HR Professional Practice: Summative Project Report Analysis

This report provides a comprehensive analysis of developing professional practice within the human resources field. It begins by defining the role of an HR professional, referencing the CIPD Professional Map and exploring key responsibilities and qualities. The report then delves into group dynamics, examining models like Tuckman's stages of group development and conflict resolution strategies, including the Thomas Kilmann model and the Fisher and Ury model. Furthermore, the report explores project management techniques, such as cost-benefit analysis and negotiation strategies. Finally, it focuses on applying CPD techniques to implement a personal development plan, including a SWOT analysis to identify strengths, weaknesses, opportunities, and threats. The report emphasizes the importance of continuous learning and professional development for HR professionals.

Summative project for Developing Professional Practice

Contents
INTRODUCTION...........................................................................................................................3
ACTIVITY 1....................................................................................................................................3
ACTIVITY 2....................................................................................................................................5
ACTIVITY 3....................................................................................................................................7
ACTIVITY 4....................................................................................................................................9
3.1 Apply CPD technique to implement the plan.......................................................................9
3.2 Producing the plan to meet the personal development objectives......................................10
CONCLUSION..............................................................................................................................11
REFERENCES..............................................................................................................................12
Appendix........................................................................................................................................13

INTRODUCTION
Developing professional practice is associated with the key range of skills which in tun has
been used with the value of the firm. The range of skills are significantly developed through
practice, training, analysis and understanding. CIPD professional map is significant in
effectively setting out the key standards for the human resource professionals across the world. It
helps in setting significant degree of behaviour, knowledge and activities which in turn are
needed for the success. This study will focus on evaluating what it means to be an human
resource professional. Furthermore, this study also tends to significantly focus on effectively
describing the key elements of the group dynamics. The present study also tends to focus on the
application of the CPD techniques in order to implement, construct and also review the personal
development plan. Lastly, this study will also focus on producing the professional development
plan in oredr to meet the professional development needs.
ACTIVITY 1
The HR professional is significant in contributing to organization which helps in effectively
assessing the key effectiveness linked with the human resource function (Cohen, 2015). CIPD
Professional Map, 2018 is considered to be as one of the key interactive set of standards which
helps in guiding those in order to work with the human resource in order to improve the world
within which society works. The HR professional can be specializing in different HR department
such as in recruitments, benefit, employee training or many other fields. There is major
responsibility for cost reduction and measurement of HR programmes and process. CIPD
professional map is significant in effectively setting out the key standards for the human resource
professionals across the world (The CIPD Profession Map, 2020). As per the key views of M. J.
Jucious: “The field of the human resource management mainly involves planning, organize,
direct and control functions of developing, procuring, maintaining as well as utilizing a
significant labour force.” On the contrary, Ricky W. Griffin: “Human Resource Management is
referred to as the set of activities within the organization which has been directed to attract,
develop and maintain an effective set of workforce.”
The importance of the Code of conduct and the Thinking performer
Code of conduct is considered to be prominent in improving and also guiding the key employees
within the workplace. It is significant in clarifying the principles, vision and values which

effectively must link with the key code of conduct. The employees within the organization must
work in a certain way on a day to day basis. It is significant in reflecting upon the core values
and daily operations of the business.
Thinking performer within the organization in turn are considered to be of utmost
importance. They are considered to be as the complete package and they must also focus on
taking the key initiatives to improve the business performance (Emmott, 2016). Thinking
performer also focuses on following through with the timely set of action and are considered to
be crucial in the attainment of the common goals and targets of the organization. Human
resource professional are considered to be highly responsible to effectively recruit, screening,
interview and place workers within the organization. It is significant in effectively handling the
key employees of the company. Human resource professional are important because it helps in
maintaining employee relations, training, payroll and other set of benefits. The key qualities of
the human resource professional map in turn mainly includes organized, communicate in an
effective manner, led by the example, be comfortable, take appropriate decision, solve the key
problems, take risks, talented multi- tasker, etc. are considered to be prominent in improving the
business performance and efficiency. It is significant in effectively sensing the autonomy at the
work.

