Employee Success Criteria and Conflict Management

The assignment requires developing employee success criteria and conflict management strategies as an HR professional. It involves understanding working patterns, attending seminars and intensive training sessions, and enhancing skills through various workshops. The document also includes a Gantt chart, network diagram, and profession maps to visualize the process. The development of technological knowledge and skills is emphasized, along with the importance of positive feedbacks and certifications from training sessions.

Human Resource
Management

Table of Contents
Activity 1.........................................................................................................................................1
Activity 2.........................................................................................................................................4
Activity 3.........................................................................................................................................8
Activity 4.......................................................................................................................................10
References......................................................................................................................................13
Appendix- 1...................................................................................................................................14
Appendix- 2...................................................................................................................................16

Activity 1
HR professionals
HR professional has skill of managing any kind of conflict. They work as a bridge between
employer and employee, and it can be considered as the main reason that they are trusted by both
sides. Their role is crucial in employee relation. They also possess an underrated skill i.e.
scheduling. Arranging interview, prioritising task is important for increasing productivity of
individuals as well as organisation. HR professionals has knowledge related to various laws like
health and safety act, workmen compensation act etc. Beside this, they also have better
understanding of organisational policies compare to other people of the enterprise. HR
professionals represent both sides i.e. employee & employer and it proves that being solution
oriented is part of their behaviour. They are transparent and trustworthy.
1.1 CIPD code of Ethical conduct
CIPD ethical conducts concentrate on four areas. First is professional competence and
Behaviour. It state that HR professional should take responsibility of their decisions &
actions provide appropriate support to the organisation, where they are working, even if it
is related to entering in new activity. Ethical standards and integrity is second code. It
says that professionals should develop business relation by concentrating on trust,
integrity, honesty and respect. Third code is related to representation of profession. It
states that member should act in way which never harm value of profession and it uphold
other professional’s reputation. Fourth code stewardship, it is related to supervision and
promotion of appropriate practice. Professional should find and stop those members who
are involved in unethical conducts.
1.2 Purpose of map
CIPD focuses on setting out standards for HR professionals who are present across the
globe. It tries to improve knowledge, behaviour and skills of human resources personals
and push them to become a ‘’Thinking performer’’ i.e. a person with high effectiveness
and efficiency. There are some key areas where CIPD map concentrate. First is
contribution of HR in the enterprise. Provide strength to compliance and communicate
with customer on regular basis. Last one is to find the new way of getting things done by
improving present one.
1.3 Performance and reward – Band one
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As an HR professional, one of my main task is to evaluate knowledge, performance and
skills of the employees and give them reward for their good work. Ensuring the reward
system is not biased is important for motivating employees. I am in band one because I
like to collaborate with others as it helps in understanding their behaviour and I have
desire to deliver when organisation need it most.
1.4 Resourcing and talent planning – Band two
Recruiting and selection is considered as the key function of Human resource
professionals. I am involved in finding how many employees are required in present and
future along with the talent which they should possess. The work which I am doing lies in
band two because I have HR expertise along with the fine business acumen.
(Source: The 2013 Profession Map. 2019)
1.5 Employee relation – Band three
HR professionals have to manage teams as well as individuals who are present in it.
Employee relation lies in band three and HR professional should have courage to perform
2
Illustration 1: The 2013 Profession Map.

well in professional areas which are related to it. Sometime I get opportunity to resolve
conflicts between workers and management. Employer is not always right and I try to
provide it to them by showing professional courage. I understand that scope of
improvement in this professional area for me is high but logics, data and believing in self
is helping me in becoming a influencer. I am getting confident with time and I am able to
influence various stakeholder. It proves then I have entered in band three. I am passionate
about learning and innovating, this behaviour is helped me managing various conflicts
which ultimately results in better employee relation.
(Source: The new Profession Map. 2019)
1.6 Conclusion
From above points, it can be concluded that my behaviour ‘Passion for learning’ is most
important out of all the skills, knowledge and other behaviours. Every person faces range of
difficulties and failure in different part of their career.
3
Illustration 2: The new Profession Map.

(Source: The new Profession Map. 2019)
My passion for learning helped me in overcoming various hurdles like initially my
confidence level was below par but when I worked with my seniors and accept their offer
for getting involve in professional practices like Employees’ relations, I started getting
more opportunities. No one is perfect and have ability to excel in all professional areas
but ‘Passion for learning’ can pay an important role in earning desired progress.
