Developing HR Professional Practice

Developing Professional
Practice

Table of Contents
Developing Professional Practice....................................................................................................0
Activity-1.........................................................................................................................................2
Introduction......................................................................................................................................2
A.C 1.1 Role and Contribution of the HR Professional in context of the CIPD’s Profession Map 2
Professional Values.........................................................................................................................4
- Evidence-Based........................................................................................................................4
- Principles-Led..........................................................................................................................5
- Outcomes-Driven.....................................................................................................................5
Core Knowledge..............................................................................................................................5
Core Behaviours..............................................................................................................................5
Specialist Knowledge......................................................................................................................6
A.C 2. 1 Project Management Techniques with Reference to HR Context....................................8
A.C 2.2 Problem Solving Techniques with Reference to HR Context............................................8
A.C 1.2 Group Dynamics Arise within Teams and Departments within Organisation and Impact
on HR Department...........................................................................................................................9
Conflict Resolution Methods Used to Resolve Issues Created by Group Dynamics and the
Effectiveness of their application within Organisation.................................................................10
2.3 Range of Methods for Persuading, Negotiating, and Influencing...........................................11
Conclusion.....................................................................................................................................12
Activity-2.......................................................................................................................................13
3.1 Self-assessment of current knowledge, skills, and behaviours in your practitioner role
including two core areas of Profession Map. Identify Continuing Professional Development CPD
needs..............................................................................................................................................13
3.2 Identify the areas of development and devise your own CPD plan.........................................14
3.3 Reflection.................................................................................................................................15
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References......................................................................................................................................17
Activity-1
Introduction
Professional development is defined as the operative strategic and skilled implementation that
contributes to the enhancement of knowledge and aid in learning (Allen, Palermo, Armstrong,
and Hay, 2019). Professional development is generally incorporated in group settings (meetings,
training, and presentation), and also in mentoring and general technical assistance. In contrast,
professional practice is referred to employee reflection in order to maintain a balanced and
healthy relationship within an organisation and also with the consumers and manufacturers. For
the purpose of maintaining a balanced and satisfactory relationship with employees and
manufacturers, decisions are formed by making use of knowledge, and on the basis of past
evidence that gives an experience of self-development. This report will contribute to the
generation of information regarding the HR professional's role. In addition, examples will also be
provided in regard to project management techniques and problem-solving techniques. Group
dynamics elements will also be determined in the context of department and team. In regards to
problem-solving techniques, the report will also establish conflict resolution methods.
A.C 1.1 Role and Contribution of the HR Professional in context of the CIPD’s Profession
Map
HR professionals are vital in the continuous and effective human resource management function.
HR professionals contribute to the identification of goals, vision, and mission statements of an
organisation and communicate them with team members for the successful business growth and
development that leads to the attainment of targeted objectives. Talented working team and
successful achievement of goals are succeeded by the human resource management. Human
resource management is capable of performing various functions that help in the successful
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accomplishment of goals. Human resource management is concerned with the hiring of talented
workers and trains them accordingly with the rules and culture of an organisation. Training is not
only provided to the new employees but also provided to the existing employees, as it will help
them in improving skills that lead to the optimal success of organisational goals (Emmott, 2016).
Hiring the right employee and compensating them at the right designation is not an easy task, HR
professionals do this job with effectiveness and frame techniques and policies to retain most of
the talented employees in an organisation and try to reduce the rate of employee turnover. CIPD's
profession map is used in order to make better and more operative decisions, it will aid
organisations to perform confidently meanwhile enhance the organisational performances that
will help in making beneficial and effective changes.
HR professionals make use of the CIPD profession map as a tool in order to measure the key
functions of human resource management that lead to the pathway that enhances the employee's
career development as well as the business development of an organisation. Nowadays, HR
professionals are accompanied with a set of knowledge, professional behaviour, and skills to
perform effectively in an organisation. CIPD profession map helps HR professionals in
identifying skills and capabilities of employees that may contribute in suggesting the alterations
for future development of employees as well as of team. CIPD profession map is a cycle of 8
behaviours and 10 professional areas that are hierarchically separated into four groups of
professional competencies. The 8 behaviours are listed at the end of the cycle (map) and
contribute to establishing information relevant to the functions and daily operations of HR
professionals (Griggs and Allen, 2018).
Subsequently, two core areas and eight professional areas are composed under the roof of the
professional area of the map. Moreover, core areas are named solutions, insights, and strategies
that are vital for almost all HR professionals (Hunter-Hill, 2019). In addition, the CIPD
profession map predicts that human resource management success is mainly based on their
capabilities and skills for the promotion of a better understanding of mission, vision, and
business strategies and their communication to the working team for timely and successful
business achievement. CIPD profession map also resources in meeting the innovative business
demands and enables an organisation to set strategies and make use of innovative approaches for
the successful accomplishment. CIPD profession map will help out the employees, organisation,
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