Professional Development and Practices

The provided report discusses the development of professional practices, highlighting their effectiveness in achieving desired results. It also touches on problem-solving stages that occur due to a lack of certain skills, and how the Professional Development Plan (PDP) helps in developing and improving required skills within a specific time-frame. The report emphasizes the importance of PDP in performing work more effectively.

DEVELOPING
PROFESSIONAL
PRACTICES

Table of Contents
INTRODUCTION ..........................................................................................................................3
ACTIVITY 1....................................................................................................................................3
Evaluation means to be an HR professional and making reference to the current CIPD
professional Map.........................................................................................................................3
ACTIVITY 2....................................................................................................................................4
Briefly described elements of group dynamics and example of conflict resolution methods.....4
ACTIVITY 3....................................................................................................................................5
Recent or current project which led in the project team.............................................................5
Evidence of using project management and problem-solving techniques in the course of
project..........................................................................................................................................5
How successfully influenced, persuaded and negotiated with others in course of project.........7
ACTIVITY 4....................................................................................................................................8
Undertake self-assessment of one area of practices to identify professional development needs
which consider areas and options to address...............................................................................8
PDP plan to meet with development needs which includes justification of option..................10
Reflective summary of performances against the plan and also identify future development
needs and recording it in PDP...................................................................................................11
CONCLUSION .............................................................................................................................12
REFERENCES..............................................................................................................................13

INTRODUCTION
Professional practices can be successfully develop to attain appropriate functioning and
increasing personal program. In this regard, HR professional making reference to CIPD
profession Map (Knobel and Kalman, 2016). Therefore, it considers respond towards developing
appropriate practices with group dynamics and ascertained appropriate functioning. For this
process, the present report covers elements of group dynamics and gives example of conflict
resolution methods. Furthermore, project management and problem-solving techniques in
particular course of project also develop that successfully influence and negotiated with others.
ACTIVITY 1
Evaluation means to be an HR professional and making reference to the current CIPD
professional Map
In CIPD, professional body for HR and people development consider 1,40,000 members
across the nation and provide leadership with independent research. It also offers professional
training and accreditation for working in HR and learning for developing activities. Empowering
people and organisational with skills and knowledge also drive to performances, inspire change
and develop potential advantages. CIPD is the career partner of choice, setting professional
standard and giving know how to drive HR and G&D profession forwards. Service role is most
effective HR role in which organisation and public organisation perform functioning. It is
competent which depends on how well service role has been performed. Second role also
advocate by HR professional.
In CIPD, modern human resources professional responsible for many tasks and activities
in the company. Therefore, it includes hiring, training, performance management, rewards, team
building, compensation, etc. These functions are main and HR is responsible to communicate
better performances and interpreting employment laws. In professional map of CIPD, around 5
hours per week on individual study conducted in the particular course so that around 9 total
months has been taken to complete foundation level. Professionalism in HR consider in another
field who can defined generally as conduct exhibited by those people who provide advise and
services that are requires expertise and meet with defined goals.

ACTIVITY 2
Briefly described elements of group dynamics and example of conflict resolution methods
In E-portfolio, group dynamics consider important role that consist and change as per
management expert, noted to often distinct roles and behaviour within work in a particular group.
Hence, group dynamic explains effects of these roles and behaviour in CIPD. In this
consideration, following five stages can be included: Forming: In this stage, usually characterised with some confusion and uncertainty.
Therefore, major goals in group have not been established , similarly group leadership
and nature of task has not been determined. Therefore, forming is an orientation time
successfully develop when team members get to know each other and share their
expectations about group (Avery and Nordén, 2017). Members learns purpose of group
and the rules to be followed. Storming: In this stage, group is likely to see the highest level of disagreement and
conflict. This is because, members very often challenges group goals and they fight for
powers with people often compete for leadership position (Callaghan, Long and
Rutherford, 2018). Norming: This stage characterise by the recognition of individual differences and shared
expectations. Hence, group members begin to develop feelings to maintain cohesion and
identity. Cooperative efforts consider responsibilities which can be divide among several
members of team. Performing: Performing occurs when group has matured and attain feelings of
cohesiveness. At this stage of development, individual accept each other and conflicts can
be resolved in group discussion. Hence, decisions are made by rationale process that is
emphasized on relevant goals.
 Adjourning: In this regard, it can be said that group experience from the all above stages
also develop successfully with effective characterised and demobilised it in a particular
group. Some groups are relatively permanent so that most common reasons must be
develop to accomplish tasks and increase group experience.
Two conflict resolution methods

