Effective Professional Practice in HR

This report discusses the effective professional practice outlined in the CIPD Professional Map and the 'thinking performer' in differing business contexts. It explores the roles and functions of a thinking performer in HR, including team building, motivation, communication, problem solving, and more. The report also critically discusses the knowledge, skills, and behaviors required by HR professionals in different business contexts, along with the challenges and differing perspectives on what represents effective practice.

Table of Contents
INTRODUCTION ..........................................................................................................................3
MAIN BODY ..................................................................................................................................3
SECTION 1......................................................................................................................................3
Discuss effective professional practice outlined in the CIPD Professional Map and the
‘thinking performer’ in differing business contexts. .............................................................3
You should situate such analysis within a critical discussion of the range of competing roles
within professional HR practice ............................................................................................6
End your report with a persuasive conclusion critically discussing the knowledge, skills and
behaviours required by HR Professionals in differing business contexts, including the
challenges and differing perspectives on what represents effective practice.........................7
Team Building........................................................................................................................1
Motivation..............................................................................................................................1
Communication......................................................................................................................1
Problem Solving.....................................................................................................................1
Patience...................................................................................................................................1
Hard-working ........................................................................................................................2
SECTION 2......................................................................................................................................2
A skills and competency audit of self in the role of a HR “Thinking performer”.................2
SECTION 3......................................................................................................................................3
Continuing Professional Development (CPD) plan...............................................................3
CONCLUSION................................................................................................................................4
REFRENCES...................................................................................................................................5
Books and Journal..................................................................................................................5

INTRODUCTION
Thinking performer is that person who consciously seeks for contributing to underline
organisational purposes. there are number of roles which are performed by this person form
reinforces the compliance role of the HR/personnel function keeps in touch with their 'customers'
through networking. This report is carried in different function an roles of thinking performer in
firm. This is related to use of CIPD Professional Map and the ‘thinking performer’ in differing
business contexts (Nguyen, and Roughead, 2018). There are number of function which has to be
performed End your report with a persuasive conclusion critically discussing the knowledge,
skills and behaviours required by HR Professionals in differing business contexts, including the
challenges and differing perspectives on what represents effective practice.
MAIN BODY
SECTION 1
Discuss effective professional practice outlined in the CIPD Professional Map and the ‘thinking
performer’ in differing business contexts.
There are number of roles which has to be perform business function which are related to
roles of thinking performer in order to achieve business objectives and perform business
function. This is also related to using tools and performing business activates in order to achieve
business objectives. This is identified that there are number of functions which has to be
performed in order to meet objectives (Schwandt, 2018). This is related to perform and
formulation of effective plan which can be executed according to needs. This is role of thinking
performer in firm to manage work and help in leading with effectiveness. Some of these
practices which have to be performed in accordance with different situations are discussed
below:
Professional practice and the HR function
This is important function in business environment where manager has to perform
number of function. This is also identified that there are number of fetchers which has to be
executed by thinking performer in order to meet objectives and use tools according to it. This is
also related to evaluating business functions and managing all hose roles. In context of HR
function, it include different roles such as planning, hiring, selecting and various other. Here,
there are different roles which has to be played by thinking performer in order to meet

objectives (Johnson and Smith, 2018). This can be stated that, this involve planing and thinking
about appropriate process which can be used by management in order to move business and use
effective hiring process. This helps in employing talented workforce and exciting business
function according to needs. One more requirement of thinking performer in this field is related
to managing functions of human resource meet objectives of HRM, this can be seen from the
example of Tesco. In context of this, there are different feathers which has to be use by thinking
performer where they allot business function and using tools of management and making
business feathers according to needs.
The relationship between HR and organisational effectiveness
This also act as an important situation in business firm where thinking performer play
important role. This helps in achieving business objectives and performer business functions
according to needs (Evatt and Guttendorf, 2017). Under this, there are number of tools which has
to be involved by business management. thinking performer use to performer roles in
relationship between HR and organisational effectiveness. Here, this helps in generating an
approach which can be use to manage functions and using tools which are related to current
topics. This helps in meeting expectation of different function in firm and performing all these in
effective way. thinking performer also ensure that there must be effective use of resource which
can be manage to meet needs of performing business function ineffective way. This is also
related to needs where HR manager can perform function in planed and well managed way. This
helps in boosting needs and bringing organizational effectiveness this is because it helps in
identifying functions and using tools to meet needs of employees.
Interpersonal and group behaviours
Thinking performer is also essentials for business organization in order to perform
activities. It is compulsory function which has to be use to achieve business function and meet
needs. Under this there are number of feathers and roles which has to be played in accordance
with needs (Luke and Redekop, FKnerr, 2016). thinking performer is essentials part of firm
where they can meet objectives and perform business functions. The major role which is played
by thinking performer is related to use of effective tools which helps in reducing barriers such
as confects in employees. This helps in effective use of human resources. This is performed by
thinking performer by using personal intervention in employees so that chances of conflicts can
be reduced. Managing business function can be used to meet objectives and perform business