Activity 2
2.0. What is a Team?
A team refers to a group of individuals who work together and channelize their efforts to
achieve a single goal or objective. These individuals integrate their knowledge and skills
required to successfully accomplish a given task (Yang and Väänänen, 2017).
2.1. Team Dynamics:
4
Illustration 3: The new Profession Map.

Team Dynamics or group dynamics are various psychological forces that influence
functioning and behaviour of the team. These forces have a wide impact on the performance of a
team and could be quite considered as a crucial aspect for a group (Eubanks and et. al., 2016).
Elements of Group dynamics
In HR practices group dynamics indicates the interaction forces between the members of
the group who belong to different social conditions. There are various theories that govern the
elements of a team dynamics. One such theory is Stage-Theory model proposed by Tuckman and
Jensen (1977) (Raes and et. al.., 2015). According to this theory, there are five stages for
developing group dynamics, namely-
 Forming- For instance, if a team is formed to introduce a new customer service system
within the firm, this would be the very first stage for formation of the team. This stage is
full old uncertainty and confusion as new team is formed with different individuals who
are not necessarily from similar background (Bratton and Gold, 2017). In order to build
create a good team it is important that a team leader should trust its team members and
provide proper guidance to its team.
 Storming- In this stage, the group has faced the highest amount of conflicts as the
members of the groups often fight with each other for grabbing individual power. It is
essential that team members resolve possible conflicts by themselves. Moreover, an
individual personalities of team members emerge each other's ideas and perspective.
 Norming- This stage is differentiated by the identification of individual feelings and
shared their personal experiences. It helps team member in establishing rules, values and
standards as well as methods to increase efficiency of team.
 Performing- It occurs when the group become mature and meet the feelings of
continuity. It helps team in function excellently and capable of making decision
independently and autonomously without having conformation of team leader.
 Adjourning – All groups do not experience this developmental stage as it is
characterised by the dispersion of the groups. This stage aids team leaders to pay more
attention in dissolution of team by rewarding its team members in an effective manner.
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It is very necessary for an organisation to determine aspects that make a good team. There
are various skills that are required in team members to enhance a team’s effectiveness. These
skills are mentioned below: Active Listening, as it is the most crucial aspect required to understand the given
instructions accurately: Leadership, to manage a team and ensure healthy and contributing working environment
through induction of motivation.
 Communication, which helps individuals to share views about different aspects
effectively and ensure trust within each other’s capabilities.
However, each team during accomplishment of the task face several conflicts. It means
clashes of interests or disagreement on a particular aspect. This could arise out of lack of
communication or resources or performance, etc. Conflicts resolution is a necessary action to
resolve the conflicts among the groups within the organisation in order to enhance unity. It will
help to increase the productivity of the organisation. In this study, two strategies have been
discussed related to conflict resolution-
2.2. Conflict Resolution Method 1:
For instance, if there is a conflict between to colleagues over a certain position in the
company, this conflict could be effectively solved by applying Thomas Kilmann’s Model for
Conflict. As per this conflict, there are 5 management styles that could be adopted by the
managers to resolve conflicts (Prause and Mujtaba, 2015). These are: Accommodating: This approach requires maximum cooperation from either party even if
it’ s on their own expense. As per the given conflict, this must be the case if the other
party is more expert and deserves the position under question. Avoiding: This simply means avoiding the whole situation as there is no collective
growth or achievement of goals of either of the parties. Collaborating: This stage has the potential to create a ‘win-win’ situation. It is when both
the party could agree to come up with a novel situation where it ensures some benefit to
both the parties. Competing: It is best suited in cases of spontaneous decision-making. It is when one
party works in assertive manner to achieve its goals, the position as per the mentioned
conflict, even if it is on the expense of the other person.
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 Compromising: A moderate level of cooperation and assertiveness is required in this
approach and is applied when neither of the party is achieving a contributing solution.
Illustration 4: Thomas Kilmann conflict mode Instrument
(Source: Understanding conflict resolution styles, 2019)
2.3. Conflict Resolution Method 2:
There are various conflicts while being in a situation where different alternatives are
produced to effectively accomplish the task. These conflicts sometimes become even more
intense as both the alternatives seems to have equal effectiveness criteria. In such case, the
manager could use Fisher and Ury’s principles of negotiation (Northouse, 2017). These
principles are discussed below:
 Separation of individuals from the issue:
This requires the individuals to restrict themselves from being personally involved and must
effectively analyse the problem as per the other party’s point of view, or maybe propose the
solution in ways which seems convincing to the other party.
