CIPD HR Professional Role, Skills, Group Dynamics, and Conflict Report

This report, focusing on the role of a Human Resource (HR) professional, delves into the core competencies, skills, and behaviors essential for success within an organization. It begins by evaluating the multifaceted responsibilities of an HR professional, emphasizing strategic positioning, credibility, capability creation, change management, and technological proficiency. The report then examines group dynamics, exploring elements of intra-group and inter-group dynamics and the application of the DISC model to understand behavioral traits within groups. It also addresses conflict resolution methods, outlining competitive, collaborative, compromising, accommodating, and avoiding strategies. Furthermore, the report touches upon project management techniques and problem-solving approaches, followed by a self-assessment of HR professional practice capabilities and the creation of a personal development plan. The conclusion reflects on the importance of continuous professional development and the practical application of the discussed concepts.

HUMAN RESOURCE

Table of Contents
TASK 1............................................................................................................................................4
Evaluate what it means to be an HR professional.......................................................................4
Elements of group dynamics and conflict resolution methods...................................................6
TASK 2............................................................................................................................................7
Basic techniques of project management....................................................................................7
Problem solving techniques........................................................................................................8
Methods for influencing, persuading and negotiating with others.............................................9
TASK 3..........................................................................................................................................10
Self-assessment of HR professional practice capabilities in order to identify continuing
professional development needs...............................................................................................10
Produce a plan to meet personal development objectives........................................................11
Reflect on performance against the plan, identify learning points for the future and revise the
plan accordingly........................................................................................................................12
CONCLUSION..............................................................................................................................13
REFERENCES..............................................................................................................................14

INTRODUCTION
Human resource is a function which emphasis on the recruitment and selection of
candidates in an organisation. Processes which communicate with people and employees are also
consider in the HR department (Noe and et. al., 2017). For the overall development of an
organisation, HR department is responsible because it maintains the culture and structure of the
organisation. It refers to hiring, developing and appraising of employees for their better
production. It is combination of policies which regulates by management for the development of
an organisation. This report is in the context of Chartered institute of personnel and development
(CIPD) which is a professional association of HR professionals, headquarter in Wimbledon,
London and was founded in 1913. This assignment covers role and contribution of HR
professional within an organisation and undertake a self-assessment of the current knowledge,
skills and behaviour of HR professionals. It also apply the various techniques of continuous
professional development and also describe the elements of group dynamics and conflict
resolution techniques. It also includes the current project which led the leading role of project
team.
TASK 1
Evaluate what it means to be an HR professional
HR profession map is a wide term which is used in an organisation and also add value. It
represents the role of HR department and their members which is based on the qualification and
experience of an individual. The CIPD's professional map is used to determine the roles and
behaviour of an HR professionals. This map is used to identify the ability of people who worked
as HR (Storey, 2007). It is used to benchmark and develop the capability at individuals, team and
organisation levels. It is concerned to future oriented approach which evaluates the capabilities
needed in future. It is helpful in achieving and comparing the standards of HR professionals. It
defines the diagnose areas of growth and recognise achievement with the help of professional
statement. It helps in planning the career path and also prioritise the work. It is useful for
individuals as helps in reviewing or appraising, looking for new opportunity, learning about
profession, provide specialist advise and many more. For organisation, it identifies the skills
which can make changes, develop career path, evaluate areas of development, behaviour which

is needed for success and many more. In addition to this, there are various competencies found in
the HR professional report which can create sustainable value:
Strategic positioner: These HR professionals are deeply thinker and always take
decisions by analysing about the external business environment and trends and convert them into
actions which are taken for business (Turnbull, Blyton and Turnbull, 1992). They responses to
the strategic business situations and make choices according to the customers expectations.
Credible activities: These HR professionals develop their trust through business
awareness. Credibility arises when these HR stick on their commitment and develop faith which
means these professionals need to communicate clearly to deliver their messages. Some
professionals are activists but not have credibility. Therefore, HR professionals should be aware
in order to build their profession.
Capability creator: An HR professional should be the one who can fond the capabilities
of employees and motivate them in order to develop strong organisation (Werner and DeSimone,
2011). These capabilities are referred as the process, system and culture of an organisation. It
includes the speed, quality, efficiency and innovation of employees and customer service.
Change champion: As a professionals they should know how to implement and execute
change in order to avoid resistance of employees and make their working style better. In order to
implement change in an effective manner HR professionals need to understand some factors
such as why change is initiate, how to overcome resistance and sustain change by their
communication and continuous learning.
Human resource innovator and integrator: In order to innovate something, a HR
professional need to do historical research in order to find ultimate solutions for their business
problems. They should know more about various HR practices in order to design organisation
and develop communication. These creativity maintain the focus and try to produce positive
outcome.
Technology proponent: In order to deliver effective benefits, incentives and various
administrative services, technology plays a crucial role in effective communication and joining
more and more people (Boxall and Purcell, 2011). When technology exponents they need to
analyse and align with it in order to deliver effective relationship.