function in accordance with it. This is also identified that there are number of business feathers
which can be involved in business activities and meeting needs according to it. Managing
behaviour will impact on business function where thinking performer will use to perform
activities related to managing behaviour and guiding employees in terms of firm objectives.
Change management and professional practice
Change management process is that function in firm which is useful in managing changes
in business environment. These changes are associated to business function an management of
business function to meet requirement (Jang and Ardichvili, 2020). This is essential business
function which has to be performed by manager and meet needs. Under this, there are number of
professional needs which can be fulfilled by thinking performer. This is role is performed in
order to meet objectives and perform business activities and performed and manage allows.
Thinking performer helps in meeting needs of professional practices where they will helps in
formulation of effective plan and perform business function according needs. Managing changes
is important process in firm, this make it essentials for firm to use tools and achieve business
objectives according to needs (Tenuto, 2020). There are number of challenges which can be use
by business functions. Here, thinking performer use to perform acts which are related top
management of changes in business environment. These are related to removing resistance
perform changes and using tools according to needs. This also helps in performing all those
function and relating performance so that manager can perform business function and manage
roles according to needs.
Ethics and Corporate Social Responsibility and professional practice
This is major factor which has to be cover by firm in order to meet needs and perform
business function where firm ahas to achieve business objectives. This is related to meeting
needs and perform business function (Connolly, James and Fertig, 2019). This is related to
Ethics which has to be followed. In this , it can be seen that manager and thinking performer
will use to meet firms objectives . Here , they helps in meeting needs where manager can get
assistance in relation to needs. This also helps in meeting needs where manager can perform
effective function and management all those requirement. This can be seen from example of
Tesco, t is global performing business firm where manager can meets needs and can use tools in
accordance with it. This also helps in meeting needs and performing using objectives according
to it. This also helps in allocation information where thinking performer will use to meet

objectives by relation current environment trends according to needs. This also helps in meeting
firm needs and using tools which can be managed (Higgs, 2016). One more role of thinking
performer in firm is to meet the objectives by relating business actives in combined manner.
You should situate such analysis within a critical discussion of the range of competing roles
within professional HR practice
This is identified that there are number of roles which are played by manager in order to meet
objectives. This is related to peroxiding business function and meeting expectation of firm. In
this manager can use to meet objectives by performing and guiding employees. Here, thinking
performer is important function in firm and helps in business activities.
The administrative: there are number of the function where manager has to be performed in
order to fulfil needs of business function. This is also related to managing business functions
where manager can act according to needs. Here, administration has to perform business actives
where thinking is essential (Popescu, 2017). There are number of task which has to be managed
and are equally to needs of business firm. this helps in meeting all those requirement where
manager can meet expectation. These roles associated with current fetchers where business
objectives can be achieved and manage roles. This also helps in developing postpositive
approaches where manager can meet expiation.
Business partner and employee champion role: These are those roles which can be
performed in order to achieve business function and manage all those function according to
needs of business objectives . This can be evaluated that there are number of business function
and roles which are played by thinking performer. These are essentials to meet needs and
perform and those business function where manger can related there performance and manage
all those rules according it (Zegwaard, Campbell and Pretti, 2017). There are number of roles
which has to be performed. Some of these stockholders are employees, commenter and other
individual. Here, they also use to achieve business objectives by linking performance and
performing according to current needs.
HR philosophies
There are different theory which has to be use in accordance with business needs. This is
related to meeting objectives and performing task in accordance with current business
environment. This is also related to needs of business function. These are related to managing