 Creative problem-solving: Supervisor might redefine their roles of two conflicts prone
staff in which simply point of friction eliminate, creativity also assists to consider win
win solution.
 Mediation skills: Supervisor guide their subordinates who exists in conflicts with process
to assess mutual agreeable changes in behaviour (Avery and Nordén, 2017).
ACTIVITY 3
Evidence of using project management and problem-solving techniques in the course of project
Project management is the practice of initiating, planning, executing, controlling to
accomplish goals and meet specific success as per specified time. Project is unique part in which
specific set of operations designed to accomplish targets and goals. It usually works together
across the multiple geographies.
In the present project, team consider their work to develop appropriate part and goal to
led within successful program. Hence, recent or current project will be continuously develop and
work to focus on development of professional practices. There are following four phases
included for writing right project which led in the whole team: Initiation and planning: In this phase, two successful plans has been delivered for one
initiation and one for planning. The planning phase delivers more details information in
which managers take specific steps that needed for project delivery. Estimated cost and
time entirely develop to generate ideas (Callaghan, Long and Rutherford, 2018). Execution: In this phase, project implementation started with strict budget management
program. Strict budget management comes into particular place so that project planning
phase includes consistency with updated progress. Project monitoring and control: In this stage, project monitoring and control involves so
that managers make sure that task deadlines will be met within allocated budget and time.
Most of the project encounter problems with original plan.
 Project closing: At last, closing stage consider which includes two elements. First of
these is to making details to run previous three phases to complete three goals with
current state to reduce and address issues.

In order to solve problem of high turnover, new software to provide them training is
successfully developed. Therefore, development of software improved in business process so
that construction of building and bridge expand appropriate project.
Techniques for problem-solving
 Identify issues: In order to solve problem, one of the best aspect as technique that is
identify issues. With this regard, it can be stated that be clear with problem so that
different people possess distinctive views to assess issues exists in it. Identification of
interests which is important consideration.
 Understand everyone interest: It is critical element that usually missing. Interests are
the needs which need to be satisfied as per given solution. True interests also attached
with one particular solution that assists to focus on each person response. Hence, it assists
to understand everyone interest with the best solution. Interests are the needs which
satisfy in given solution (Knobel and Kalman, 2016).
 List of the possible solution: This is one of the important consideration which develop
through time to time brainstorming activities. Creativity is one of the essential aspect that
helps to separate listing options from evaluation of the several alternatives. In this regard,
effectiveness will be successfully develop to focus on several options.
 Evaluate alternative options: In this step, essential things adding and subtracting. As a
result, it contains separate evaluation options from the selection of options (Martin-
Prudent, Lartz and Meehan, 2016).
 Select appropriate option: From several alternatives, one option is selected that is best
from different alternatives. As a result, it contains bundle of a number options together
with satisfactory solution.
 Document the agreement: In project management, it is essential to focus on writing
down details about agreement. Therefore, it helps to focus on implications which would
be cover in memory (Tan, Van der Molen and Schmidt, 2017).
 Agree on contingencies, monitoring and evaluation: In order to solve issue and
problems, it is essential to focus on agree on contingencies, monitoring and evaluation
program. Therefore, agreements are also foreseeable on the basis of future circumstances.
On compliance monitoring also needed with following activities. Opportunities also
evaluates on the basis of agreements and their implementation.

