CIPD Assignment: HR Roles, Group Dynamics, and Self-Assessment Report

This report provides a detailed analysis of the roles, skills, knowledge, and behaviors required of human resource professionals, aligning with the standards of the Chartered Institute of Personnel and Development (CIPD). It explores essential skills such as active listening and resource management, and delves into the elements of group dynamics, including structure, communication, and decision-making. The report also examines project management techniques, problem-solving strategies, and the ability to influence and negotiate effectively. Furthermore, it includes a self-assessment of training and development capabilities, along with a professional development plan and self-reflection, offering practical insights for HR professionals seeking to enhance their competencies and drive organizational success.

CIPD - Developing
Professional Practice

Table of Contents
INTRODUCTION...........................................................................................................................1
ACTIVITY 1....................................................................................................................................1
AC 1.1 Knowledge, skills and behaviour required for human resource professionals...............1
ACTIVITY 2....................................................................................................................................2
AC 1.2 Elements of group dynamics..........................................................................................2
ACTIVITY 3....................................................................................................................................4
AC 2.1 Summarising project.......................................................................................................4
AC 2.2 Problem solving techniques............................................................................................5
AC 2.3 Influenced, persuaded and negotiated with others successfully.....................................6
ACTIVITY 4....................................................................................................................................6
AC 3.1 Self assessment...............................................................................................................6
AC 3.2 Professional Development Plan......................................................................................7
AC 3.3 Self Reflection................................................................................................................8
CONCLUSION................................................................................................................................8
REFERENCES..............................................................................................................................10

INTRODUCTION
Human resource professionals are those people who are responsible for allocating and
managing the manpower in the organisation (Armstrong and Taylor, 2014). In this context, this
assignment will cover the roles and behaviours of human resource professionals in respect with
Charted Institute of Personnel and Development. The elements of group dynamics and
advantages of working in team will be assessed in this report. The project development plan will
be made and evaluated in this assignment in order to comprehend the objectives and goals of the
project efficiently. The self-assessment in the field of human resource will be evaluated so that
personal development plan can be produce effectively.
ACTIVITY 1
AC 1.1 Knowledge, skills and behaviour required for human resource professionals
Human resource professionals require certain types of skills behaviours and knowledge in
order to become effective and efficient HR professional (Knowles, Holton and Swanson, 2014).
The knowledge, skills and behaviours required by human resource professionals are provided
below:
Skills Active listening: Paying full attention to what other employees are saying and
communicating them with the possible solutions. It is an essential skill which must be
possessed by human resource professionals. Allocating and managing resources: The role of human resource professional is to
allocate the manpower in the organisation (Anderson, 2013). Thus, it is required for
human resource professional to have effective allocating and managing manpower
resources of the organisation.
Knowledge Personnel and human resource knowledge: The principles and policies of recruitment,
selection, compensation, training and development knowledge must be consist by human
resource professionals in order to become more efficient in the organisation (Boella and
Goss-Turner, 2013). Administration and management: The art of administrating and managing principles
involved in strategic management, decision making, human resource modelling is very
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essential and important. Thus, human resource professionals must have brief knowledge
in order to sustain in this field effectively and efficiently.
Behaviours Role Model: According to Charted Institute of Personnel and Development (CIPD)
Profession Map, human resource professionals should be role model in the organisation
(Boud and Brew, 2013). They must be lead by the example so that motivation of
employees can be increased. He or she must behave with integrity and impartiality.
Human resource professionals must influence manpower of the organisation so that
desired goals and objectives can be accomplished easily. Collaborative: This behaviour indicates that human resource professionals must works in
team and with range of people within and outside the organisation, so that growth and
development of both employees and company can be made efficiently (Reeves, Freeth
and Zwarenstein, 2013).
 Decisive Thinker: The ability to comprehend complex data and information of
organisation effectively so that efficient outputs can be generated easily.
ACTIVITY 2
AC 1.2 Elements of group dynamics
A group can be defined as several individuals who come together to accomplish a
particular task or goal (Storey, 2014). It refers to behavioural and attitudinal characteristics of a
group. In this context, the elements of group dynamics are provided below: Group Structure: The structure of group refers to the boundaries, communication and
decision-making process in the group. Group Communication: The flow of communication in the group, which include formal
or informal communication (Aiken, Rafferty and Shamian, 2017). It describes the degree
of interpersonal relationship between members of group. Content and Process: The content being discussed in the group and how well group
members able to process and comprehend the content. Task versus relationship: The group is either formed to accomplish certain tasks assigned
by the management of the organisation or formed because of relationship and bonding
made between individuals (Marchington, Donnelly and Kynighou, 2016).