employee in so that firm can management roles of employee and perform business function in
effective way. This also support growth where manager can use to perform business techniques.
These are related to using tools and performing business activates according to needs and
requirements. Some of these philosophy which are used are mentioned below:
Unitarism: This is that theory based on the approach where manager in firm has to use all those
tools which can be utilized in order to manager functions and manage roles according to needs.
This helps in meeting needs where manager can perform business function and helps in meting
objectives under an common approach. This is also supposed in this where manager in firm to
use effective tools and managing success. This is that function where manager can use those
fetchers which are used in order to achieve business motives . This is also related to performing
as an common power in firm. This helps in meeting al those need which can be evaluated to
manager can perform all those function in effective way. This also helps in meeting needs and
performing business function so that manager can perform business actives and managing roles
according to needs. This also helps in performing business function and managing data accusing
to these roles sops that business can perform in combined way by elimination improper and
improper resource.
Pluralism: Under this theory, manager in firm use to support al those function which are related
to using tools and managing business function so that business function. This is effective theory
in order to execute different function (Grill, and Rosén, 2020). Under this all those efforts which
are implemented by employees will be calculated according to needs. This is essential for
business function and suing tools according to needs. This is related to meeting needs and
performing business function according to it. This is also related to marching performance and
using all those function sop that manager can perform its business function and all resource can
be used according to needs. This is also helps full in meeting needs and arranging tools which
will helps in meeting needs and requirement.
End your report with a persuasive conclusion critically discussing the knowledge, skills and
behaviours required by HR Professionals in differing business contexts, including the
challenges and differing perspectives on what represents effective practice.