 Emphasis on Interests and not in Positions:
It is imperative for individuals to focus on a solution which satisfies interests of both the
parities and must deal with situations undergoing creative discussions to the business issue.
 Invention of Options for Mutual Gain:
This step requires them to create various options which provides effective and mutual gain to
both the parties.
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 Insisting on using criteria upon which agreement would be based:
Lastly, it is imperative for both the parties to define criteria to judge both the alternatives and
must evaluate both the options likewise to determine best suited option for the situation and
effective resolution of the conflict.
Activity 3
3.0. Project Management
Project Management refers to an approach which is undertaken by companies to
effectively accomplish a project (Petrick, 2017). For instance, I received a project to effectively
implement a Human Resource Information System within 3 months. My role in the same was to
manage the overall implementation and execution of HRIS within the workplace and monitor its
effectiveness. Seeing the complexity of the project, it was imperative that appropriate techniques
were used throughout each stage of project management to enhance the effectiveness of the
same. The stages as well as techniques are described below:
 Initiation: During the initiation stage, it was required from us to effectively plan each
and every aspect required by us throughout the process. To effectively determine the
required resources, time-scale, budget, etc., Traditional Project Management was used
which is a crucial approach to provide results on time and within standards (Kerzner and
Kerzner, 2017). The budget that was set out for implementation of HRIS is mentioned as
under:
Particulars Amount (in £)
Initial investment 100000
Variable expenses:
Billable staff wages 2500
Commissions 5525
hosting usage 3275
Fixed expenses:
Research and development 25800
Software acquisition 42200
Licensing 8000
Salaries to staff 9700
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Database management 3000
 Planning and Design: The next stage required us to effectively plan and design the
layout for the HRIS. There were new policies and standards set up which is sets up base
for tracking of performances. A new training program was also laid out for the employees
to enhance their familiarity with the new system. To achieve it all, Waterfall Project
Management Technique was used which provided with physical and logical design sub-
phases (Verzuh, 2015). This technique is associated with the traditional project
management process. The Gantt Chart for the implementation of HRIS is mentioned
below:
Illustration 4: Gantt Chart
Illustration 5: Gantt Chart
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Illustration 6: Network Diagram
 Execution: This stage relates to the overall execution of the project. The new systems
were installed, training was provided to the staff, new software were being implemented,
etc. In this stage, Rational Unified Process Technique was used which interconnects the
iterative style of software development projects. RUP technique was helpful for merging
feedbacks from the employees regarding the new system (Nicoletti, 2016). Monitor and Controlling: In this stage, the implementation of HRIS was monitored and
controlled. The project was successfully implemented within the set timeframe and as per
the feedbacks, various meetings were held for required changes. Since the project was
large, for this stage, PERT Project Management Technique was utilised which abled me
and the managers to differentiate between events and activities.
 Completion: This is the final stage of project management which allowed me to gain an
insight on each aspect of implementation of HRIS. There were various issues that worked
in the favour like training, acquisitions of software. However, there were minor issues
regarding the implementation where employee welfare measures were concerned.
Nonetheless, it accomplished as planned and as per standards.
However, there were various problems which arose throughout the project which are
discussed below:
3.1 Problem Solving Skill 1:
There was a problem during the initiation where the management was not convinced about
the system as it was felt that it would reduce the employee welfare measures taken by the
company. To resolve this dilemma, I used SWOT Analysis which is an evaluation of internal
capabilities and external forces that influence the decision-making process of a strategy
(Jasiulewicz-Kaczmarek, 2016). My biggest strength is communication and critical evaluation,
which helped me to convince the board as to how this new system would be completely
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employee-centric and ensures long term benefits for the employees. This helped me gain
opportunity to effectively convince the board and carry out the project within due time limits.
3.2. Problem Solving Skill 2:
During one stage, it was hard for the system development team to analyse areas which
require attention and possible uncertainties regarding the system which could have caused delay
in its implementation. To prioritise the same, I used Risk Analysis which is a method effectively
used to predict future mishaps and develop a strategy (Aven, 2015). Using this, it was
determined that there is a potential risk to confidential data of employees, security breaches and
fabrication. The risks were then prioritised and security systems were developed as strategies to
protect employee data.
3.3. Influencing, Persuading, Negotiating:
There were various instances throughout this project where it was required to influence
others through persuasion and negotiation. For instance, during the project, some members of the
board suggested alternative methods to implement the system which could have added to the cost
and time taken for its implementation. I had to persuade them regarding my methods and had to
explain to them efficiency of their methods compared to mine. However, I had to negotiate with
them regarding the policies which could have set the base for employee performances. Thus, I
was successful to influence them to follow my methods through effective persuasion and
negotiation.