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 Decision: The decision made in the group that directly or indirectly impacts and
influences the group members. Influence: There are different types of people exist in a group, some speak little while
some capture the attention (Coetzer, Susomrith and Suseno, 2016). Membership: One major concern for group members is the degree of acceptance or
inclusion they feel in the group. Feelings: Feeling and emotions generated from the group discussion and interaction
between members that impacts on group dynamics (Boella and Goss-Turner, 2013). Group Atmosphere: It refers to the climate of the group. It is classified into two, positive
and negative climates. Positive refers to efficient atmosphere and bonding between
individuals of group, whereas negative refers to ineffective and conflicts in group. Group Maturity: The skills and competencies group members have in order to
accomplish goals and objectives of the organisation (Harrison, 2015).
Tuckman model of group dynamics
The model of group dynamics developed by Bruce W Tuckman who was an educational
psychologist and proposed the group formations in five stages which are provided below: Forming: The first stage described by Tuckman is formation of groups. The structure
remains uncertain and individuals acquires knowledge about other members behaviours
(Crawshaw, Budhwar and Davis, 2017). Storming: In the second stage members of groups accept the existence of members of the
group. In this stage conflicts arises as individuals don't know who will control the group. Norming: This is the one in which there is close relationship between the members and
the group demonstrates cohesiveness (Alfes, Truss and Soane, 2013).
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Illustration 1: Tuckman Group formation model
(Source: Group Formation Model, 2017)

 Performing: Each and every individual understand each other and work together
collaboratively as team so that common goals and objectives can be accomplished
 Adjourning: The last stage in which group scatter after accomplishing task and common
goals (Gold and Bratton, 2014).
People and individuals work in group in order to accomplish certain goals and objectives faced
conflicts sometimes. In this context, various measures and methods to reduce the conflicts in
groups are provided below: Active listening: By actively listening the issues of every individual so that the nature of
conflict can be comprehended effectively and efficiently. Focus on member’s needs: Focusing on the needs and expectation of group members to
reduce the degree of conflict.
 Decision making skills: Formulating effective decisions which benefits the group and
group task so that disputes between members can be minimised.
ACTIVITY 3
AC 2.1 Summarising project
The project motive is to understand the roles, skills, knowledge and behaviour which
must be posses by human resource professionals. In this context, the project management
techniques are described below: Setting Objectives: Setting objective is the initial and preliminary step in order to work on
project (Ellinger and Ellinger, 2014). The objective of the project is to analyse the roles,
behaviours, knowledge, skills which are required by the human resource professionals in
guidance of the Charted Institute of Personnel and Development (CIPD). Defining Deliverables: A deliverable is the tangible products and services which is
generated as a result of project that is intended to be deliver to the customer. In this
project the professional development plan in a software will be delivered as end result of
project which aid in comprehending the concept of human resource professionals
(Armstrong and Taylor, 2014). Identifying resources: In order to accomplish the objectives and goals of project, various
resources were identified and required such as study materials, articles related with
human resource management, CIPD course material and research reports.
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 Setting Timeline: The project will be accomplished within 15 days. Thus, 15 days
timeline set in order to accomplish the project effectively and efficiently (Knowles,
Holton and Swanson, 2014). Costing of the project: In order to accomplish the objectives of the project, the cost
estimated is US$ 1000. The breakdown of provided below in the table:
Task Name Cost in US$
Research Project 200
Problem Statements 125
Resource Selection 175
Resource Allocation 175
Reviewing literature 200
Analysing the information 125
 Risk Management: There are certain risk associated with the projects, such as identifying
authenticity of the sources, conducting research analyses, reviewing literature, etc. Thus,
managing risk is very difficult and essential in project management. Monitoring: Continuous monitoring of the project will aid in minimising risk and assist
in accomplishing the set objective effectively and efficiently (Anderson, 2013).
 Evaluation: The evaluation of the project by identifying the pros and cons and
formulating strategies in order to fill the gaps effectively.
