Professional Practice: Professional Map, Group Dynamics, Project Management

This assignment focuses on professional map, group dynamics, and project management in professional practice. It also discusses conflict resolution, negotiation, risk analysis, and personal development plan.

Developing
Professional Practice

Contents
INTRODUCTION...........................................................................................................................3
ACTIVITY 1....................................................................................................................................3
1.1) Professional Map .................................................................................................................3
1.2) Elements of Group Dynamics...............................................................................................4
ACTIVITY 2....................................................................................................................................5
2.1) Summarising the Project.......................................................................................................5
2.2 Conflict Resolution, Example, Justification, Solution, Approach Used................................6
2.3) Negotiation and Influences, Risk Analysis, Risk Assessment and Options of Appraisal....6
ACTIVITY 3....................................................................................................................................8
3.1) Self Assessment in HR Development Practises...................................................................8
3.2) Personal Development Plan..................................................................................................9
3.3) Reflection............................................................................................................................10
CONCLUSION..............................................................................................................................10
REFERENCES..............................................................................................................................11

INTRODUCTION
Professional Practises refers to the ways of working which are adopted by professionals
in different fields in order to maintain and improve the performance of their business
organisations. The assignment will make its focus on providing professional map, elements of
group dynamics, project management along with techniques. In addition to this, the discussion
will be made about example of solution, justification, solution and the approach used, risk
analysis, risk assessment, understanding about integration of references. Further, it will make its
focus on self assessment in HR Development Practises along with two options and their
justifications with their pros and cons. Lastly, the report will produce a Personal Development
Plan along with reflection of the entire report.
ACTIVITY 1
1.1) Professional Map
It refers to the map which is used as a basis for consultation work with organisation in
order to make increment in their performances and achieving sustainability (Andersen and
Pitkänen, 2019).

1.2) Elements of Group Dynamics
Group refers to the number of people who are gathered together. In relation to the
working of companies, group can be defined number of people who are working together in
order to achieve the goals and objectives different from that of company's main goal. Group
Dynamics refers to the system of behaviours and psychological processes occurring with the
group of people in the organisation. It is important for the organisations to understand the
importance of group dynamics in an organisation as it helps in increasing sense of competition
and also accomplishes different goals in an effective way (Ashurst, 2017). It also helps in
maintaining proper coordination and cooperation in between the team members. There are
different elements of group dynamics such as formal and informal group dynamics. In the key
elements of group dynamics, it is included about the forming, storming, norming, performing
and adjourning. The importance of group in an organisation could be understood with the help of
Tuckman's Theory and the explanation of which is provided as under:
the following model was developed by Bruce Tuckman in the year 1965 and the fifth
stage in the model was added in 1970s. The theory has been explained in the way that leader
makes a team, develops maturity and ability, build their relationships and changes the leadership
style. As it starts with first directing style, moving through coaching, than participating, finishing
delegating and then moving to the new team. There are four stages in the following theory which
are been provided as under:
Forming: In the first stage, the team is assembled and task is allocated to them.
Storming: In the second stage, the team starts to suggest their ideas and feelings related to the
tasks provided to them. In between the team relationships may be made or broken in the
following stage due to lack of understanding in between them.
Norming: In the third stage, the members of the team moves towards harmonious working
practises with team agreeing on rules and values by which they are operated.
Performing: The forth stage comes practically and works collectively following the leader and
listening each others perspective and ideas so as to find out a better solution.
In organisation, in order to make improvements in their working, it is important for the
managers to focus on conflict management. It will help in managing the environment in proper
way so that employees could work freely. There are different methods that could be used in order
to reduce the level of conflicts in the organisation such as active listening so that things could be

