Report on Developing Professional Practice: HR, CIPD, and Skills

This report delves into the multifaceted realm of developing professional practice, providing a comprehensive analysis of key concepts and practical applications. It begins with an introduction to professional practices, emphasizing the importance of continuous education and training within professions, and references the CIPD 2018 professional map as a benchmark. The report then explores the features of the CIPD map, highlighting its role in clarifying skills, knowledge, and expertise required for various HR roles. It further examines the core skills, knowledge, and behaviors of HR professionals, including communication, ethics, critical thinking, training & development, decision-making, and confidentiality. Elements of group dynamics are discussed, including formal and informal groups, and Tuckman's model of group development. The report covers conflict resolution methods, such as collaborating and compromising. Project management techniques, including SWOT analysis and risk assessment, are discussed. The report also explores problem-solving techniques, such as cost-benefit analysis. Furthermore, the report addresses methods of influencing, persuading, and negotiating with others, along with a self-assessment of HR practices. A professional development plan (PDP) is presented, outlining goals, required skills, and competency development. The report concludes with a synthesis of the key takeaways and insights gained throughout the analysis.

Developing Professional
Practice

Table of Contents
INTRODUCTION...........................................................................................................................1
ACTIVITY1.....................................................................................................................................1
ACTIVITY2.....................................................................................................................................4
ACTIVITY3.....................................................................................................................................5
ACTIVITY4.....................................................................................................................................6
CONCLUSION................................................................................................................................9
REFERENCES..............................................................................................................................11

INTRODUCTION
Professional practices considered as the conduct and work of someone towards a
profession. Professions are refer as the a requirement and need for constant period of education
and training. These are usually seen by professional bodies who may recognize educational
establishments and qualified professionals. Development of professional practices are essential
for achievement of better staffing, effective outcomes, higher staffs and patient satisfaction
(Becher, 2018).
This report covers means of HR professionals, CIPD 2018 professional map, different
elements of group dynamics with suitable examples of conflict resolution. Furthermore, project
management and problem solving techniques, ways of successful influenced, persuade and
negotiating with others. Additionally self assessment of an area of HR practices, professional
development plan and future development needs & records are explained within the report.
ACTIVITY1
Introduction of CIPD Map: The new professional map may includes the set of international or
global benchmark for professional people that helps in taking better decisions, perform well at
peak, act with confidence within adverse situations, implement effective changes within
organisation and process in career. The new professional map is relevant to all no matter whether
someone is in profession or not, whether someone is a member of CIPD or not.

Features of CIPD map: The new professional map helps to get clarity & transparency in terms
of skills, knowledge and expertise that is needed in each role across every grade which reflects
transparency feature of respective map. It can be done through aligning teams and groups based
on their relevant specialist knowledge areas which reflects effective team building characteristic
of CIPD map. This plays significant role in development of career conversations and helps to
explore future moves for the division. This map also allows to build professional credibility that
demonstrate the business organisation based on professional skills and keep update by aligning
professional bodies new and future focused map. Some other features of CIPD map includes
based on professional development, more accurate and authentic as compared to old professional
map due to offering of core and specific knowledge, core behaviours that help HR to evaluate
within organisation and effective results.
HR Professionals: Based on today the role of HR specialists is shifted from gathering, filling &
storing of papers to align with more thinking practices. This includes contribute ideas and lead
firm. HR professionals must contributes towards ideas and lead organisation in advancement of
corporate objectives (Kryscynski and et. al., 2018). Following are the core skills, knowledge and
behaviour of HR based on CIPD map:
Ill
ustration 1: New Profession Map, 2020
Source: New Profession Map, 2020