AC 2.2 Problem solving techniques
Whilst working on the project, certain problems and difficulties faced by the researcher
such as identifying sources, managing costs, setting deadlines, etc. Though because of effective
problem solving technique, the goals and objectives of the project achieved effectively and
efficiently. The problems and techniques to solve these problems are provided below: Selection of resources: In order to analyse the roles, skills behaviours and knowledge of
human resource professionals, selecting genuine and authentic resource was a complex
task and creating issue. In order to solve this problem, brief analysis made by researcher
and authentic sources has been identified effectively (Boella and Goss-Turner, 2013).
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 Managing costs: At certain points, the determined costs got exceeded and which creating
and generating loss to researcher. In order to counter this issue, researcher analyses and
utilise affordable and genuine resource in the research project.
 Setting Deadlines: It was the critical issue faced by the researcher was to set timeline and
deadline of the project. In order to tackle the issue, researcher focused on critical
activities of the project first and supporting activities afterwards.
AC 2.3 Influenced, persuaded and negotiated with others successfully
In order to accomplish the project research on effective and efficient human resource
professionals, the researcher has been influenced by others in course effectively and efficiently.
Through skills, behaviour and knowledge, the researcher able to influenced other efficiently
(Boud and Brew, 2013). It is very essential for the researcher to influenced others in the course
so that flow of teamwork and efficiency in the research can be maintained. This aid in promoting
growth and development of project and also leads to success of the project. Using skill analysis,
researcher was able to influenced others in the course efficiently.
Further, not only influencing, the researcher was able to persuade other in the course
effectively and efficiently. In order to do so, the researcher implements the technique option
appraisal. Option appraisal is a technique for setting objectives, creating and reviewing options
(Reeves, Freeth and Zwarenstein, 2013). Thus, in this manner, researcher was able to persuade
others in the course very effectively. Moreover, in order to negotiate with others, researcher
implements the strategy of risk management. This not only provides a benchmark to negotiate
with others but also aid in accomplishment of the project.
ACTIVITY 4
AC 3.1 Self assessment
The self assessment of one area of human resource professional practice capabilities are
training and development of employees and workforce of the organisation. The training and
development is provided by the human resource managers and professionals of the organisation
so that the employees can improve their competencies and skills effectively and efficiently
(Storey, 2014). In order to do so, there are various methods such as on the job training and off
the job training. Employees of various department were selected for training on the job as
coaching and mentoring. After training, it was identified that there are various areas where
human resource professionals needs to focus to increase his efficiency and competencies skills.
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While mentoring, the goal is to motivate all the employees through appropriate guidance
and motivation. From the analysis it was identified that human resource professional needs
development in mentoring and coaching as employees were not motivated and influenced
effectively and efficiently. In order to do so specific guidelines and timeline must be set in which
the development can be made (Aiken, Rafferty and Shamian, 2017). One year was determined so
that the coaching and mentoring skills of human resource professional can improved effectively
and efficiently.
AC 3.2 Professional Development Plan
After generating self assessment, the professional development plan of human resource
professional will be prepared. The professional development plan aid in identifying the areas of
improvements, the opportunities for growth, time scale and evidence (Marchington, Donnelly
and Kynighou, 2016). This is to be made by the human resource professional so that his or her
growth and development can be made. In this context, the professional development plan of
human resource professional is provided below :
Table 1: Professional Development Plan
Development activities Growth Opportunities Criteria for
judging skill
development
Time
Required
Evidence
Mentoring Able to provide
effective and efficient
training to employees.
Feedbacks of
employees
3 months Human-
resources-
managers,
and
supervisors
Coaching Able to guide the
employees more
effectively and
influence them more
efficiently.
Growth in
employees
skills and
abilities.
4 months Human-
resources-
managers,
supervisors
and
employees
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Secondment Able to allocate and
transfer employees
according to their skills
and abilities.
Growth and
development
of
organisation
5 months Human-
resources-
managers,
and
supervisors
The above professional development plan will aid in growth and development of the
training skills and abilities of human resource professionals. From the above professional
development plan it can be understood that the pre-decided time for improvement is one year
which is systematically allocated according to the training needs and development (Coetzer,
Susomrith and Suseno, 2016). Thus, the professional development plan will aid in nurturing the
skills and competencies of human resource professional effectively and efficiently.