Effective problem solving strategy take more time and attention so that problem can be
solved successfully. Right decision will be taken which create good shape with straight away to
follow appropriate working. Take it into fast and appropriate working process exercise solution
for interests. This process can be used in large group among two people so that difficult
decisions can be taken easily. Disciplined process create several opportunities to practices
(Whitworth and Chiu, 2015).
How successfully influenced, persuaded and negotiated with others in course of project
In competitive business, it can be stated that organisation need processes in place to make
strong, well-informed and innovative decisions. Problem solving is essential and key step to
generate and evaluate possibility to arrive at strong actions. In CIPD, effective, creative and
quick problem-solving strategy will be applied. Therefore, traditional and creative aspect will be
measure that assists to include best practices in which common barriers associated. Strong and
corrective course of actions in organisation, department and industry will be carried to take
effective, quick and creative solution (Griffiths, Armour and Cushion, 2018). In problem-
solving, it is one of the best perspective that ascertained positive results.
In problem-solving, working also consider through every aspect of an issue and challenge
to reach for a particular solution. Decision-making also consider one of the multiple proposed
solution in which potential outcomes can be evaluate successfully (Albers, Cho and Turnbull,
2015). Hence, in this process two different concepts. Collective problem solving includes
different parties and groups so that common issues can be identified that affect to more than one
person.
Problem-solving is especially complicated so that it includes different personality, levels
of authority and group dynamics. In recent time, psychology driven problem solve with different
techniques at workplace. In cognitive science, academic disciplines also included that assists to
consider appropriate working system towards particular course of project. In recent time, active
plan must be taken with developing and successful business strategies (van den Bergh, Ros and
Beijaard, 2015). As a result, in CIPD decision-making and business performance developed with
variety of corporate clients so that it included engagement of several people for solving particular
issue and problem. Problem solving is an integral practice in which groups and teams involve
several people to foster cohesion, engagement, etc.

ACTIVITY 4
Undertake self-assessment of one area of practices to identify professional development needs
which consider areas and options to address
In order to consider self-assessment, there are several skills need to be improve so that
professional development plan has been successfully improved to improve these skills. As a
result, it can be stated that there are several professional development needs consider in
particular areas and options to address. As a result, different kinds of areas and options to address
issues and problem (Gaudin and Chaliès, 2015).
Activities Time-scale Resource Previous
achievements
Achievements
Communication
skills
2 weeks Mentoring I am lack in
appropriate
communication
skills because
goals and targets
not easily share
among different
members of
group. Therefore,
in previous
achievements.
In this regard,
communication
skills must be
develop with my
own
performances so
that desired level
of results will be
accomplish more
profitability.
Furthermore, I
need to develop
this skill for
whole process of
CIPD.
Ability to work
under pressure
3 weeks Coaching From coaching, I
get several
aspects in which
ability of mine
develop to work
In recent
development, I
can also work
with ability to
work under

under pressure.
As a result, I can
develop my own
performances and
effectiveness to
focus on more
significant
advantages.
pressure.
Therefore, it will
assist to focus on
some effective
advantages to
mane my own
performance. It
will assist me to
handle pressure
with patience.
Decision-making
skills
2 ½ weeks Supervisor In previous
development
program, I can
work with
effective
decision-making
skills that assists
to support with
significant work
performances. As
a result, it
increases
performances in
CIPD plan for
electronic
portfolio.
With increasing
decision-making
skills, success can
be develop with
particular
development
program and
supervisor also
support to gain
more effective
results at
workplace.
Therefore, it can
be stated that I
can work to
ascertained more
effective results at
workplace.
Self-motivation 3 ½ weeks Online videos,
you tube, etc.
Self-motivation is
also important
With the help of
self-motivation, I

perspective that
assists to focus on
my own learning
which can be
successfully
develop to focus
on desired results
at workplace. In
this regard,
effectiveness will
be successfully
develop
significant results
at workplace.
can develop my
own skills and
performance to
work in creative
manner. I can
develop my own
skills to motivate
whole team
members with
using different
aspects. With the
help of this skill, I
can increase my
effective
performances
towards business
goals.
PDP plan to meet with development needs which includes justification of option
In this consideration, I can perform several functions and operations that would be
consider successful results at workplace of CIPD. However, there are certain skills also require
to improve which not gain in previous plan. In order to meet with development needs, following
are certain activities will be consider at workplace:
Activities and skills Time-frame Resources Achievements
Leadership 4 Weeks Director With the help of
leadership skills and
qualities, I can easily
lead whole team to
focus on goals and
objectives. Therefore,