Core Knowledge Core Behaviours Specialist Knowledge Communication: It is
an important skill and
knowledge should be
posses by HR
professionals. For
instance effective
presentation,
collaboration,
influencing ability. Training &
development: Another
important knowledge
and skill should be
posses by HR
professionals is
required to make
effective training and
development sessions
and programs. For
instance classrooms,
computer based
programs and on the
job training.
 Ethics: Based on CIPD
map core behaviours of
HR professionals
includes ethical
behaviour that reflects
equality, fair decisions
and effectiveness
within the firm
(.Gubbins and
Garavan, 2016).
 Confidentiality: It
another important
behaviours showcase
by HR professionals in
order to build trust and
loyalty among staffs
through fulfilling
promises given to
employees in return of
effective performance.
 Critical thinking: HR
professional performs
significant role in
achievements of
business objectives.
CIPD map helps HR
professionals in terms
of enhancing critical
thinking ability of them
based on logics and
reasoning to identify
strengths & weaknesses
of alternative solutions,
approaches and
conclusion towards
problems.
 Decision-making:
Another important
knowledge possessed
by HR professionals is
associated with
considering the relative
costs & benefits of
potential actions in
order to chose most
appropriate one.
Importance of core knowledge, behaviours and specialist knowledge of CIPD map: Above
all are the significant skills and knowledges that are obsessed by HR professional that has
prominent importance within organisational goal achievements. Communication helps them in

encouraging and building moral of employees. Training & development has prominent role in
achieving effective performance and productivity. Ethical & confidentiality behaviour of HR
professionals are important for maintaining equality and accountability towards tasks and duties
within organisation. Critical thinking and decision making helps in choosing best option from
several alternatives that reflects effective results.
ACTIVITY2
Elements of group dynamics
Formal & Informal groups: Formal groups are defined as the groups formed or established by
business organisations in order to achieve specific goals & objectives. Formal groups are made
as per official authority so as accomplish desires and objectives of firm. While informal groups
are those groups formed or created by group members themselves and emerge naturally in
response to common interest, likes and attitudes of members of firm (Forsyth, 2018).
Tuckman's model of group dynamics: This the effective method of development of groups
which describes how teams moves through several stages are defined as follows: Forming: It involves period of orientation where uncertainty is high and people are
looking towards leadership and authority. Team members ask questions such as- what
doest they get from teams, what is expected from them etc. during this phase.
 Storming: This is most critical and difficult stage of Tuckman's team development
model. At this stage performance of team members are decreased due to unproductive
activities. This results in disagreements of members.
 Norming: The third stage of Tuckman's model is associated with conflict resolving and
emerging unity among members of teams. Interpersonal differences are begins to be
resolved and members learn to cooperate with other which results in increment of team
performance (Jones, 2019).
 Performing: IT is based on clear and stable structure and members of teams are
committed towards team's missions & objectives. Conflicts and problems are also arise
within this stage but can be dealt effectively.
 Adjourning: The last stage of group development model of Tuckman is indulge in
accomplishment of team goals and objectives. At this stage work load is distributed,
members are reassigned to other teams.
Conflict resolution methods
Conflict resolution is defined as the way to find out peaceful solution between two or
more parties towards a disagreement may be in the form of personal, financial, political or
emotional (Wallensteen, 2018). Following are the two conflict resolution method explained in
terms of helping HR professionals:

 Collaborating: Many work conflicts are arise due to misunderstandings because of
differences in communication styles. This impacts the productivity and performance of
entire team. Thus it is important to resolve it can be through inviting other party to
collaborate offers them, showing that parties are open to their needs, are willing to listen
and that both the parties understand that dealing with conflict in the work place is a two
way street. Thus collaborating is an effective method of resolving conflicts among parties
who involved within it through third party.
 Compromising: Another significant method of resolving conflict among parties. A
compromising style attempt to evaluate solution that will partially pleased all parties. In
terms of resolving conflict HR professionals should find-out middle ground between all
the needs, which would typically leave people unsatisfied or satisfied to a certain level. It
is an appropriate method of resolving conflict among parties (Furlong, 2020).
ACTIVITY3
Project management techniques: Recently a group task of design a social networking site with
specific brand features is assigned for 10 candidates. My role is to conduct research. For the
accomplishment of task in effective manner following techniques are used: SWOT for situational analysis: For successful analysis and identification of market
research swot analysis is used to know strength and weaknesses, external opportunities
and threats comes within the project. In order to analyse self abilities and skilled I used
swot analysis which reflects creative ability to make website effective, better writing
skills (strengths), lack of presentation skills (weakness), due to emerging use of social
media it reflects opportunity for us to introduce social site. One of the major threat faced
be me during this project is risk of successful adoption of site due to huge competition
(Meredith, Shafer and Mantel 2017).
 Risk assessment/ management: Another important method used by me during this
project is to risk assessment and management so as to remove barriers within successful
accomplishment of the project. This helped to evaluate the risk of getting hacked
websites by hackers. This is plays significant role in successful trial of the website. And
for the management of risk of hacking we used specific password technique to protect the
information and data available at the website.

