Map, 2018). It makes good presence of
making good criteria and making process.
HR professional are highly important and necessary for the organisations. It creates new
policies and understand the overall employee needs and wants (Campbell, Lieberman and
Yashkina, 2016).
Activity 2: Briefly describe the elements of group dynamics and give at least
two examples of conflict resolution methods within an HR context.
Kurt Lewin he is the person who is change management expert, people take distinct role
in the organisation who needs to adopt instant changes in the organisation. Organisation has form
from different group members. Every individual in group has their different characteristics and
nature environment (Cheng, 2016). It is based on activities, interactions and sentiments. There
are three major elements group dynamics such as forming, storming, norming, performing,
adjourning. These elements are discussing below.

Storming: in this section individual are generally very aggressive and disagreement
which only creates conflicts among other employees. People are very often to come up with their
own decision rather than impactful factor goals. If this group fails to adopt nay decision they
remain split and ineffective for the organisation development (Christie, 2015).
Norming: these groups are characterized by the recognition of individuals differences
and shared expectations. In this group people explore the things and effective process to create
some productive action pan for the betterment for the company development.
Performing: this group dynamic has enough to mature and attains to take new
opportunities and growth. These group of members are take decision making process on the basis
of rationale process. This helps to focus on the major goals and target rather than emotional
issues.
Adjourning: all individuals are not experienced of development stage because of its
characterized by the demobilisation of the group (Clancy and et.al., 2015). It will also very much
effective and necessary process of making good leaders. Moreover, another process of working
enhance the value management skills which creates good management skills. Along with that,
group activity is the analysing process of making good impactful decision making process. This
is the another element of group dynamics which makes good presence of making good task and
process. Moreover, it will also very much helpful to make good working process making in order
to meet the needs of organisation (Currey and et.al., 2015). Group dynamics are the major task
and oriented group making process in order to make impressive ways of working.
Examples for problem solving
Conflicts and management task has oriented into perfect manner. Moreover, it will also
very impactful and task oriented task. Being a HR professional it is the responsibility to make
great problem solving techniques to make good impact on the behaviour of employees.
Moreover, another process of working which makes good impactful decision making process. In
order to solve conflicts within employees HR professional take solution to make the positive
impactful making process (Flodgren and et.al., 2015). Moreover, another making good factor is
that to make another making profit skills. Along with that, there are two solution technique are
given below:
Mediation

It is the problem solving technique which helps HR to take powerful steps to make the
problem solving. Mediation provides a voluntary, informal method for conflict resolution. It will
moreover, important process to make good nature behaviour. It will meet with the objectives of
making good skills. In which one mediator meet with other skills and wants (Gut and et.al.,
2016). Mediator imposes no legal obligations on the persons in conflicts to act on the solution.
Arbitration
Arbitration is the another process of solution making in which it provides better
opportunity growth. In which company calls for one person who neither belong from knowing
party or from internal party. They will hire from external this makes fair solution making process
which gives positive impact (Junaid, Gorman and Leslie, 2018).
On the basis of above problem solving technique HR manager solves their process
making task in order to meet the needs of organisation. Along with that, it will also very much
effective and impressive in terms of performing and maintain the impactful growth for the
organisation. This is the fast growing process making task. HR has to be always be very
impressive and nice working effects. Along with that, it will also very much impressive in terms
of making good output (Knott and Scragg, eds., 2016).
Activity 3: Provide evidence of using project management and problem
solving techniques in the course of the project.
Tesco is the big multinational super market which holds different skills and quality
staffed in the organization (Gut and et.al., 2016). Due to high influencing market they make
effective plan for accomplishing the objectives and task. Every organisation has to adopt
effective process making project in order to accomplish the business objectives. It provides
effective skills and wants. During completion of project HR might be facing some issues and
problems during the project duration. To overcome from those issues HR manager requires
taking problem solving techniques for project managers.
Problem solving techniques
Motivating team members
Motivating team members are problem solving is the positive work process making task.
Motivation is the best technique to influence employees team performance. Motivation is the art
form of making good skills and wants (Junaid, Gorman and Leslie, 2018). Experimental
psychological, leadership thought leaders, sales managers and football coaches among others.

