5DVP - HR Portfolio: Evaluating HR Skills, Group Dynamics & Projects

This portfolio evaluates the skills and competencies required of an HR professional, referencing the CIPD Profession Map. It explores group dynamics and conflict resolution methods within an HR context. The portfolio provides evidence of project management and problem-solving techniques used in a project, along with examples of influencing, persuading, and negotiating with others. Finally, it includes a self-assessment to identify professional development needs, showcasing a comprehensive understanding of HR practices and personal development.

Running head: HUMAN RESOURCE MANAGEMENT
Human Resource Management
Name of the Student
Name of the University
Author Note

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Activity 1:
Evaluation of the HR professionals:
With a precise focus on the HR profession map, it is evident that the human resource
managers of the modern business world are responsible for the effective management of the
organizational development (Hoobler, Lemmon and Wayne 2014). Breaking the term
“organizational development”, it is evident that the development of the organization will be
dependent on the improvement of the skills and the capabilities of the employees and under
such situation, the human resource managers of the modern business world are responsible
for the effective identification of the developmental needs of the staffs (Cascio 2015). With a
precise focus on the identified progressive needs of the staffs, the managers of the
organizations are responsible for providing the suitable solutions to the employees so that the
skills and competency level of the employees gets improved. Other than this, the map
provides significant information regarding the resourcing of the importance of the resourcing
and the effective allocation of the tasks to the employees. As the motive for the human
resource managers of the organizations is to make sure that the company be able to achieve
the maximum amount of benefits with the consumption of the least amount of resources, an
appropriate identification of the needs of the resources becomes important for the managers
of the organizations (Jurado, Fuentes and Gómez 2013).
Other than this, the reduction in the number of the faults is notably important for the
managers of the organizations in making sure that the company utilise all the resources in the
best way possible. Hence the effective allocation of the tasks will be important for the
managers of the organizations. The map plays a vital role in providing the idea of the fact that
the allocation of the tasks on the basis of the expertise of the employees, is one of the most
important responsibility of the managers and this reduces a major share of the faults

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conducted from the part of the employees of the organizations. Hence, it is pretty evident that
the effective allocation of the tasks on the basis of the expertise of the employees will
contribute to improved utilisation of the resources of the company. On the other hand, the
rewards and the recognition of the performances of the employees is considered to be an
important aspect of the operations of the managers.
Considering this aspect, it is important for the managers of the organizations to be
well aware of the factors that motivate the employees as the business activities of a motivated
workforce has the possibility to lead the organization towards achievement of the desired
success in a more efficient manner (Parcheta, Kaifi and Khanfar 2013). The human resource
managers of the organizations are responsible for motivating the employees of the
organizations towards the achievement of the performance improvement both in the aspect of
the quality and the quantity (Armstrong and Taylor 2014). For motivating the employees of
the organizations, the human resource managers of the organizations require to have the skills
of evaluating the needs of the employees as that become important for them in formulating an
appropriate and attractive rewarding policy that have the capability to motivate the employees
of the organizations (DeCenzo, Robbins and Verhulst 2016). Apart from this, one of the
major requirements for the human resource managers in the modern business context, is seen
to be the capability to engage the employees of the organizations towards the organization
(Kuvaas, Dysvik and Buch 2014). The success of the human resource managers in improving
the team performances is seen to be dependent on the capability of them in conducting the
employee engagement activities such as team dinners as that will be important in integrating
the employees of different backgrounds.
Considering the HR profession map, it is apparent that the human resource managers
of the modern business world are required to have the capability of meeting the progressive
requirements of the staffs in an efficient manner. This becomes important for the managers in

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increasing the performances of the company in terms of the quality and the production. Along
with that, the success of the human resource managers is seen to be largely dependent on
their skills of promoting improved employee relations. Van Wanrooy et al. (2013)
commented that the importance of the appropriate pay structure or the work time
characteristics is significantly high for the human resource managers in creating an improved
relationship with the employees of the organizations which becomes crucial in retaining the
employees of the organizations for a longer period of time inside the workforces. Other than
this, the human resource managers are required to have the skills of appropriately designing
the structures and the processes of the organizations so that it be easy for them to lead the
employees inside the organizations. Considering the service delivery aspect, the HR
managers are in need to have the capability to identify the preferences of the customers for
the designing improved services which will meet the varying demands or the requirements of
the customers.
Considering the suitable behaviours, it is visible that the HR managers of the
organizations are in need to have the capability to be decisive thinker for the formation of the
effective decisions and skilled influencer for influencing the employees for providing
improved services. Along with that, the HR managers are in need to have the personality
which reflects personal credibility, collaborative sense along with the urge to deliver
increased amount of production. Other than this, the human resource managers in the modern
business context, are required to be curious enough for finding appropriate solutions. The
human resource managers need to have the courage to challenge the system where they feel
that necessary adjustments will be helpful in increasing the ease of the conducting the
operations for their employees. Alfes et al. (2013) claimed that it becomes important for the
HR managers to become a role model for their employees in motivating and influencing the
employees in an efficient manner.

