CIPD - 5DVP - Developing Professional Practice

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CIPD - "5DVP - Developing professional practice"
Table of Contents
CIPD Professional Map.....................................................................................................2
Activity 1 The effective HR professional.............................................................................2
Professional Areas.....................................................................................................................2
CIPD Summary.........................................................................................................................3
Activity 2 Group dynamics and conflict resolution.............................................................5
Team Formation.........................................................................................................................5
Conflict Resolution.....................................................................................................................5
Activity 3 Project management..........................................................................................8
Project Planning techniques........................................................................................................9
Problem solving techniques.....................................................................................................10
Influencing and Persuading others...................................................................................12
References.......................................................................................................................13
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CIPD - "5DVP - Developing professional practice"
CIPD Professional Map
CIPD was a standard developed by professionals in 2013 to determine best practices of HR &
learning & development professionals. It identifies 10 professionals areas, 8 types of
behaviours and 4 levels of bands of competence in professionals. The bands define the level
at which an HR professional stands. Band 4 reflects upon the senior leaders. Professional
areas include organizational design, organizational development, resource planning, L&D,
performance management, employee engagement, employee relationships, and service
delivery. Professionals can be categorized based on their behaviour which can be curious,
role model, decisive thinker, skilled influencer, courageous, driven, collaborative, and
credible.
Figure 1: CIPD (CIPD, 2019)
Activity 1 The effective HR professional
Professional Areas
Employee engagement, Resource and talent planning are some of the key professional areas
under band 2. People employed in employee engagement can be driven to deliver or courage
enough to post and accept challenges. Resource and talent planning requires skilled
influencers and personally credible professionals operating under band 1 & 2.
Employee Engagement:
Professionals involved in employee engagement are courageous and have the confidence to
speak their voice, communicating effectively even in not so familiar circumstances or
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CIPD - "5DVP - Developing professional practice"
conflicting situations. They can also be resourceful, determined, and focused on delivering
best to their organizations. An HR or L&D person in the employee engagement role should
also have the drive to deliver which is demonstrated by resourcefulness and determination in
a person. A person driven to deliver would set milestones, prioritize things, and establish
performance measures. Such a person is capable of creating clear plans, creating priorities
align with organizational goals, tracking progress, tackling issues, and maintaining
enthusiasm to deliver even in the times of difficulties. If person driven by goals is in the HR
role, he would be able to foresee things and prioritize HR activities to bring best results as
well as align the workforce with the organizational goals to achieve best results (CIPD,
2019).
Resource & Talent Planning:
Resource and talent planning is best done by people who are skilled influencers and are
personally incredible. A skilled influencer demonstrates ones capability to influence
stakeholders in gaining support and commitment. An influencer takes into consideration the
needs of culture, politics, and the regulatory framework when taking decisions. Such a person
would involve parties involved in a project to understand what they think when planning. He
is capable of understanding the cultural and personal differences between stakeholders and
the audience and can effective change his approach in managing the Impact on diverse
audience. If a person with such an influencing capabilities is put into an HR or L&D role, the
person would be able to take care of the needs of the culturally diverse workforce in an
organization and plan for talent and resource management in a way that satisfies most of
them.
CIPD Summary
A personally credible person is very professional and can bring great value to organizations,
peers, and stakeholders. A credible person brings both theoretical and practical experience to
provide advise to colleagues. The advise is often sensible and impartial. A credible person
would also seek advise from others, take feedback to learn and improve upon development.
Knowledge sharing happens and skills are transferred to others to carry the legacy which can
be beneficial to an organization as a whole.
Professional
Area
Behaviours Knowledge Band Activities
Employee Driven to How to achieve 1 Identify steps for
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