Figure 1: CIPD hr profession map, 2020
ACTIVITY 2
Group dynamic is referred to as the adjusted change which tends to take place within the
group of structures. As per the Kurt Lewin, a change in turn is considered to be as a part which
brings change in any other part throughout the system which works well for the company. The
key significant principles linked with the group dynamics in turn mainly effectively understand
the decision making behaviours (Obedgiu, 2017). As per the Tuckman and Jensen model, the key
stages of the group development mainly includes forming, performing, storming, norming and
adjourning. Forming stage is characterized with several confusion as well as uncertainty as the
major goals of group have not been established. Storming stage is a period which is marked by
the competition and conflict as the personalities of the individual emerges. Norming stage is
another prominent group development stage where the consensus tends to develop who are the
key leaders and what is the role of individual members. This is the prominent stage because it

leads to resolving of the interpersonal differences. Performing stage is where the team member
has been effectively matured along with the attainment of the feeling related with cohesiveness.
At this stage of group development, individual accepts each other and conflict has been resolved
trough healthy discussion (Chawla, 2018). Last stage is the adjourning stage where most of the
goals associated with the team members are completed on a timely manner. However, the
individual members has been effectively reassigned to other teams.
Figure 2: Tuckman’s model for conflict resolution, 2020.
Conflict resolution is referred to as the way where the two or more parties tends to find
significant degree of solution related with the disagreement. There are various degree of conflict
which tends to take place within the organization. This mainly includes leadership conflict,
cultural based dissension, interdependency based conflict, task based conflict, workstyle
differences, and personality clashes, etc. are the key examples which in turn eventually leads to
conflict within the organization (Cassar, Baldacchino and Azzopardi, 2020). Conflict
management is referred to as the practice to resolve conflict in a fair and effective manner. It is
useful for the employer to effectively manage the conflict properly and also escalate this
agreement. This is significant in finding the best possible solution to the conflict and carry out
business in a prominent manner. Resolution also tend to offer innovative set of solution. Savvy
managers use perfect resolution skills as well as strategies which are considered to be of utmost
value to improve business efficiency.

Thomas Kilmann mode instrument is considered to be as a corporate style inventory
which is significant in measuring the response of individual associated with conflicts situation.
There is a set of dimensions linked with the course of action which includes assertiveness as well
as cooperativeness. Cooperativeness is considered to be as a degree to which individual try to
satisfy the concern of other person. On the other hand assertiveness is referred to as a degree
through which it is useful in satisfying one’s own need (Muller, 2019). Conflict is considered to
be at the condition within which concerns of the people are considered to be incomparable. The
five conflict styles associated with this model which has been used by the human resource
professionals across the world mainly includes collaboration, competing, accommodation,
avoiding and compromising. This model is considered to be of utmost significant for the
professionals because it helps in conducting productive one-on-one as well as group discussion
related with the conflict. This is prominent in improving the business Performance and efficiency
by reducing conflict and attain higher professional growth.
Roger Fisher and William Ury is a prominent conflict resolution model which mainly tends
to focus on resolving the conflicts. This model tends to find the best possible solution to the
problem by separating the individual people as well as their emotions from the problem. This
model is prominent in maintaining the positive degree of relationship and also tends to use active
set of listening and proper reasoning in order to resolve the conflicts. The key principles
associated with this model which helps in resolving the key conflict mainly includes separation
of the people from the main problem, insisting on effectively using the key objective criteria,
inventing the options for the mutual gain and also focuses on the interest and not on the position.
This is the significant way through which it helps in reducing the conflict within the organization
and find the best possible solution with utmost degree of accuracy and efficiency.
ACTIVITY 3
Project management is considered to be as one of the most crucial components for the
success of the business. However, it is a complex procedure and is followed up by the full
business cycle. This tends to have key inclusion associated with the justification of the projects
to have delivery of demonstrable set of benefits for the business (Armstrong and Mitchell, 2019).
This have consistency of temporary endeavour undertaken to create unique product, service and
results.

Example: Poor communication in turn is considered to be as one of the key issue which has
been faced by the project manager while carrying out specific project. Poor communication
while carrying out the project in turn mainly leads to unresolved set of conflict which tends to
have high degree of adverse effect upon the project. The project is mainly executed by the
individual members within the group and each person is responsible to effectively carry out the
project with high degree of accuracy and efficiency and meet the deadlines. All the members
associated with the project must be completely aligned. However, in order to resolve this conflict

the members must significantly focus on using best information communication technology and
must carry out recurring meetings in order to meet the deadlines and attain common goals and
objectives of the company.
Cost benefit analysis is a significant project management technique which is considered to
be prominent in measuring the key benefits linked with the decision making process. It helps in
taking the right possible action and improves the project outcomes.
Negotiation is a prominent measure which is useful in settling the key differences. It is
associated with the compromise and the agreement which tends to avoid the dispute and
argument. It is useful in attaining the best possible degree of outcomes (Cassar, Baldacchino and
Azzopardi, 2020). The key styles associated with the negotiation in turn mainly comprise of the
competing, accommodating, avoiding, collaboration and compromising. Effectively scoping all
the possible negotiation touchpoints before the staring of the project is considered to be as the
key prominent technique. Conflict negotiation strategies helps in resolving any disputes within
the company are considered the interest and values of the person on a separate basis.
Persuasion is referred to as the key prominent ethical measure which is useful process in
order to change the behaviour and attitude of the person associated with the specific set of object,
idea and event of the other person. It is significant in effectively convincing someone in order to
perform certain task or do something. Consistency and authority are considered to be as the
significant persuasion technique to take decision and action.
ACTIVITY 4
3.1 Apply CPD technique to implement the plan
CPD helps to track and documenting the skills, knowledge and experience which a
person gain formally and informally through a work. In the same way to determine the strength
and weakness for each area it is necessary to conduct the SWOT
Core knowledge
 Strength: I have a strong knowledge related to digital working environment and that is
why, I am able to look at the map and creates the same.
 Weakness: Due to not having strong knowledge related to working culture environment,
I do not adjust myself within a working area (Sarsby, 2016).