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Considering the four bands, it is visible that the HR managers of the organizations are
required focus on the client supports and processing activity. The relative skill balance for the
managers in the band will be 30: 70 for behaviours and technical respectively (Cipd.co.uk.
2019). On the other hand, band 2 is more focused on advising and managing the team based
human resource issues. The main focus of the managers in this band is the management of the
team problems and the relative skill balance for the band will be 50: 50 (Cipd.co.uk. 2019).
Considering the band 3, the focus of the managers are on leading and addressing the human
resource challenges inside the organizations. The relative skill balance for the band is 60: 40
(Cipd.co.uk. 2019). With a precise focus on the band 4, it is evident that the managers are
responsible for the development of the organizational strategies along with the human
resource strategies of the companies. The skill balance for the band is 80: 20 (Cipd.co.uk.
2019).
Activity 2:
Group Dynamics and Conflict Resolution Methods:
With a precise focus on the Tuckman’s group development theory, it is pretty evident
that the formation of an effective team depends on the capability of the leaders in effectively
managing the various stages of the group development such as the forming, storming,
norming, performing and adjourning (Raes et al. 2015).
During the forming stage, the human resource managers of the organizations are
responsible for the formation of the teams. As it is the first stage of the model, the human
resource managers of the organizations are responsible for providing the basic information to
the members of the teams for their better functionality (Gren, Torkar and Feldt 2017). The
next stage in the list is the storming stage which is considered to be the actual initiation of the
team development. During this, stage, the human resource managers of the organizations are

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observed to provide the space to the employees for effective discussion regarding their
operations inside the organizations (Navarro et al. 2015). The stage experiences generation of
conflict among the associates of the teams regarding the working styles of the staffs along
with the operational activities of the employees and the human resource managers are
responsible for promoting the constructive conflict inside the organizations (Turaga 2013).
With the effective management from the part of the executives of the organizations for the
minimization of the impact of the conflict amongst the employees, it becomes important for
the human resource managers to formulate the accepted style of operations for the employees
and to proceed with it (Tiyce et al. 2013).
The importance of the human resource managers is seen to be maximum during the
norming stage as their contribution in resolving the issues creates the basis of the operations
of the teams during the norming stage (Renwick, Redman and Maguire 2013). Considering
the norming stage, the human resource managers of the organizations are responsible for
managing the differences amongst the employees in an efficient manner and along with that,
the appreciation from the part of the managers regarding the strengths of the employees is
seen to be one of the crucial responsibilities for the human resource managers of the
organizations (Forsyth 2018). The human resource managers of the organization will also be
responsible for improving the team bonding along with the level of commitment of the
employees towards the organizations (Ibrahim, Costello and Wilkinson 2015). With effective
completion of the norming stage, the team enters the performing stage. During the stage, the
human resource managers of the organizations are responsible for motivating the employees
for the completion of the operational activities. During this stage, the managers take the
initiative of identifying the developmental needs of the employees that are affecting their
performances. With the appropriate identification of the factors that are affecting the
performances of the employees, the human resource managers of the companies have the

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necessity of designing the relevant training and developmental activities for managing the
progressive necessities of the employees. Along with that, the managers are expected to
formulate appropriate rewarding policy for motivating the employees of the organizations
during this stage. The formulation of the rewarding plan helps the mangers of the companies
in improving the skills and competencies of the employees so that the overall performances
of the organization improves. In the last stage of the model, the human resource
managers of the organizations are liable for the celebration of the competition of the
activities and that also provides the required motivation to the employees in
undertaking the next challenge.
It is evident that the formation of the conflict in the context of the human resource
management is primarily based on the motivation or rewards along with the design of the
operational activities for the employees of the organizations. In order to eliminate any sort of
conflict regarding the formulation of the operational activities of the employees of the
organizations, the human resource managers of the organizations are expected to establish the
participative decision making inside the organizations as that will provide the opportunity to
the employees of the organizations in formulating an operational activity that they will be
able to resolve the conflicts in an efficient manner. Other than this, the managers of the
organizations will be in need to identify the needs of the employees as that will be crucial for
them in the formation of an attractive rewarding plan for the employees of the organizations
(Leroy et al. 2015). This will be significant for the human resource managers of the modern
organizations as it has the possibility to deliver the much required inspiration to the staffs of
the organizations. In managing the conflict regarding the preferences of the intrinsic or
extrinsic rewards in the rewarding plan, the human resource managers of the companies are
responsible for arranging consultation programmes with the employees for identifying the