Activity 4
4.0. Continuous Professional Development
Continuing Professional Development (CPD) determines through which different
members from the professional associations improve, broaden and maintain their skills and
knowledge and developed their qualities in their professional lives. It also helps an HR
Professional in maintaining the competencies in their workplace.
4.1. CPD Plan
It is crucial for an HR professional to maintain CPD logs in order to effectively maintain
a record of professional development. However, it is also very crucial to be competent in the
workplace and carry out the HR professional duties well.
Continuous Professional Development Plan:
Refer to Appendix-1
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In order to understand about my progress of the past one year, I conducted a personal
SWOT analysis to determine areas which are my strengths and weakness and how these could be
utilised in manner which could contribute to grab the opportunities. The area of practice for this
analysis would be employee relations. My personal SWOT analysis as per my CPD plan is
mentioned below:
Strength Weakness
 On the basis of personal skill audit I
identified that I have gained good
knowledge in Leadership practices.
 Apart from these, I also enhance my
skills and the knowledge in problem
solving practices.
 Moreover, I also refined my intellect
and the skills. All these aspects can be
known as my strength.
 For me it is required to improve
technological and legislative
knowledge.
 I am not able to do time bound
activities properly.
 I am not able to resolve conflicts in
different situations which is affecting
my decision making skills.
Opportunities Threat
 By improving technological skill and
legislative knowledge, I can easily use
advance technology in my personal and
professional working practices as well
as comply with legislation while
performing.
 With the help of time bound activities, I
can easily accomplish my tasks.
 By resolving issues and conflicts of my
team members, I can create positive
environment in the workplace.
 For me it is required to manage and
enhance my skill properly otherwise I
can influence directly in working
practices.
 Poor decision making and problem
solving approaches can reduce working
practices of individual's.
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In order to improve further weaknesses of mine, it is required for me to getting
appropriate training for my effective development. In my opinion, one of the biggest advantages
of having CPD training is that apart from helping a professional learn about the latest areas of
development and improvement that are available for HR professionals. It allows them to
understand about the methods and theories that they can use in order to perform better. Further, it
also trains them to learn about the different aspects of the field and the numerous challenges that
they are likely to face in future (Snell, Morris and Bohlander, 2015).
4.2. Professional Development Plan
According to me, I need to develop my skills and knowledge in order to increase m
professional knowledge and time management skills and enhance self-confidence. To achieve
this, a Professional Development Plan is being developed which would serve the improvement
needs to eradicate the weaknesses and threats and maximise the opportunities.
Professional Development Plan:
Refer to Appendix- 2
To effectively manage and enhance the performance, it is necessary to effectively have a
guidance session with the manager and immediate supervisor regarding the development plan.
According to the plan I realised that I will be able to improve my skills and knowledge which
will be helpful for my future. On the other hand, time management skills and self-confidence is
the essential factor which will be helpful for professional life.
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References
Armstrong, M. and Taylor, S., 2014. Armstrong's handbook of human resource management
practice. Kogan Page Publishers.
Aven, T., 2015. Risk analysis. John Wiley & Sons.
Bailey, C., Mankin, D., Kelliher, C. and Garavan, T., 2018. Strategic human resource
management. Oxford University Press.
Belcourt, M. and McBey, K.J., 2016. Strategic human resources planning. Nelson Education.
Bratton, J. and Gold, J., 2017. Human resource management: theory and practice. Palgrave.
Eubanks, D.L., and et. al., 2016. Team dynamics in virtual, partially distributed teams: Optimal
role fulfillment. Computers in human behavior. 61. pp.556-568.
Jasiulewicz-Kaczmarek, M., 2016. SWOT analysis for Planned Maintenance strategy-a case
study. IFAC-PapersOnLine. 49(12). pp.674-679.
Kerzner, H. and Kerzner, H.R., 2017. Project management: a systems approach to planning,
scheduling, and controlling. John Wiley & Sons.
MacDougall, A.E., 2015. Managing workplace ethics: An extended conceptualization of ethical
sensemaking and the facilitative role of human resources. In Research in Personnel and
Human Resources Management (pp. 121-189). Emerald Group Publishing Limited.
Nel, P.S., 2014. Human resources management. Oxford University Press Southern Africa.
Nicoletti, B., 2016. Lean and digitize: an integrated approach to process improvement.
Routledge.
Northouse, P.G., 2017. Introduction to leadership: Concepts and practice. Sage Publications.