AC 3.3 Self Reflection
In this section I will talk about the project which I have created on human resource
professionals on the guidelines set by Charted Institute of Personnel Development. I have self
assessed the performance level of human resource professionals which helps me in examining
the skills, knowledge, behaviours and competencies of human resource professionals effectively
and efficiently. From the analysis it was identified that human resource professionals lacks in
providing effective mentoring and coaching of employees. For this I have created a professional
development plan which determines the objectives, deciding activities and setting time line in
order to accomplish objectives. The professional development plan (PDP) will not only aid in
nurturing the skills and abilities of the human resource professional, but also promulgate the
productivity and performance level of employees and organisation. Albeit, after investigating the
development plan, I found issues regarding the timelines.
For coaching, time must be increased so that the training skills can be improved in human
resource professional effectively. The CIPD measures and professional plan aid in identifying
the behaviour and functions of human resource professionals that helps me in analysing the
behaviour and skills of human resource professionals. This further aid me in self assessment and
eventually I will be able to develop professional development plan effectively and efficiently.
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CONCLUSION
From the above report, it can be concluded that in order to increase the efficiency and
effectiveness in human resource professionals, their skills, behaviour and abilities improvement
are very essential and important. In this context, the range of knowledge, behaviours and skills
required for human resource professionals has been discussed in report. Further, the elements of
group dynamics has been assessed in this report that aid in comprehending formulation and
evaluation of groups and individuals. The project has been summarised effectively with the help
of project development plan and problem solving technique has been discussed in order to
eliminate the problems effectively and efficiently. Moreover, the self assessment of human
resource professional and professional development plan has been formulated in this report
effectively and efficiently.
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REFERENCES
Books and Journals
Aiken, L.H., Rafferty, A.M. and Shamian, J., 2017. Nurses’ reports on hospital care in five
countries. Health affairs.
Alfes, K., Truss, C. and Soane, E.C., 2013. The link between perceived human resource
management practices, engagement and employee behaviour: a moderated mediation
model. The international journal of human resource management, 24(2), pp.330-351.
Anderson, V., 2013. Research methods in human resource management: investigating a business
issue. Kogan Page Publishers.
Armstrong, M. and Taylor, S., 2014. Armstrong's handbook of human resource management
practice. Kogan Page Publishers.
Boella, M. and Goss-Turner, S., 2013. Human resource management in the hospitality industry:
A guide to best practice. Routledge.
Boella, M. and Goss-Turner, S., 2013. Human resource management in the hospitality industry:
A guide to best practice. Routledge.
Boud, D. and Brew, A., 2013. Reconceptualising academic work as professional practice:
Implications for academic development. International Journal for Academic
Development, 18(3), pp.208-221.
Coetzer, A., Susomrith, P. and Suseno, Y., 2016. Challenges in addressing professional
competence expectations in human resource management courses. Asia Pacific Journal of
Human Resources.
Crawshaw, J., Budhwar, P. and Davis, A. eds., 2017. Human resource management: strategic
and international perspectives. Sage.
Ellinger, A.E. and Ellinger, A.D., 2014. Leveraging human resource development expertise to
improve supply chain managers' skills and competencies. European Journal of Training
and Development, 38(1/2), pp.118-135.
Gold, J. and Bratton, J., 2014. Towards critical human resource development education
(CHRDE): Using the sociological imagination to make the HRD profession more critical
in the post-crisis era. Human Resource Development International, 17(4), pp.400-415.
Harrison, L., 2015. Professionalism in human resource management: Evolution of a
standard. People and Strategy, 38(4), p.9.
Knowles, M.S., Holton III, E.F. and Swanson, R.A., 2014. The adult learner: The definitive
classic in adult education and human resource development. Routledge.
Marchington, M., Donnelly, R. and Kynighou, A., 2016. Human resource management at work.
Kogan Page Publishers.
Reeves, S., Freeth, D. and Zwarenstein, M., 2013. Interprofessional education: effects on
professional practice and healthcare outcomes (update). The Cochrane Library.
Storey, J., 2014. New Perspectives on Human Resource Management (Routledge Revivals).
Routledge.
Online
Group Formation Model, 2017. [Online]. Available
through:<https://www.accipio.com/eleadership/mod/wiki/view.php?id=1693> [Accessed
on 10th November 2017].
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