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needs of the employees so that they be able to formulate the rewarding plans in an efficient
manner.
Activity 3:
In recent past, while managing the human resource position of a reputed multinational
organization, I was able to lead the workforce in effective completion of a change project.
The company operated in coal industry and had a separate record keeping department under
the human resource management department for keeping the records of the business activities
of the mentioned company. However, the company had the conventional pen and paper
method of record keeping employed for keeping the records which was a major obstacle for
the senior management of the company in taking crucial decisions for the effective
management of the macro and micro environmental changes of the industry. Under such
situation, I was able to formulate a plan for changing the method of record keeping where the
main idea is to introduce digitalization in the process of record keeping. With my plan, the
employees of the record keeping department of the company had the scope of following the
computerized method where they will conduct their activities with the help of the internet and
digitalised portals. With the effective completion of the changes, the company was observed
to achieve the desired speed in their exchange of the information and that becomes pretty
much helpful for the senior management of the organization in managing the changes of the
industry in an efficient manner.
Considering the mentioned plan, the main problem that I observed amongst the
employees was the developmental needs of the employees. The employees of the company
were accustomed in the general pen and paper method of record keeping and that was the
main reason responsible for their incapability in achieving the expertise for managing the
digitalised operations. Majority of the employees were seen to conduct faulty operations and

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that was evident with an analysis that was undertaken by a set of 5 managers. Under such
situation, the managers along with me, decided to introduce a relevant training and
developmental activities for the employees in addition to a three day seminar for the
employees of the company. I formulated a 10 day training schedule for the employees of the
organizations which included sufficient spaces for face to face consultation with each of the
employees of the company. After a month of the training, the managers evaluated the
performances of the employees and that showed that the employees have improved in a
significant manner and the number of faulty operations from the part of the employees were
reduced.
The project management technique that I used, is the effective communication to the
employees regarding need of the changes and along with that, I was able to communicate the
ways in which the changes were required to be managed as well. On other hand, I was able to
create a rewarding plan that had the potential to motivate the employees with the inclusion of
the intrinsic and extrinsic rewards. I included the provisions for the quality based incentives
along with the quantity to promote a competitive environment inside the organization with
the introduction of the changes.
Activity 4:
Some of the areas of improvement for mine as an efficient human resource
professional will be the measurement of the performances as the evaluation of the
performances of the employees conducted by me is generally affected by the impact of the
rater bias. Hence it is important for me to improve my performance evaluation skills. In
addition to this, I am notably limited in engaging the employees which affects the team
performances of my teams. Apart from this, I consider that recruitment of the capable and
efficient employees becomes notably important for me in the development of the

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performances of the companies and that is an aspect where I lack the sufficient skills. Hence I
need to improve in this aspect to make sure that the effectiveness of my leadership improves.

Running head: HUMAN RESOURCE MANAGEMENT
Professional Development Plan:
Objectives Actions Timeframe Success Factors Reflection
Performance
Evaluations
To assess the performances of the
employees with the help of the
rating scales.
To appropriately rate the
performances of the staffs by
avoiding the impact leniency bias,
central tendency or strictness bias.
12 Weeks The capability to rate the
performances of the staffs
in an appropriate manner
with the help of the rating
scales.
I was pretty happy with the
application of the rater scales.
However I consider that the
introduction of two or three
parameters in the 5 parameter
rating scale will increase the
effectiveness of my evaluations.
Employee
Engagement
To conduct the employee
engagement activities for
improving the bond between the
employees.
To practice these activities once in
each of the weeks.
2 Weeks The ability to eliminate
the impact of the cultural
differences.
The ability to increase the
collaboration amongst the
employees of the
organization.
I was pretty happy with the
activities as it improved the team
performances of the employees.
However, I consider that the
introduction of the team dinners
will provide me notable amount of
advantage to me in integrating the
members of the teams.
Recruitment To recruit the employees on the
basis of the skills and competency
levels of the employees.
To evaluate the information shared
by the referee of the candidates.
6 Weeks The ability to recruit the
employees on the basis of
the skills with appropriate
evaluation of the
employment history.
The ability to assess the
information of the referee
before recruiting an
I was happy with the aspect as I do
not consider this requires any sort
of major restructuring.

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individual.

Running head: HUMAN RESOURCE MANAGEMENT
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