group activities can be
successfully develop
to attain overall targets
and effectiveness.
Adaptability 2 ½ Weeks Supervisor Adaptability skills
assists to support
several people in the
business to
communicate desired
level of results and
goals in effective
manner. Therefore, it
can make effectiveness
to focus on targets and
goals.
Time management 3 Weeks Online tools and
techniques
Time management
skills assists to focus
on appropriate
functioning in business
that will be develop to
attain overall targets
and goals.
Reflective summary of performances against the plan and also identify future development needs
and recording it in PDP
In order to focus on PDP plan, I am able to communicate different activities that can be
successfully develop with future development activities. In this regard, it can be said that time
management, adaptability, leadership, etc. skills can be successfully develop to focus on goals
and objectives of the enterprise. In this regard, effectiveness will be successfully develop to
focus on targets and effectiveness (Callaghan, Long and Rutherford, 2018). It helps to attain

significant advantages which would be ascertained to increase efficiency and desired results. I
can perform several activities that is increasing my own performance to ascertained creativity
and effectiveness. Fur future development, time management and leadership skills I need to
improve so that effective advantages will be successfully gain to focus on targets. With this
regard, I can manage my own performance to deal with desired level of results at workplace.
In order to successfully perform several functions and operations, I can attain overall
performances in appropriate manner. With this regard, effectiveness in future performances will
be manage. New skills are very important to accomplish targets and goals. Hence, it ascertained
career developing activities which would be beneficial to improve my own performances. Focus
on good physical shape and acquire some new skill that is improved confidence. It assists to
make successful development plan that implemented easily at workplace. As a result, it expands
knowledge and skills which improve in particular areas of life. I have also setting deadlines for
accomplishing my own targets and effective performances that assists to focus on appropriate
chance to perform better functions (Avery and Nordén, 2017).
CONCLUSION
From the above report, it can be concluded that development of professional practices
successfully develop to attain more desired level of results. In this regard, effectiveness will be
develop to attain overall targets and goals in appropriate manner. In this consideration, current
and future development activities will be successfully develop to focus on desired level of
results. Furthermore, it summarised about problem-solving stages that occur due to lack of
certain skills. Hence, at last PDP plan includes which consider different skills that required to
accomplish within particular time-frame. This will help in developing and improving skills that
helps in preforming work in more effective manner.

REFERENCES
Books and Journals
Albers, P., Cho, A.R. and Turnbull, S., 2015. Critical spaces for critical times: Global
conversations in literacy research as an open professional development and practices
resource. Global education review. 2(3).
Avery, H. and Nordén, B., 2017. Working with the divides: Two critical axes in development for
transformative professional practices. International Journal of Sustainability in Higher
Education. 18(5). pp.666-680.
Callaghan, M.N., Long, J.J. and Rutherford, T., 2018. How teachers integrate a math computer
game: Professional development use, teaching practices, and student achievement.
Journal of Computer Assisted Learning. 34(1). pp.10-19.
Gaudin, C. and Chaliès, S., 2015. Video viewing in teacher education and professional
development: A literature review. Educational Research Review. 16. pp.41-67.
Griffiths, M.A., Armour, K.M. and Cushion, C.J., 2018. ‘Trying to get our message across’:
successes and challenges in an evidence-based professional development programme for
sport coaches. Sport, education and society. 23(3). pp.283-295.
Knobel, M. and Kalman, J. eds., 2016. New literacies and teacher learning: Professional
development and the digital turn (Vol. 74). Peter Lang.
Martin-Prudent, A., Lartz, M. and Meehan, T., 2016. Early Intervention Practices for Children
With Hearing Loss: Impact of Professional Development. Communication Disorders
Quarterly. 38(1). pp.13-23.
Tan, C.P., Van der Molen, H.T. and Schmidt, H.G., 2017. A measure of professional identity
development for professional education. Studies in Higher Education. 42(8). pp.1504-
1519.
van den Bergh, L., Ros, A. and Beijaard, D., 2015. Teacher learning in the context of a
continuing professional development programme: A case study. Teaching and teacher
education. 47. pp.142-150.
Whitworth, B.A. and Chiu, J.L., 2015. Professional development and teacher change: The
missing leadership link. Journal of Science Teacher Education. 26(2). pp.121-137.