(Source: The CIPD Profession Map, 2019)
There are various skills and knowledge which is required in an HR professional such as
decision making, communication, conflict management and ethical skills and many more. These
skills are necessary in order to develop and maintain the professionalism in the organisation and
also for the better functioning of staff.
Additional requirement: The above discussed competencies and skills are important as HR
professional require all these to develop itself. Moreover, the above mentioned skills are also
important because these help in achieving the environment which is either supportive or
challenging. It helps in evaluating the performance of employees as CIPD set the standard for
HR which needs to be applied in all organisations and also relevant for those who have
responsibility of managing people. This map add sustained value in organisation and describes
the standards of abilities for which people need to work. It captures the successful HR and
deliver the specialism in professionals and are required to set the desired skills, behaviour and
Illustration 1: The CIPD Profession Map

knowledge in the organisation. These skills helps in maintaining and achieving the organisation
culture and recognise the competencies, behaviours and also make sure that market is relevant
and fair.
Elements of group dynamics and conflict resolution methods
Group dynamics refers to the interaction of two or more people in order to complete task.
It is a behavioural process in a group in order to understand the behaviour of group and to
observe them. It's applications are studied under various subjects such as psychology, political
science, social work and many more. Its elements are as follows:
Intra-group dynamics: It refers to the process which set the pattern and objectives of a
social group. These can the work group, political group etc. These dynamics are affected on
those grounds which are defined in the boundaries of group (Schuler and Jackson 1987).
Inter-group dynamics: It refers to the psychological relationship among two or more
groups which are related to the ideology and behaviour of own group. These are beneficial in
those cases where teams work together in order to achieve the specific task but it has its
drawback which it can create conflicts among groups.
To understand the group dynamics in an effective manner DISC Model is used which is
useful in managing the groups and also predicts the behaviours which are based on its key traits.
It consider four traits which influences the perspective of HR:
Dominance: These type of people put emphasis on attaining the best or desired outcome.
They see large image of an organisation and are able to accept challenges or difficult situations.
They are decisive or problem solving in nature and overcome the obstacles. Their strength is,
they manages time effectively, manages time more efficiently and innovative in nature.
Weaknesses are they are stubborn, aggressive and disrespect the authority. Therefore, they
influences groups or teams in both positive and negative way.
Inspiring: These people are emphasis on persuading others and optimistic in nature.
They are open and extrovert in nature. They influence their employees to work together and
motivate, inspire their employees which helps in increasing the productivity. These people
influences both people positively and negatively as their strengths are they are problem solver,
negotiator, real person and most importantly a good leader. Weaknesses are concerned with the
outcome which can be seen.

Supportive: These person put emphasis on cooperation and are very calm in nature. They
support their team members which helps in achieving the organisational goals. They are more
reserved and focus on peaceful environment. These people are good listener, predictable and a
very good decision maker. They also influence their staff as their strength are they are
dependent, loyal, try to avoid conflict and always respect authority. Weaknesses are they are
more sensitive in criticising people and they always resist changes in their work.
Conscientious: They put emphasis on accuracy and quality of work and also enjoy in-
dependency in their work. They are more logical, have high standards and are realistic while
taking any decision. Their strength are they gather good quality information and are able to
define situations in an accurate and appropriate manner. Weaknesses are need clear boundaries,
difficult in accepting criticism or might create conflicts in an organisation.
Conflict resolution methods
Manage conflict is an essential way to open the relation of communication which can
solve problem and discuss the change. To manage conflicts, the leader need to know the benefits
for managing it (Youndt and et. al., 1996). For example, if company wants to implement some
changes and if employees resist then it can convert into conflict as employees does not want to
adopt changes or in decision making, if company involves their subordinates and if their
suggestions and views does not match then the discussion converts into conflict. There are many
ways which depicts that CIPD resolve conflicts in those ways:
Competitive: Employees who are devoted towards the competition and know what they
want from their position. It is useful in special cases where decision making is done at fast paced
situation which can develop competition among people. Moreover, by this style employees gets
unsatisfied and demotivate in some situations.
Collaborative: In this style, employees collaborate in order to fulfil the needs of those
people are involved in that collaboration (Lepak and Snell, 2002). Here, these employees
cooperate each other and shows that each person matter for them. It is useful in those conditions
where they need to bring people together in order to get the best outcome.
Compromising: This situation depicts that leader find a way which at least partially
satisfy employees. Here, every employee is expecting to give up on something and need to
compromise their expectations in order to reach to a conclusion. It is useful in those conditions
where chances of arising conflicts are high.

