CIPD Assignment Report: CIPD Professional Map and HR Services

This report is a comprehensive CIPD assignment that delves into various facets of Human Resources (HR) and Learning and Development (L&D). It begins by outlining the activities, skills, and knowledge required of an HR practitioner at Band 1 or 2, focusing on the "Leading HR professional" area. The report then examines the importance of insights, strategy, solutions, and leadership within HR and L&D. It also details the author's learning process throughout the assignment, including their understanding of the CIPD Profession Map and Continuing Professional Development (CPD). Part B of the report explores the needs of HR and L&D service users, methods of communication, and data gathering for service improvement. Finally, the report explains the concept of CPD and its significance for HR practitioners, along with the importance of seeking feedback and professional development.

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Part A (AC 1.1)
1.
Describe 3 activities/tasks that a Practitioner will undertake at either Band 1 or 2 in your
chosen Professional Area and the skills that they will need to undertake these
activities/tasks. (AC 1.1)
Activity/task 1
Focusing on “Leading HR professional” as my area of my choice, the first activity in
band 2 is that the coordination organizational practitioners and specialists should aim at getting
the solution to the organizational problems. They should do so by making sure that the external
consultant of the organization is well supported. In this activity, the practitioners should have
evaluation and monitoring skills. By use of monitoring skills, they will be able to evaluate the
challenges facing the organization. In addition, they will need good decision-making skills that
will help them to come up with a good solution for the problems.
Activity/task 2
The second activity the practitioners in brand 2 will do is promoting the use of the
information and decision making process so as to solve the challenges facing the organization
(Ulrich, Younger, Brockbank and Ulrich, 2013 p. 457). In this process, they will need a good
decision-making process. The planning skills will be needed as well so as analyzed plan on how
to solve challenges facing organization. By use of good planning method, the practitioners will
have an effective way to solve the challenges facing an organization.
Activity/task 3

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The last activity is making sure that there is unity and sharing of information among the
colleagues. Sharing of the information among colleagues will bring about the unity and solutions
for the challenges facing the organization. This can be achieved if the practitioners have good
engagement and conversation skills.
Give 3 examples of knowledge that the Practitioner will be expected to show at either Band
1 or 2 in your chosen Professional Area. (AC 1.1)
Example 1
Example of knowledge that practitioners are expected to show is by use of knowledge
they have to solve the problem involving the organization. They should solve the problems and
at the same time try to come up with ways to prevent the same in future. By application of
knowledge, the practitioners will be able to recognize the authority within the organization
before attempting to solve the problems (Christian, Porter and Moffitt, 2010 p.459). Through
approaching the relevant authority, they will be given directions on how to solve the identified
problem. The authority knows more about the challenges that the organization is facing and
therefore it is important to consult them about the organization before solving the challenges
facing it.
Example 2
Another example is that practitioner need to accurately collect the accurate data so as to
support the decision making process in the organization. In this process of collecting accurate
information regarding the organization, there is a need for application of the high level of
knowledge skills.

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Example 3
Final example is when analyzing the suitable tools to be used in gathering the data and
approaches within the organization. Basic skills are required for the collection of the data as well
as getting the best tools to be used in analyzing those data.
Explain 3 Behaviors that you would expect a Practitioner to show at either Band 1 or 2 in
your chosen Professional Area. (AC 1.1)
Behavior 1
The practitioner is expected to show a high level of monitoring and evaluation behavior.
In band 2, most of the activities to be done involve the identification of the challenges facing the
organization and coming up with the solutions to solve them. Identification of the solutions for
the identified challenges requires the evaluation and monitoring of all activities within the
organization.
Behavior 2
The practitioner should have patience behavior so as to take time to receive all the
relevant information. He or she should have a good interpretation behavior for better
interpretation of the information received from all members of an organization
Behavior 3
Lastly, practitioners should exhibit the best analysis and decision making behavior as
they try to analyze the information received during the evaluation of the challenges facing an
organization. The behavior of the practitioner should correspond with the part of study within an