Moreover, another process of making good skills and process making process. For that, company
needs to make good changes in the environment. Moreover, motivation is the most effective and
influencing process making task. Moreover, it also very much fruitful for the organisation
benefits. Individual require to understand the process making effective essential tool.
 Individual require to understand individual behaviour and working performance
according to which they need to acquire motivation for an individual performance.
Moreover, will manage the working conditions and all employees are get motivated and
influence (Knott and Scragg, eds., 2016). Motivation also very much helpful to create
more impactful working conditions.
 Supervisor also gives positive impact on the will moreover, they understand the issue and
conflict between individuals which makes or very helpful to bring new problem solving
techniques.
 Motivation also comes from another impactful decision making process. HR also
influence employees on the basis of effective process making process (Poczwardowski
and et.al., 2014). Motivator also provides values and grateful work to employees to
enhance their business performance level. It gives the best impactful decision making
process.
Addressing Performance Problems
Performance problem can be defined as a type of behaviour from a team member than
hinders. The team member in completing an assignment or that hinders team members. This is
the another techniques which creates more productive work for the organisation goals. It makes
good presence of working performance. After, identifying the performance problem it helps to
get the best effective process of working. This is the effective technique to identify the main
cause and reason of issues (Poczwardowski and et.al., 2014). Moreover, the problem may
identifies by verbal communication, written communication, work habits of an individual. To
make project successful it is required to measure the performance issues to take corrective action
plan.
Resolving conflicts with project stakeholders
Conflict or problem must be considered by identifying the major issues. It will more
effective process to identify the best possible action problem solving technique required to be
very productive in order to make the proper changes and productive work (Robertson, 2016).

Activity 4: Reflection
Being a HR manager I got to learn different skills and knowledge, HR function is the
foremost function in the organisation which require to be perfect and impactful. Being a member
of three number of team I got to analysed that HR function has major responsibility to take the
action plan with regard to employees and make positive behaviour in the working performance.
It also has to be very much productive in all professional areas. Mu chosen area was improved
job performance in the business organisation (Poczwardowski and et.al., 2014). To sustain better
environmental deal. Moreover, it was very beneficial for me after taking this study further, it was
very much impactful and growth factor to make the ideas more impressive or in professional
ways. Moreover, study was based on HR professionals that how they take care the needs of
employees and adopt problem solving techniques. Through I got to learn so many techniques of
problem solving such as motivation, understanding values, measures performance etc. it also
provides the best possible action plans to adopt better further studies and technique to perform
the task. To enhance the or improve job performance of employees I got to learn HR practises,
roles, responsibilities and also got good experience with other teammates. With the help of
overall study I got to learn so many things which is required to have in the organisation. In
according to the project guidelines or through overall study, I got to learn the skills to collect
secondary data from journals, research and other data. It helps me to enhance my technical skills
in order to collect data for the study (Knott and Scragg, eds., 2016). Moreover, overall study has
helps me introduced new skills related to HR fields which helps to get new and productive skills
and knowledge. HR practises and current map or planning helps me to take decision in relates of
employee management. It also helps me to take new analytical skills which is very required for
doing the research. Moreover, it also helps me to provide the best possible action plan. In order
to meet the needs of organization. With the help of this study I got to learn different skills and
knowledge which is very beneficial for me to take my career further in more expansion growth.
Furthermore, it will very useful for me to accomplish my future goals and objectives. It will very
much effective process to making HR policies in more productive ways. Through my analysis it
has been cleared that HR policies has to be in form of making good impact on the behaviour of
employees. I also got to learn that employees' motivation is the most crucial part for the
organisation. For the overall research, I coming to the point that, for me I need to upgrade my
policies of HR. it helps me to nourish my HR skills and get better opportunity in my career. It