made clear in between both parties, problem solving so that difficult situations could be handled
easily and organisation's performances could be increased (Bulińska-Stangrecka, 2017).
For example, while communicating about some important policy in the organisation such
as related to rewards and benefits on the basis of performance, so it becomes important for
employees to listen actively in order to become clear with what is communicated.
ACTIVITY 2
2.1) Summarising the Project
The project concerned is related to personal development plan in which many aspects are
covered which are important for the personal and professional development of an individual. A
personal development plan has been developed earlier so in the assignment, the discussion will
be made about the performance or completion of the PDP. So in order to make successful
completion of this project, there are different aspects of project management and the knowledge
of which is important to understand. Project Management refers to the process with which
different tasks while completing project are managed properly. There are different techniques in
the project management which are provided as under:
Organising Working and Planning: In the first step, the explanation will be provided about
how the different tasks will be performed, quality of their outcomes could be taken in positive
way will be provided in this step.
Communication: The process with the help of transfer of facts, ideas and feelings is made
possible. It is very important tool which the project team must use effectively and in well
organised way for the achievement of their goals and objectives (Dayal and Cowie, 2019).
Scheduling: When allocating resources and planning for future, it is not possible to know about
the availability of employees on the specific dates.
Time Management: As there are different tasks completed in project so dividing time frame
their completion is also important to accomplish the tasks in an effective way.
Finance and Accounting: The financial aspect is also important to consider as this will impacts
upon the feasibility of decision whether the investment is in hands or not or whether the outcome
is sufficient or not.

Gantt Chart: It refers to the chart with the help of which different tasks and activities of
a project are defined and displayed over time. The Gantt Chart for the following project has been
provided as under:
2.2 Conflict Resolution, Example, Justification, Solution, Approach Used
Conflict resolution – The occurrence of conflict within workplace is inevitable thing.
There is no way in which conflicts can be prevented. The management of conflict is defined as
practise that is helpful for identifying and handling conflicts in a fair manner. This can be
explained with an example, i.e. A and B are colleagues. A is a hard worker and B is a smart
worker and at the time of appraisal, managers provided more raise to salary of B and not A. This
created development of conflicts between A and B. In this case, the HR managers have to follow
steps of conflict management in order to resolve such type of conflict.
Analysis of conflict resolution and how conflict is resolved – When conflicts are identified,
there is time for analysis of conflict resolution (Kervinen and et. al., 2016). The conflict
resolution is defined as initial stage of resolving conflict. In this case, both the parties seek for
gaining a deep understanding of dynamics in relationship. The HR manager realises problem
between both the parties and meeting was held for A and B. In this meeting, managers provided
valid reasons to the employees. B was smart worker and he can do any work. On the other hand,
A was a hard working employee but in some tasks there is need for using brain in smarter ways
and do work effectively. The manager explained that both employees are asset for the
organisation and it is needed that both of them are necessary to attain organisational goals.
Solution – The managers uses collaborative approach for resolving conflict between employees.
Here, both the employees were made to talk to each other and manager provided them, answers
for all doubts they were having. A positive workplace always leads to increased productivity of
employees. Thus conflicts must be minimised. On the other hand, if there is no proper conflict
resolution then there is less productivity of employees and organisation.
2.3) Negotiation and Influences, Risk Analysis, Risk Assessment and Options of Appraisal
Negotiation is the process with the help of which differences are settled up. The
following term aims at reducing the level of conflicts and issues in the organisation. For
example, there is a conflict in between the employees and HR Manager related to deciding the
appraisal. As employee is expecting 15% percent appraisal but the HR Manager is ready to
provide an appraisal of 10% only. In case not provided, that employee will leave the organisation

and because his work is good so it is important for the Manager to fin out some good option with
the help of which the situation could be tackled. So, here the negotiation will be done at 12.55
appraisal as the concern of both is not kept. The appraisal amount is neither 10% nor 15%. the
solution of between is founded which is said as negotiation (Low and Fowler, 2019).
Influence, is the term which is related to changing the perception or behaviour of an
individual in the organisation. As with the help of negotiation, the HR Manager has influenced
the employee to consider be in the organisation and also take appraisal. In this way, the outcome
of this effort is positive. There are six principles of influence which are also provided as under:
Reciprocity: In this principle, it is said that you will receive what you will do. Good will return
good and bad will give back it to you.
Consistency: This principles is based on the thought of power of active, public, voluntary
commitments due to which people are required to do with which they are committed.
Social Proof: This principles says that the thinking of people is also effected by the thoughts and
perception of society related to their own decisions.
Liking: This principle says that people will like those people who like them.
Authority: This principle says that when you got some power, others will try to defer you as
they can't be like you.
Risk Analysis: It refers to the process with the help of which negative issues are identified and
potential negative issues as well for the successful working of an organisation (Mohanna,
Chambers and Wall, 2016).
Risk Assessment: It is the term which is used to described the methods to identify risks factors,
analysing and evaluating the risks which could impact negatively on the growth and
performances of an organisation.
Options of Appraisal: There are different options of appraisal which an organisation could
provide to their employees such as promotion, job rotation, salary increment, rewards and many
more for their employees' good job.