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organization. They should exhibit high observation skills so as to come up with better decision-
making methods as results of their behavior shown.
Explain why Insights, strategy and solutions and Leading HR to sit at the heart of the HR
and L&D profession. (AC 1.1)
The reason as to why the Insights, strategy, solutions, and Leading are based on HR and
L&D is to develop a better understanding of the organization and its context. The use of the
insights is for the purpose of developing strategic solutions to meet the needs of the organization
now and in future time. For instance, the organization will need the capacity and relevant skills
to drive various activities. Understanding the technical skills will help in getting the competitive
potential of the organization (Slater and Mohr, 2016 p.26). In my case use of the Insights,
strategy, solutions and Leading in the organization will enable one be able to understand its
competitive capacity and areas it should improve so as to remain highly competitive.
Understanding the capacity of the organization can be done by measuring the ability of the
individual stakeholders to perform their duties. Insights, strategy and solutions, as well as
Leading go hand in hand with the HRE and L&D profession since they require management
skills.
2.
Describe the learning process you went through in order to write this assignment: what you
knew about the CIPD Profession Map and the need for CPD before you attended module 1;
what you learned during the module; and what you learned in preparing the report.

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I went through the learning process to understanding what exactly CIPD involves. I only
knew this was a 2013 profession map standard which defines the benchmark regarding HR
capacity. I thought the need of CPD was just to consult the organization but after reading the
module, I have learned that Profession map is basically on the functioning of the HR. In
preparing the report, I learned that launched CIPD profession map in 2013 helps in setting the
international benchmark for the profession of people especially HR. Currently, I have learned
that the map is used for making a better decision within the organization. It is a better method for
acting with confidence within in the organization.
Part B (AC 2.1, 2.2, 2.3)
1.
Three (3) needs of those who use an HR or L&D service within an organization and how
you would prioritize these and other needs to avoid conflict and deliver timely service. (AC
2.1)
Need 1
One need for those who use an HR or L&D service within an organization is that they
need to have the capacity and skills within the organization. These skills involve the capacity to
identify the better decision making processes. The HR or L&D service within an organization
help in the identification of the competitive level of the organization and some of the advantages
that organization exhibit towards the stakeholders.
Need 2

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Another need is that an HR or L&D service within an organization need differentiating
the capacities and skills on how an organization can improve (Lawler 2017 p.1033). The
techniques on the competitive capacity of the organization can be built and developed from the
application of the services of the HR or L&D.
Need 3
Lastly, the services need help in understanding the technical skills across all the levels of
the profession within the organization. In this case, the knowledge on how the HR can be
managed for better performing of the organization is needed. One is able to know the relevant
law to approach so as to achieve the external information based on HR or any other specialist
within the organization. The organization can make use of the performance of the HR to interpret
the relevant risks which may mitigate challenges facing the organization.
2.
Three (3) methods of communication to respond to your internal customer’s needs, and for
each method explain its advantages and disadvantages (AC 2.2)
Method of communication 1
Interpersonal communication is one of the communication methods to be used in respond
to internal customers’ needs. In this type of communication, there will be face to face
communication with internal customers. Through face to face communication, customers will be
able to share their challenges openly. Disadvantage part of this method is that some customers
may fear giving out some information face to face due to security issues.
Method of communication 2

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Another method of communication to be used is by use of the written method of
communication (Lester, 2014 p.31). In this method, customers pass their information regarding
their needs through the suggestion boxes. Through this method, customers are able to pass their
information without any fear. The disadvantage part is that some information can be biased since
no monitoring.
Method of communication 3
Then the final communication method is by use of non-verbal communication especially
by observing the behavior of the customers and suggests the needs they require but this can lead
to misinterpretation.
3.
How you would gather feedback and service performance data in order to provide
management information on HR service levels and how you would use this data to
continuously improve your service. (AC 2.3)
I will gather data by involving all the stakeholders within the organization on basis of
performance of the organization. I will make sure that my questionnaire involves all the areas of
concern within the organization. I will make sure I collect information from all the stakeholders
within the organization for better interpretation. The service performance information will be
best gathered by interviewing all the departments of the organization on views regarding the
performance of the organization (Bravenboer and Lester, 2016 p.409). The various groups of
stakeholders within the organization will give feedback on the performance of the organization. I
will make sure that the data I collected from various individuals within the organization are