Team Building
It refers to efforts used by management of a company to bring efficiency in it's
production activities. In general sense it means dividing people working in an organisation in
different teams and providing them with responsibilities in order to avoid duplication of work
and also boost up's the moral of an employee. A HR of a company have the attribute of team
building as it helps an organisation to boost up there sales that will ultimately result in profit
maximisation.
Motivation
It is one of the famous techniques used by management, in this various employees
working in an organisation are been motivated and are been dedicated towards work by
providing them work appraisals and a good working environment so that positive attitude of
employees are maintained towards the organisation. The HR of the workplace should provide
proper motivation to it's employees so that a good working environment is established.
Communication
The HR of a company posses the skill of good communication as it is very well said that
the organisation achieve it's success, communication has an important part in it. A HR of a
company posses this skill to avoid any miscommunication in an organisation and also it
promotes better functioning of various departments of the company (Pooley, 2016) .
Problem Solving
It refers to ability to solve any issues whether it is personal or professional in an
organisation. The HR of a company is a good problem solver, as any issues or problems is a
loophole for success for an organisation. It is foremost duty of HR to solve any dispute in the
company so that it doesn't hampers the company workings.
Patience
The foremost quality of an HR manager is look those candidate who have ability to
control himself in an unpleasant condition. As per this, the turnover of an organisation is
expensive and higher, HR prefer those person who have quality of high commitment level and
can stick long with organisation.
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Hard-working
Hard-working candidate are required in an organisation to achieve the goal of firm. With
this growing competition in all sector companies prefer to hire potential and hard-working
candidate. This quality is not only becomes plus point for organisation but it also help to enhance
individual job profile. This help to candidate grow rapid in their enterprise (Kikwiye,2017).
SECTION 2
A skills and competency audit of self in the role of a HR “Thinking performer”
Kolb Model
There are four stages under Kolb model of reflection that tells about all the bases and
checks the strengths and weakness that helps the individuals to improvise the strengths and work
on weakness. The model is discussed below:
Concrete Experience- This stage shows the past experience that is faced by individuals or it
reinterprets the old experience. I am having experience under which I came to know that I have
good communication skills that is required by Human Resource Professional. I was able to speak
good and people use to understand what I want to say. I was having good relations with
employees and I was able to solve the conflicts, but I also learnt that I lack time management
skill that is why I was not able to reach at time and unable to complete by daily tasks and that
was a problematic for me as it is important for me to be punctual and manage all the things that
are required in the management of the organisation. The better the management skills more it is
beneficial for the organisation and that is required by me to manage my organisation effectively.
I came to know this from my past job.
Reflective Observation of the New Experience – I came to know from my experience that it is
essential for an individual to have good communication skills as it is vital to communicate
effectively as it will help other individuals to understand well. By communicating well I was able
to motivate the employees and they use to work for the development of organisation. All the
employees were happy and use to work good and in favour of the organisation. Now a days I
have seen changes in myself and I am able to manage my things on time. Time management is
essential skills that is required in the role of HR as I have to manage all the employees of the
organisation and keep record of the punctuality. If I will not manage m,y time and work how will
I help Others to manage others to manage time. There is key importance of having conflict
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solving ability as organisation faces many problems and I have to solve problems that arise
among employees. If the conflicts and problems are not solved timely then this may impact the
productivity of the organisation and that is not desirable on my part.
Abstract Conceptualization- This shows rise of new ideas and modifications in existing plan. It
is important to make modification and changes in the problems that are faced by an individual. I
have understood that I am good at communication skills but there is many more that I want to
learn as it is important to communicate effectively with the employees to give then personal
touch and to understand their needs and wants. I want to develop understanding of the employees
and that is required to serve them the way want to. It is vital to know that they are not facing any
problem and are they happy while working. I also want to work on my time management and
become punctual by completing all my tasks on time, so that I am able to manage all, the
employees that are working. When I will be able to manage things on time I would be able to
complete the tasks on time and will have time to manage other things and plan my day
accordingly as making a schedule will help me to accomplish my tasks on time and will able to
balance my personal and professional life that will be so helpful for me as well as my family.
Active Experimentation– It is time when the ideas are shown to world. I have understood the
value to time management in my life. Now I will work on my skills by making proper schedule
and writing the time in which I would be able to compete the task on time. As I am already good
in communicating with employees and the employees are happy but it is the time I am planning
to take some lessons that will improve my communication skills further and will help me to
understand the feeling of employees and assign them work according to their capacities. The
main task is to work on my conflict solving skills as that will help me solve the problems that
have arisen in my life. When I will be able to improve my communication skills and will also
improve my time management skills then I would be able to work effectively and make all the
employees happy while work good for the organisation. It is important for me analyse my skills
that need to be worked upon and improvised to lead a successful career.
SECTION 3
Continuing Professional Development (CPD) plan
TRAININ OBJECTI ACTIVITY RESOURC TIME EXPECTE EXPECTE
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G NEED VE ES NEED FRAME D
OUTPUT
D
OUTCOM
E
Time
managemen
t skills
Objective is
to manage
my time for
versatile
activities
and
maintaining
time for
learning
extra skills.
The activity
would be
needed to
fulfil my
time
management
skills by
personal
experience
and a proper
guidance
from an
expert.
Presentation
tools, list of
table, board
presentation
and a diary
to write hit
list which I
need to
perform.
Three to
four
months.
Output
should be
less time I
would to
complete
my daily
activities
and would
engaging in
other career
developmen
t plan. Also,
engaging in
making
effective
strategies
Strategies
would make
my job role
more
interesting
and would
get to higher
position in
selecting the
most
appropriate
individuals.
Conflict
resolution.
Objective is
to eliminate
unhealthy
environment
and develop
skills to
provide on
spot
solution
without
taking more
Employee
engagement
and personal
interactions
with
employee to
know about
issue which
creating
problems in
coordination
Digital
sources like
social apps
and use of
extension to
make
contact with
employee
2 months Output
would be
high level of
management
and
coordination
between
employees
and team
empowerme
nt would be
It would
enhance my
employabilit
y skills as
well as
make me
develop
problem
solving
skills.
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time in
unnecessary
aspects.
. encouraged.
Interpersona
l skills
Main
objective is
to enhance
interpersona
l skills, the
way of
treating and
guiding to
employees.
How to
make a
reliable and
trustworthy
connection
with them
More and
more of
developing
inter
personal
connection
by
communicat
ion with
employees
about
organisation
goals, its
mission and
decision
making
process.
Essential
resources
would be
personal
communicat
ion
indicators
and tools
1 month The output
will be good
relations
with
employees
and make a
good image
in
employees
eyes by
making
connections.
This would
give
outcomes of
healthy
environment
and would
take me to
high
promotions
of a leader
or
executive.
Communica
tion skills
Objective of
developing
this skills is
to enhance
overall key
elements of
personal
developmen
t by being
polite,
Communica
tion skills
makes a
polite and
soft
communicat
ion while
taking
interviews
and guiding
Resources
must be a
comfortable
sitting area
or digital
sources.
2 months Output will
be these
skills will
leave a mark
and make
good
impression
for the
employees
to by being
Outcome
would be
influence in
taking high
position into
the
organisation
which
increase in
good pay
5