ACTIVITY 3
3.1) Self Assessment in HR Development Practises
There are different HR Development Practises such as Employee Training, Employee
Career Development, Performance Management and Development, Coaching, Mentoring,
Succession, Tuition Assistance and Organisation Development.
So there are two areas in which I think I could give my best and effectively ensure the
completion of task I am provided with. The first is employee training and the second is
performance management and development.
The first options which is selected is providing training to employees. I think I am good
in the following type of HR Development Practises. The reasons behind this is because of good
communication skills, interpersonal skills, knowledge, creativity, leadership skills with the help
of which uit has become possible for me to guide and provide knowledge to the employees
related to different issues and problems being faced by them. As with the help of different
training programs provided to them, it will be possible for me to make improvements in the level
of their knowledge, skills and efficiencies that will help them in completing their tasks with
efficiency and effectiveness (Rintakorpi, 2016).
In order to make improvement in the level of their skill and knowledge, it is important to
consider their interest level in the learning, making them flexible to adopt changes are some of
the important things which are essential and for which making the mindset of employees is
essential so that they could make the adoption of those changes in an easy way in the
organisation. By making the mindset of employees in positive way, it will be possible to help
them in learning things in positive way (Jackson, 2017). In addition to this, it is also important to
behave properly with them such as in calm and patient way so that it could become possible for
them to make their doubts clear and they could also learn things with whole heartedly and with
their own interest for the development of their career and learning those things which are
important for the development of organisation as well as of the individual as well.
The second possibility of HR Development Practises is of improvement in the
performances of employees and their development so that along with the improvement in the
performances of organisation, improvement in performances of employees could also be made.
With the help of measurement of performances of employees, the areas of deviations could also
be possible to find out (Shahzan, Gayathri and Priya, 2018). So by knowing the areas of

deviations, they could be sorted out and measures will be adopted so that the deviations will not
be repeated again. There are two methods with the help of which evaluation of the performances
of employees could be made. These are self evaluation and checklist in which the employees will
evaluate themselves and the managers as well in the two provided methods respectively.
3.2) Personal Development Plan
The following plan is defined as the plan with the help of which improvements is made in
the skills and knowledge of an individual related to their skills and competencies in which he/she
lacks behind (Soini and et. al., 2015).
What I want
to learn?
(Specific and
realistic goal)
What I have to do? What support and
resources will I need?
(Achievable)
How will I
measure
success?
(Measurable)
Target date
for review?
(Time
bound goal)
To develop
my public
specking
skills
As the HR manager,
it is important for
me to have good
public speaking
skills. This helps me
in doing effective
work and manage
my employees.
This is achieved by
taking part in various
public speaking sessions
and debates. Taking
participation in small
discussions also help me
to achieve this goal.
This is measured
by talking to
colleagues and
subordinates.
Their feedback
will help me to
measure this.
6 months
Multitasking I want to manage
more than one
business unit within
my organisation in
coordination with
the HR assistant due
to the changes
caused by staff
reducing cost.
This is achieved by
fixing time fro
completing business
tasks. I can learn this
skill by applying new
methods within my team
while managing work.
Proper training is
given to
subordinates and
performance is
measured. In this
way, I get to
know whether I
am able to
manage work in
a proper manner
7 months

or not.
3.3) Reflection
The following is the reflection of my own experience which I came across at the time of
developing personal development plan which gave me with some positive as well as negative
experiences. With the help of development of professional map certain areas of improvement
were noticed by me. Professional Map provided me with certain essential skills and
competencies which are important for the HR Development Practises for better handling the
issues and working of employees in an organisation. In addition to this, maintaining proper
relationship with employees is also important and avoidance of conflicts so that better working
environment could be created. Working in team is also important so that different goals could be
achieved in an effective way. Lastly, the development of professional development plan is also
important so as to know about the different skills which are needed to improve, to know about
the improvement and the level of improvement needed it helped a lot to me in making
improvement in my skills and knowledge.
CONCLUSION
From the above assignment, it has concluded that professional map helps in knowing about
different aspects of improvement will be made. In addition to this, it has concluded that team
working is important for the success of an organisation. Further the conclusion has been drawn
about the personal development plan which has played an important role in the improvement of
personal and professional level and in the competencies of an individual which will help in
providing shape to their future as well.

REFERENCES
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