Problem-solving techniques: Based on above project we found a problem of availability of time
that is very limited for the successful accomplishment of the assigned project (Martz, Hughes
and Braun, 2017). For the effective creation of social site that provides essential information for
searcher following technique is used to solve the problem of time management:
 Cost benefit analysis: It refers as the method that helps to estimate strength and weakness
of alternatives used to evaluate options provided the best approach to achieve benefits
while preserving savings. It provides framework or decision making that helps us to
manage the time and cost of the project in order to make it effective and efficient.
Methods of influencing, persuading and negotiating with others: In terms of influencing
team members of accomplishment of project within specified time limit ans budget we used to
communicate the goals and benefits of project in respect of employees so that they can aware
about the importance & benefits of the project. In order to persuade other members of teams we
create urgency of completing project for getting good rewards from top management. Thus
members of teams are influence to work effectively in order to gain objectives. In order to
accomplish objectives of project we negotiate social experts to guide and help in making website
effective so as to help information seekers to get what they want without going through other
websites. This will save the time and efforts of people who needs accurate information about
particular thing (Cialdini, 2016).
ACTIVITY4
Self assessment of HR practices:
 Communications (core knowledge): Based on core knowledge I showcase effective
communication skills through the project that helps me to get influence other members of
team in order to accomplish group project successfully. Communications helped me in
conducting presentations and take meetings during research task so as to gain successful
results.
 Ethics (core behaviour): Ethical behaviour helped me to get other members of team get
motivated through out the project and reflects equality within the project so that no one
can feel biassed. It helped me to gain effectiveness within task accomplishments due to
fair distribution of of rewards and remunerations (Reinholz, 2016).
 Critical thinking (specialist knowledge): It is important and specific knowledge that is
based on think in unique and specific manner. This helped me during the project

accomplishment objectives through logical and reasoning ability that has prominent
impact over effectiveness and efficiency of business results.
All these skills and abilities plays prominent role through out the project completion. For
instance they helped me to take effective decisions that helps entire team members and influence
them to work hard for successful task accomplishments. Effective communication is one of the
major requirement for motivating and helping others for working as per the demand and
requirement of situation. Ethical behaviour shows equality in terms of gender, age, colour, race
and shows emotional ability of someone to treat other well and able to understand feelings,
emotions, likes and dislikes of someone. Critical thinking is also and important thing that helped
me to achieve objectives based on logics and facts that reflects accuracy.
Professional Development Plan (PDP): It refers as the roadmap which includes goals required
skills & knowledge, competency development and objectives needed by a staff member in order
to support continuous improvements and career development. It is created and formed by
manager working closely with staff members so as to identify necessary skills and resources to
support career goals of staff members as well as business goals needed by organisation. It plays
significant role in success of business organisations through self assessments, identifying goals,
making effective strategies, requirements of resources to accomplishment of goals and
implementation of strategies and maintaining timelines in order to grow constantly (Koonce and
et. al., 2019).
Objectives of professional
development plan
Specific resource
requirement
Deadline for completion
Core Knowledge:
 Contract law
 Training &
development
In terms of enhancing contract
law of human resources within
the organisation is can be
possible through attending of
external short 2 weeks law
course. This will help HR
professional to use contract
laws effectively in terms of
hiring, staffing and other
activities relating to HR
2 months

practices.
In context of developing
training and development
knowledge of HR
professionals it needs to
develop development
techniques such as-
classrooms, computer based
training, on the job training
etc.
6 Months
Specialised knowledge:
 Communications
 Problem solving
Professional development plan
is needed for improving
communication skills and
knowledge of HR
professionals so as to
influence, motivate and
negotiate others.
Problem solving skill is also
important for successful
accomplishment of tasks and
objectives of groups that has
prominent impact over
business performance as well
as productivity.
1 Week
On-going
Core behaviours
 Ethics
 Confidentiality
Needs to enhance ethical skills
for showing equality within
organisation.
Confidentiality is needed by
HR professionals in order to
establish positive and healthy
On-going
On-going