gentle in
way of
talking.
them a way
towards
career
programs.
The more
attractive
the
communicat
ion, the
more
employee
would
retain.
an
inspiration
for them.
role.
Leadership
skills.
Objective is
to set skills
and abilities
to be a good
leader
which could
easily guide
what to do
and how to
do the
assign task.
Leadership
activity
involves
role
providing
guidance,
setting task
as per
employee
ability,
check on
performance
.
Leadership
style,
authoritarian
style tools
and
presentation
format.
2 months Output will
be
enhancemen
t in
organisation
operation
and
effective
completion
of task
assigned.
This will
improve
leaderships
skills and
make me
able to
perform
complex
task and
make my
versatile
personality.
CONCLUSION
It can be concluded that there are number of function which has to be use to achieve
business objectives , HR professional are important in order to meet needs where manager can
perform business function and use tools acceding to needs. This is also related to maintain
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expatiation where manager can perform business actives and roles so that tools can be used in
effective way . This will also helps in meeting needs and performing activates according to all
hose resources. This is essential to meet the needs. This is also related to peroxiding function
where manager can use to audit there roles and perform business activeness in association to
needs of business firm. There are different factors which can be used to meet firm function so
this is essential fir business firm to perform all these function and manage roles of HR to meet its
expectation in current business environment.
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REFRENCES
Books and Journal
Connolly, M., James, C. and Fertig, M., 2019. The difference between educational management
and educational leadership and the importance of educational
responsibility. Educational Management Administration & Leadership, 47(4), pp.504-
519.
Evatt, M. and Guttendorf, J., 2017. Professional boundaries on social media: risks and
consequences. MedSurg Nursing, 26(2), pp.S1-S1.
Grill, K. and Rosén, A., 2020. Healthcare professionals’ responsibility for informing relatives at
risk of hereditary disease. Journal of Medical Ethics.
Higgs, J., 2016. Deliberately owning my practice model: Realising my professional practice.
In Educating the Deliberate Professional (pp. 189-203). Springer, Cham.
Jang, S. and Ardichvili, A., 2020. Examining the Link Between Corporate Social Responsibility
and Human Resources: Implications for HRD Research and Practice. Human Resource
Development Review, p.1534484320912044.
Johnson, C. S. and Smith, C. M., 2018. Preparing Nurse Leaders in Nursing Professional
Development: Developing a Nursing Professional Development Department
Plan. Journal for nurses in professional development, 34(5), pp.283-285.
Kikwiye, I. R., 2017. Multinational and local companies’ corporate social responsibility
practices in a developing country: multi-stakeholders perspectives in
Tanzania (Doctoral dissertation, Anglia Ruskin University).
Knerr, A. R., 2016. Developing a Socially Responsible Professional Identity: A Case Study of
Student Perceptions of Participation in a Humanitarian Engineering International Field
Experience.
Luke, C. and Redekop, F., Training and Practice. International Journal on Responsibility, p.5.
Nguyen, T. A. and Roughead, E. E., 2018. Strengths and Weaknesses of Pharmaceutical Policy
in Relation to Rational and Responsible Medicines Use. In Social and Administrative
Aspects of Pharmacy in Low-and Middle-Income Countries (pp. 247-262). Academic
Press.
Pooley, A. C., 2016. Typologies of transformation: learning, environmental responsibility and
the UK construction industry (Doctoral dissertation, Cardiff University).
Popescu, C.R., 2017. The Role of Total quality management in developing the concept of social
Responsibility to protect public interest in associations of liberal professions. Amfiteatru
Economic, 19(SI 11), pp.1091-1106.
Schwandt, T. A., 2018. Acting together in determining value: A professional ethical
responsibility of evaluators. Evaluation, 24(3), pp.306-317.
Tenuto, P., 2020. Cultivating Shared Responsibility for Inclusivity, Dignity, and
Indigeneity. Professing Education, p.11.
Zegwaard, K. E., Campbell, M. and Pretti, T. J., 2017. Professional identities and ethics: The
role of work-integrated learning in developing agentic professionals. Work-integrated
learning in the 21st century: Global perspectives on the future, pp.145-160.
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