will very much required for me to take further growing action in terms to performing the best
possible task. Along with that, it will very much required for the organisation to upgrade HR
policies and development practices for their employees. This process or learning helps me to get
more effective results. Overall, analysis and study learning to nourish my HR skills which is very
productive for me to take better opportunity and growth. Overall, it makes very clear that,
Development practises process introduce positive environment in the company. Moreover, from
the overall analysis I also measured my own skills which is required to be nourishing and needs
to be developed (Knott and Scragg, eds., 2016). I need to learn some more HR skills and policies
in order to implement process clearly. Along with that, I need to enhance my technical skills and
making technical skills for making good presence or good efforts of work. Along with that, it
very much requires to make my skills more effective and impactful. I need to make my own
personal development plan in terms of presenting good skills or knowledge. I need to learn good
managerial skills to understand individual skills and wants.
Personality development plan.
What do I
want/need to
learn and why?
What will I do to
achieve this?
What resources
or support will I
need?
What will my
success criteria
be? How
Target
dates for
review
and
completio
n
To learn more
technical skills
To take training
and development
workshop
Proper learning
material
Efforts 2 months
Learn
management
skills
Taking workshop Proper learning
material
interest 1 months
To learn time
management
skills
Taking workshop Proper learning
material
Good learnings 1 months

Computer skills Taking training
and workshop
Proper learning
material
Productive work 2 months
Continuous development plan
Key dates What did you
do? Why? What did you learn
from this?
How
have/will
you use this?
Any further
action?
28/04/18
I will enhance my
HR policies skills
To get more
professional
knowledge
HR skills and
Practises
In
management
30/04/18
I will take
workshop of
managerial skills
To manage team
employees.
Good manager skills In
management
01/05/18
Leadership styles
and theories
To implement for
improving the
employee
performance
Leadership skills In
management
CONCLUSION
From the basis of above section and study it has been clear that Development is the key
required skills in the management. It helps to grow continuous in order to accomplish the
organisational goals and objectives. It also very much essential for HR managers or

professionals. Present study based on developments professional practices of HR professional.
Overall, it summarized about problem solving techniques and growth. Besides, it also discussed
about effective CIPD plan and their needs in the organization. Overall, it makes good presence of
HR professionals.

REFERENCES
Books and Journals
Billett, S. ed., 2014. International handbook of research in professional and practice-based
learning. Dordrecht: Springer.
Busse, H., Aboneh, E. A. and Tefera, G., 2014. Learning from developing countries in
strengthening health systems: an evaluation of personal and professional impact among
global health volunteers at Addis Ababa University’s Tikur Anbessa Specialized Hospital
(Ethiopia). Globalization and health. 10(1). p.64.
Campbell, C., Lieberman, A. and Yashkina, A., 2016. Developing professional capital in policy
and practice: Ontario’s Teacher Learning and Leadership Program. Journal of Professional
Capital and Community. 1(3). pp.219-236.
Cheng, M., 2016. Developing a Virtue of Professional Practice. In Quality in Higher
Education (pp. 79-81). SensePublishers, Rotterdam.
Christie, H., 2015. Developing critical professional practice in education.
Clancy, T. L. and et.al., 2015. Modeling Co-Teaching to Inform Professional Practice.
Currey, J. and et.al., 2015. Developing professional attributes in critical care nurses using Team-
Based Learning. Nurse education in practice. 15(3). pp.232-238.
Flodgren, G. and et.al., 2015. Interactive telemedicine: effects on professional practice and health
care outcomes. The Cochrane Library.
Gut, D.M. and et.al., 2016. Reflective Dialog Journals: A Tool for Developing Professional
Competence in Novice Teachers. School-University Partnerships. 9(2). pp.60-70.
Junaid, S., Gorman, P. C. and Leslie, L. J., 2018. Deliberate Practice Makes Perfect! Developing
Logbook Keeping as a Professional Skill through CDIO. Time for Change, p.80.
Knott, C. and Scragg, T. eds., 2016. Reflective practice in social work. Learning Matters.
Poczwardowski, A. and et.al., 2014. Developing professional philosophy for sport psychology
consulting practice.

Robertson, J., 2016. Coaching leadership: Building educational leadership capacity through
partnership. New Zealand Council for Educational Research. PO Box 3237, Wellington
6140 New Zealand.
Salifu, I. and Agbenyega, J. S., 2016. Teacher motivation and identity formation: Issues affecting
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Online
CIPD Profession Map, 2018. [Online]. Available through: <https://www.cipd.co.uk/Images/the-
cipd-profession-map-standard-format_tcm18-9814.pdf>