work environment with the
firm so that everyone can work
effectively for achievements
of both professional as well as
personal development.
Based on above consideration it is stated that all these skills and knowledge helps other to
achieve their goals and objectives. For instance effective communication and creative thinking
knowledge of HR practices helps entire human resources within the firm. This helps to motivate
and influence other for better performance and work hard for reaching effective position within
the firm. This will not only fulfil the purpose of organisation but also helps to get personal
development of employees in terms of better performance and positions. When it comes to self
assessment I found that ethical ability of mine helps me to build effective relationships with
others and reflects good image in front of team members. This helps me to get motivated through
out the project and helps to encourage others to work with full dedication and remember to
maintain ethicality in their tasks. Thus above knowledge and skills played significant role in
effective development of professional plans based on accomplishment of personal and
professional objectives (Nasr, Mirshahjafari and Liaghatdar, 2016).
Future development needs: In terms of future development needs confidentiality and problem
solving skills and knowledges are still in process so as to get business objectives in effective and
effectual manner. For successful achievement of confidentiality skill it is important to focus on
marking confidential information clearly for instance ensuring that papers are shredded before
disposal. It is important to keep information secretly in order to gain trust and loyalty of others.
In order to enhance problem solving skills it is important to focus on solutions, defining of
problem in clear and understood manner, use of active listening which helps in business
objectives.
CONCLUSION
As per above report it is observed that professional development is important for
accomplishment of objectives of effective staffing, gain satisfaction and higher results based on
human resources that has prominent impact in business objectives achievements. CIPD map
helps HR professional in developing effective teams and enhance credibility of teams and

groups that reflects effective business results. Professional development plan helps human
resource professionals in development of required skills, behaviours and knowledge that reflects
significant benefits not only for the personal development but also helps to other. This provides
significant benefits in terms of self assessment as well as help influencing, persuading and
negotiating others.

REFERENCES
Books and Journals
Becher, T. ed., 2018. Professional practices: Commitment and capability in a changing
environment. Routledge.
Cialdini, R., 2016. Pre-suasion: A revolutionary way to influence and persuade. Simon and
Schuster.
Forsyth, D.R., 2018. Group dynamics. Cengage Learning.
Furlong, G.T., 2020. The conflict resolution toolbox: Models and maps for analyzing,
diagnosing, and resolving conflict. John Wiley & Sons.
Gubbins, C. and Garavan, T., 2016. Social capital effects on the career and development
outcomes of HR professionals. Human Resource Management. 55(2). pp.241-260.
Jones, D., 2019. The Tuckman’s Model Implementation, Effect, and Analysis & the New
Development of Jones LSI Model on a Small Group. Journal of Management. 6(4).
Koonce, M. and et. al., 2019. Principal engagement in the professional development
process. NASSP Bulletin. 103(3). pp.229-252.
Kryscynski, D. and et. al., 2018. Analytical abilities and the performance of HR
professionals. Human Resource Management. 57(3). pp.715-738.
Martz, B., Hughes, J. and Braun, F., 2017. Creativity and problem-solving: Closing the skills
gap. Journal of Computer Information Systems. 57(1). pp.39-48.
Meredith, J.R., Shafer, S.M. and Mantel Jr, S.J., 2017. Project Management: A Strategic
Managerial Approach. John Wiley & Sons.
Nasr, A.R., Mirshahjafari, S.E. and Liaghatdar, M.J., 2016. Elaborating the purpose and content
of professional development plan for preschool teachers. Educational Research and
Reviews. 11(16). pp.1463-1472.
Reinholz, D., 2016. The assessment cycle: a model for learning through peer
assessment. Assessment & Evaluation in Higher Education. 41(2). pp.301-315.
Wallensteen, P., 2018. Understanding conflict resolution. SAGE Publications Limited.
Online
New Profession Map. 2020. [Online] Available Through
<https://peopleprofession.cipd.org/profession-map>/.