Petrick, J., 2017. Total quality in managing human resources. Routledge.
Prause, D. and Mujtaba, B.G., 2015. Conflict management practices for diverse workplaces.
Journal of Business Studies Quarterly. 6(3). p.13.
Raes, E., and et. al.., 2015. An exploratory study of group development and team learning.
Human Resource Development Quarterly. 26(1). pp.5-30.
Snell, S., Morris, S. and Bohlander, G.W., 2015. Managing human resources. Nelson Education.
Verzuh, E., 2015. The fast forward MBA in project management. John Wiley & Sons.
Yang, F. and Väänänen, J., 2017. Propositional team logics. Annals of Pure and Applied Logic.
168(7). pp.1406-1441.
Online
The 2013 Profession Map. 2019 [Online]. Available through:
<https://www.cipd.co.uk/learn/career/profession-map/2013-profession-map>.
The new Profession Map. 2019 [Online]. Available through:
<https://peopleprofession.cipd.org/profession-map>.
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Appendix- 1
Continuous Development Plan
KEY DATES WHAT DID
YOU DO? WHY?
WHAT DID
YOU LEARN
FROM THIS?
HOW WILL
YOU USE
THIS? ANY
FURTHER
ACTION?
10th October,
2017 - 10th
February, 2018
Problem-Solving
Course
As an HR
professional, it
was very
important for me
to effectively
enhance my
problem-solving
skills to stay
competent and
productive under
any circumstance
It was a very
contributing
course as it
allowed me to
operate amongst
various problems
and complex
situations and
enhance my
skills for future
prospects.
I would use this
as a short as
well as long-
term strategy
where I could
solve each
problem
effectively and
in ways which
contributes
maximum to
organisational
success.
12th March,
2018 – 4th June,
2018
Leadership
Training
It was very
important for me
to excel as a
leader to serve
the organisation
in an appropriate
and successful
manner and
enhance
employee
engagement
I learnt various
leadership styles
that could be
used to
effectively
accomplish
objectives in
various situations
and how each
method of
leadership could
I would use this
in every
situation to
guide, motivate
and manage the
employees
which would
help me ensure
their full
potential
towards their
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within the
company.
contribute in
enhancement of
employee
commitment and
opportunities for
the firm.
duties.
13th June, 2018
– 6th October,
2018
Personality
Development
Classes
As a leader, it is
necessary for me
to set an example
where I develop
necessary skills,
behaviour and
attribute to
effectively
manage my
duties.
I learned ways of
communication,
motivation, soft
skills and
different
techniques
required for an
HR to be
competent.
Within an
organisation, I
would use this
to establish
healthy
communication
channels within
the company
and could
effectively use
it to develop
good employee
relations.
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Appendix- 2
Professional Development Plan
What do I
need to
Learn?
Starting
Date
What will I
do to achieve
this?
What
resources or
support will I
need?
What will be
my success
criteria?
Target Dates
for Review
and
Compilation
A brief
knowledge
about
Employee
Legislations
2nd
November
, 2018
To effectively
gain this
knowledge, I
would
undergo in-
depth analysis
of government
journals
describing
employee
legislations
and ethical
framework.
I would
require access
to government
journals,
statistics,
regulation act
details.
The success
criteria for
the same
would be
positive
employee
feedbacks.
To review the
progress
regarding
employee
legislations,
the target date
would be 20th
February,
2019.
To learn time
and conflict
management
techniques
16th
December
To manage
time and
conflicts, I
would view
past journals
of the
managers to
understand
their working
patterns and
alongside
would attend
Past
Employee
records,
organisational
statistics,
library
journals, and
management
books would
be required
for the same.
Less conflicts
and positive
employee
relations
would be the
success
criteria for
conflict
management
obtained
periodically
by
For both of
these
activities, the
review date
would be 13th
May, 2019.
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seminars and
attend
intensive
training
sessions to
enhance these
skills.
employees.
For time
management,
the success
criteria would
be positive
gaps between
allotted time
and
completion
time of any
project.
To develop
Technologic
al
Knowledge
and Skills
1st March,
2019
I would be
attending
various
workshops
regularly to
learn about
usage of new
software and
technological
equipments to
enhance my
performance
as an HR
professional.
I would
require ample
amount of
time to learn
and grasp the
required
technical
skills and
competence.
In addition, I
would require
money to join
training
sessions and
workshops.
My success
criteria would
be
certifications
from training
sessions and
positive
management
feedbacks.
For
technological
skills and
knowledge,
the review
date would be
4th November,
2019.
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