Accommodating: It derives that the disposition to meet the requirement of their fellow
ones. Here, the employees are not assertive but majorly cooperative when issues arise. They
consider peace in their surroundings and are in the favour of it in order to win their employees.
Avoiding: It represents that people evade or neglect the conflicts and accept that decision
which is taken which the consideration of everyone (Arthur, 1994). Here, employees need to
accept decision as they do not want conflict.
Additional Qualifications: The above discussion is based on group dynamics which states that
team is necessary to accomplish work and to get desired outcome it is necessary to manage those
groups effectively. To manage it in an appropriate manner DISC model is used which states that
professionals should have different personalities in order to manage their teams they can be
dominating, supportive, influencing and conscientious in nature. Meanwhile, to manage groups
conflicts can be arise and to manage them CIPD professionals use five ways such as competitive,
collaborative, accommodating, compromising or by avoiding. These are the ways by which
people can manage conflicts in organisation. Conflict resolution can increase the better
understanding of employees, increased group cohesion and improve the knowledge in order to
determine the goals and objectives. Therefore, form groups and to manage them is important for
the smooth running and functioning of an organisation and this depends on the HR professionals.
TASK 2
Basic techniques of project management
Appropriate approach to manage the project is critical for the success and smooth
running of people. Project management techniques have variety of range from traditional to
become innovative. In order to choose them is depends on the project and its complexities in
which team involved. There are various techniques, but a HR manager use PDCA model which
is best suited:
Plan: This stage is a continuous and universal process which shows that manager should
try to solve their employees problem in order to implement the change or to avoid resistance
from employees (Guest, 1997). In addition to this, manager will determine the problem and its
opportunities in order to change them. Here, various problems are addressed and also helps in
the collection of relevant information. In order to plan effectively, professionals need to firstly

set objectives and also define them while planning as it becomes easy for employees to
understand their standards.
Do: It describes that planning is completed and various small changes are corrected in
order to achieve deliverables. Here, data is collected in order to determine it that it is effective or
not. In this stage, resources are identified, costing of project is done, risk is evaluated and
timelines are set in order to achieve the objectives. It describes that the plans are appropriate in
order to achieve desired outcome.
Check: Here, the information which is analysed from “do” stage are evaluated. In
addition to this, data is compared in order to achieve the expected result and this comparison is
also done to see the differences and similarities in the decision (Lepak and Snell, 1999). This
checking is conducted to determine that changes are implemented for the betterment of others.
Therefore, this stage is a clarification stage in order to avoid future mistakes and apply
continuous improvements to make changes.
Act: This is the last stage of this process in which developed plan is applied and HR
professionals monitor and evaluate the success of plan. It states that put the plan into action if it
seems perfect and manageable by team to achieve the objectives. It means that the process and
production becomes the base concept in order to make it more better for the organisation.
Problem solving techniques
Solving complex problems is difficult as HR professionals of CIPD need to frame them
in appropriate manner in order to untangle it (Snell and Dean, 1992). There are many problem
solving techniques which is helpful in solving problems in an appropriate manner. In order to
solve problems there are five steps which are useful for most of the problems:
Define problem: It is the important stage of solving problems in which problem is
identified because in which manner those professionals identify problems describes the way by
which they solve it. In this stage, managers will identify the root of problem like why it occur
and what are its causes. Here, defining problem means describing them in an effective manner in
order to solve them.
Determine cause: Here, those professionals analyse the cause like what are the factors
who create problems. If HR consider the problem of the situation then the cause became the
barrier in the prevention from closing the difference immediately (Swanson, 1995). This stage is
important to analyse the answer which is helpful in addressing the problem. In order to address