 Opportunity: Having a strong knowledge related to digital marketing, I am able to meet
the change and this is turn affect the results in positive manner.
 Threat: I face threat with regards to those individual who also poses the same
knowledge.
Core behaviour
Strength Weaknesses
 Due to having strong negotiation skills,
I am able to develop strong and
effective relationship between
customers and employee.
 Not able to meet the ethical practices
because of having low decision making
skills.
Opportunity Threat
 With my strong negotiation skill, I am
able to develop a better career
opportunity that assist to meet the
define aim of my career.
 Strong competition in the market lead
towards threat (Comino and Ferretti,
2016).
Specialist knowledge
 Strength: Having strong team working abilities will help me to generate better
relationship with my peer and this in turn improve the overall performance and acquire
new talent as well.
 Weakness: though I possesses strong negotiation skill, I am not able to solve the problem
because of not having effective conflict management skills which need to be improved in
order to generate the best outcome.
 Opportunity: Generating strong relationship between employees will help to manage the
change within a business and stay ahead in the competition.
 Threat: Sudden fluctuation within a market is consider as a threat.
3.2 Producing the plan to meet the personal development objectives
With the help of personal development, the weakness of each areas are easily improved
and this in turn improve the overall performance in positive manner. The PDP is enclosed in
Appendix

CONCLUSION
It has been summarized that, the HR professional can be specializing in different HR
department such as in recruitments, benefit, employee training or many other fields. Thinking
performer also focuses on following through with the timely set of action and are considered to
be crucial in the attainment of the common goals. Conflict management is referred to as the
practice to resolve conflict in a fair and effective manner. Thomas Kilmann model instrument is
considered to be of utmost significant for the professionals because it helps in conducting
productive one-on-one as well as group discussion related with the conflict. Cost benefit analysis
helps in taking the right possible action and improves the project outcomes. CPD helps to track
and documenting the skills, knowledge and experience which a person gain formally and
informally through a work.

REFERENCES
Books and Journals
Armstrong, S. and Mitchell, B., 2019. The essential HR handbook: A quick and handy resource
for any manager or HR professional. Red Wheel/Weiser.
Cassar, V., Baldacchino, G. and Azzopardi, J.G., 2020. the changing local labour market and the
changing HR professional.
Chawla, K., 2018. Best tips to be an outstanding HR Professional. HR Future, 2018(Dec 2018),
pp.14-15.
Cohen, D.J., 2015. HR past, present and future: A call for consistent practices and a focus on
competencies. Human Resource Management Review, 25(2), pp.205-215.
Comino, E. and Ferretti, V., 2016. Indicators-based spatial SWOT analysis: Supporting the
strategic planning and management of complex territorial systems. Ecological Indicators. 60.
pp.1104-1117.
Emmott, M., 2016. CIPD. In Encyclopedia of Human Resource Management. Edward Elgar
Publishing Limited.
Muller, T., 2019. Meet the HR Professional of the future. HR Future, 2019(Sep 2019), pp.32-33.
Obedgiu, V., 2017. Human resource management, historical perspectives, evolution and
professional development. Journal of Management Development.
Sarsby, A., 2016. SWOT analysis. Lulu. com.
Online
The CIPD Profession Map. 2020. [Online]. Available through: <
https://www.cipd.co.uk/learn/profession-map>

Appendix
Areas need to be
developed
Impact Resources Tenure
There is a need to
improve the culture
and behaviour
By improving the
same, it will assist to
adjust myself in
professional career
that improve my
inter personal skills
To improve the
same, mentors and
online session are
needed
8 weeks
There is a need to
improve the decision
making skills
It will impact
directly upon the
performance because
there are many
conflicts which an
individual may face
so there is a need to
make quick decision
Online lectures,
Mentors
5 week
Need to improve the
knowledge related
how to deal with
specific situation
There is a need to
improve conflict
management skills
because it helps in
working area and
that is why, it assist
to develop better
working
environment.
Online resources,
mentors and role
play
3 weeks