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cross-checked over time for comparison with the current information given. The comparison of
the data is so useful since it will determine if the organization has improved or not. Right
measures should be taken to make sure efficient information is taken to HR services within the
organization.
4.
Write a short description of the learning process you went through in order to write this
assignment: what you knew about the services provided by HR and service level
agreements (SLAs before you attended module 1; what you learned during the module;
and what you learned in preparing this assignment.
In writing this assignment, I went through some learning processes regarding the
performance of the organization. I learned that the services which are provided by the HR are the
ones which determine if the organization will be a success or failure. I attempted the legal
agreement on basis of consultation of the relevant authority before making any decision
regarding the progress of the organization. During the model, I learned that monitoring and
evaluation of the performance of the organization help in coming up with better ways to improve
the way the organization operated by analyzing the problems and methods to solve them.
Part C (AC 3.1, 3.2, 3.3, 3.4, 3.5)
1.
Explain the concept of CPD and its importance for an HR or L&D Practitioner. (AC 3.1)
The main concept of CPD is derived from the CIPD 2013 profession. CPD has many
benefits not only the individuals but also the organization. It is component of the CIPD

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qualifications and it provides new skills to the employees to deliver the success within the
business. It is involved in seeking and acting upon the feedback opportunities so as to develop
the professional responsibility of the organization. CPD is recognized as the important
component for improvement of the skills and standards regarding an organization. It focuses on
ways to understand how to make the opportunities valuable (Bailey, 2011 p.487). CPD ensures
that individuals within the organization improve their skills as well as abilities on how to handle
various tasks. Some of the skills enhanced are the academic qualifications to handle some
specialized tasks within the organization. It helps in making sure that learning is emphasized in
the organization so as to boost the working potential of the employees. Through acquiring the
new skills, the employees are able to work so effectively and deliver their services in the best
manner. CPD ensures that HR or L&D Practitioner is equipped with the relevant skills which
enable them to perform best in the organization (Price and Reichert, 2017 p.17).
The skills acquired through CPD help the HR or L&D Practitioner specify their services
to one particular task as per what they have learned. This enhances high chances of work
specialization organization since individual work only for the area of specialization. Many
employees have supported the concept of CPD since it has supposed the growth of the
individuals. The employees do understand the concept within the organization through short
period education on matters concerning organization and their area of specialization. In other
words, CPD act as the stepping stone for the growth HR and L&D Practitioner in understanding
matters concerning the organization. It equips them with the skills on how to handle various
activities within the business. Some concepts concerning the activities carried out in the
organization are well described by application of the CPD concept and therefore HR or L&D

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Practitioner get skills concerning management of the organization through application of CPD
techniques.
2.
Individually undertake a self-assessment against a specification of the knowledge, skills,
and behaviors required of an HR or L&D practitioner, identifying your own strengths and
any gaps in your current level of knowledge and skills. You could use the CIPD Profession
Map available at http://www.cipd.co.uk/cipd-hr-profession/profession-map/ for this, and/or
another specification such as your own organization’s CPD framework. (AC 3.2)
HR or L&D practitioner should have high skills and knowledge concerning all the
activities carried out in an organization. Understanding the various activities to be carried out
within the organization is the first step that determines the success of an organization. My
strength is best on understanding the concept of CPD framework. One may not be able to
understand the concept of CIPD map unless first identify their position within an organization
and the role he/she should play to enhance the best performance of an organization. The
performance capacity of an organization is based upon the concept of CIPD profession map
understanding. My concept of CPD understanding has numerous advantages in enabling me to
understand the concepts used in an organization (Keegan and Francis, 2010 p.877). CPD
frameworks are the part of the CIPD capabilities and it gives new aptitudes to the representatives
to convey the accomplishment inside the business. It is associated with searching out just as
following up on the input changes in order to build up the export obligation of the association.
CPD, as a rule, is perceived as the critical part for the development of the attitudes and norms
with respect to an association. It centers around endeavoring on approaches to see how to make