problem properly, these professionals need to fix exact issue rather than its symptoms because
fixing indication can cause the problem again in future.
Generate ideas: Once the above issues are identified then these professionals generate
new and innovative ideas to develop appropriate solution of problem. Here, professionals of
CIPD use two methods in order to come up with best solution which are brainstorming which is
the method of generating new ideas in order to solve them and mind mapping is a diagrammatic
or visualising way which represents the creative concepts and ideas.
Opt best solution: In this stage, HR professionals come up with the best solution by using
the above discussed problem solving techniques which is an easy trade off analysis. Moreover,
they need to analyse the criteria for problem which is useful in determining the comparison of
solutions (Baird and Meshoulam, 1988).
Take action: In this stage, when the professionals determine the best opted solution then
it is the best time to take action for the solution. These actions are taken when the solution is
complex in order to execute, it is way better to create an action plan for proper evaluation.
Methods for influencing, persuading and negotiating with others
Persuading: It refers to the ability to convince someone to take an action for the plan. In
order to persuade, it is important to describe the benefits. It is important in sales or for sales
people, they need to analyse that benefits of product is much important than features and
characteristics of product (Guest, 1999). It is an inbuilt skill which is also used by HR
professionals in order to hire employees when they have shortage of staff. To persuade, it is
important that to understand the need and motive of persuading and the dealing person.
Negotiating: It refers to the ability to discuss and conclude to the mutual agreement. It is
a complex skill so to perform negotiation it is important to provide training and development to
the professionals (Noe and et. al., 2017). There are many aspects by which the CIPD
professionals should consider to properly train their staff:
 Negotiation process should be professional, never go too deeply to negotiate or never
make it personal. It is conducted in that way by which the customers forget the
negotiation motive and only see the benefits of the products.
 For negotiation, professionals need to understand the interest on that product either it is
short, mid or long term. Therefore, to negotiate customers need to know what they
exactly want. Missed answers:

 - Depend on Part C
 Part B - Missed words count:
 To negotiate the professionals need to explore the various options and match the right
negotiator for negotiation.
Influencing: It refers to the ability by which the professionals can persuade and negotiate
effectively. There are various principles to influence others which are: Commitment and consistency: For this the professionals should have desire to be
consistent in action. For instance, if supervisor is committed for something then they
need to go through to it and perform it.
 Liking: Here, employees are influenced by customers and has to perform in many ways.
In this, customers get familiar to them, give compliments for their products or show faith
in them (Storey, 2007).
TASK 3
Self-assessment of HR professional practice capabilities in order to identify continuing
professional development needs
Professional areas: In this area, the HR professionals understands the need and know
what is it. This area consist two professional sections vision, strategy and solutions and leading
HR. The key areas which support the professional direction are as follows:
Insights, strategy and solutions: In order to understand the organisation and its history it
is necessary to understand its strategy and their result in order to meet the future needs by
analysing its current and future needs by evaluating exact information and understand the new
practices of HR (Turnbull, Blyton and Turnbull, 1992).
Leading HR: This person represent itself as a role model to influence the decision
making of HR which makes the company effective by their own efforts or support and develop it
beyond the organisation.
There are additional professional areas which are as: Communication skills: To coordinate with people communication is a basic tool which
helps in boosting the performance of employees (Werner and DeSimone, 2011).
Communication skills are of two types, verbal and oral which complete the

communication process. I am good in verbal skills but poor in oral skills which becomes
a weakness for my success. Conflict management skills: These HR professionals are capable in solving the various
conflicts arise at the workplace either it is arise among two employees or in between
supervisor or subordinates. In order to solve it, I need negotiation and persuading skills in
which, I am good in persuading but poor in negotiating skills which can become a barrier
in order to resolve conflicts. Decision making skills: As a HR, I need to take lot of decisions for the betterment of
both organisation and employees and their needs to be fulfilled consequently. I am not
good in decision making skills because I take time to analyse and evaluate the aspects of
the situation.
 Ethical skills: HR professionals faces lot of sensitive information about employees
which needs secrecy and privacy in order to protect them form leaking. These skills also
include code of conduct, maintaining discipline and formulating rules and regulations in
an organisation (Boxall and Purcell, 2011).
Produce a plan to meet personal development objectives
Development Plan
What do I want/need
to learn?
What will I do to
achieve this?
What resources or
support will I need?
What will my success
criteria be?
Oral communication
skills
In order to achieve this
I need to communicate
with more people and
maintaining eye
contact or follow
gestures which will
help in developing
confidence.
I need to talk with
many people as I can
talk and develop oral
communication to
overcome this barrier.
For this, I need to use
books to develop my
communication skills
and firstly make
conversation with
myself in order to get
success.
Negotiating skills To achieve this skills I
need to learn how to
negotiate more and
I need to develop more
analytic skills which
makes me to analyse
Here, I need to
understand the benefits
and try to sell products