DEVELOPMENT OF PROFESSIONAL PRACTISES REPORT 2022

Running head: DEVELOPMENT OF PROFESSIONAL PRACTISES
Development of Professional Practises
Name of the Student
Name of the University
Author Note

DEVELOPMENT OF PROFESSIONAL PRACTISES1
Table of Contents
Report 1: Formative Assessment for Developing Professional Practice...................................2
What is HR professionalism?.................................................................................................2
How do you ensure that you are effective and efficient within HR?.....................................3
Usefulness of the CIPD Professionalism for the Future Framework (PFF) and also the
CIPD Code of Professional Conduct......................................................................................4
Report 2: Summative Assessment for Developing Professional Practice..................................8
Activity 1: Evaluate what it means to be an HR professional, making reference to the
current CIPD Profession Map................................................................................................8
Activity 2: Briefly describe the elements of group dynamics and give at least two examples
of conflict resolution methods within an HR context............................................................9
Activity 3: With reference to a recent or current project led or been part of a project team:
..............................................................................................................................................13
• Provide evidence of using project management and problem-solving techniques in the
course of the project.........................................................................................................13
• Explain how you successfully influenced, persuaded and negotiated with others in the
course of the project (or other related activity)................................................................14
Activity 4..............................................................................................................................14
• A self-assessment of one area of your practice to identify your professional
development needs in that area and options to address these..........................................14
• A professional development plan (PDP) plan to meet your professional development
needs which includes a justification of the option(s) chosen...........................................14
• A reflective summary of performance against the plan. Identification of future
development needs and recording it in the PDP..............................................................15
References................................................................................................................................16

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Report 1: Formative Assessment for Developing Professional Practice
What is HR professionalism?
Professional grounds specific to any specific profession are identified as the general
conduction of the work that people should ideally do within their tenure. Professionalism in
the case of HR or the Human Resource is the specification that is done by a professional who
would be providing the advice and the services for the expertise that they are working on and
the conduct that they are providing for meeting a specific part of the standards and behaviour
that the professionals should perform at the first place (Baron 2016). This is the primary
requirement of the HR professional and their professionalism depends on the fundamental
concepts of human resource and at the same time it is justified by the different references
made by the skilful application of the education that they have received so far and the training
they received and experience they gathered. The professionalism in HR is justified by the
utilization of the work according to the professional ethos that they need to follow. The
characterization of this particular professionalism is justified by the intervention of several
different ideas put together. These can be clarified as the following:
 Having specific skills and knowledge about the management of human
resources and handling of different skillsets according to the different
requirements of the organizations.
 Maintenance of the power and status according to the levels of expertise.
 Understanding of the self-discipline and understanding of the adherence to
professional standards which are expected.
 The understanding of the autonomy according to the set levels.
 Operating practically and those operations are guided by the professional code
of ethical conduct.

DEVELOPMENT OF PROFESSIONAL PRACTISES3
The standards that the HR professionals are required to upload according to the set
standards are set by the professional body as per the set standards and rules accompanied by
the CIPD professional framework. This is conceptualized by the adherence to ethical values
as well, since it is not only required for the professionals to have a proper standard set
without any ethical pathos and ethos to think about. The HR professionals also have to think
about the maintenance of their code of conduct into their professionalism standard based on
the ethical codes as set by the rules and regulations under which the HR professional would
be working with. The core and basic values adopted by the organizations should be regarded
as per the standard ethical codes as it is required to maintain the proper codes of conducts
true to the moral values.
How do you ensure that you are effective and efficient within HR?
There are various measures by which an organization has the potential to clarify and
evaluate if an HR professional is working with their full potential towards the organization
providing full effectiveness and efficiency within the HR department further affecting the
organization in the most effective way possible. This is also subjected to the understanding of
the organizations about the HR measures that are being strategically taken to understand the
different aspects of the HR department including the strategies undertaken by the department.
Ensuring the efficiency of the company to be boosted is what makes the organization to be
considered as efficient and effective as well. To create a particular setup and evaluate a self-
assessment result as a particular role of an individual as a user is identified to be one of the
best possible way by which any person can evaluate themselves to be an effective and
efficient HR personnel (Wilton 2016).
As per the HR theory, the people need to ensure the right analytics leveraged within
the business for participating into the idea developed for the enrolment of the reduction of
administration. If it is found that the HR professional is building the foundation of their