Task 1: Introduction to CIPD Profession Map

I have been associated to the Profession of an HR for approximately 10 years now. In the said field I have been able to gain exposure to different strategies that help in contributing to gaining success in the said field. While being a part of the field, I have been able to gain effectiveness in operations with the help of activities that help me in terms of various practices that are to be carried out by individuals in order to cater to the same. Various issues that I have been able to identify and learn on my own apart from being subject to help from the senior management of organisations that I have been associated to. The instructions that I have been able to receive form the senior management that I have been a part of have helped me in terms of gaining favourable nature of outcomes in the process of learning and abiding by change. I have been able to realise that it is with the help of an effective CIPD professional roadmap that I am able to gain favourable nature of outcomes in the company that I am associated to in the future. Furthermore, it is believed that the HR profession map is an effective tools that can help individuals in terms of justification of issues through which individuals similar to me are able to be guided effectively in organisations. Furthermore, it can be said that my personal aim would be satiated by following a framework such as the CIPD. It will help me in terms of development of favourable nature of outcomes in terms of identification and gaining knowledge and development of skills and behaviour that can be deemed to be appropriate for the activities to be carried out by HR professionals.

The CIPD is a tool that will help in effective identification of the issues that will help in terms of development of issues through which one is able to develop ideas regarding their personal weaknesses and strengths (Taylor and Rostron 2018). Furthermore, the latter helps in identification of the issues that cater to the needs associated identification of opportunities that help in identification of potential threats and opportunities that an individual can avoid or capitalise on in order to develop a competency that is deemed to be favourable in nature. Following are some of the functions that are fulfilled with the help of the CIP profession map. They are as follows;

Leading in HR: Leading in Human Resources Management is one of the most key activities that must be catered into the operations of HR professionals (Rigby and Ryan, 2018). It a role that can be achieved with the help of alignment towards the development of the needs of the organisation as a whole. It can be said that the same is an activity that can be achieved with the help of development of issues through which the aim of the company in accordance with the issues associated to the development of the management can be defined and catered to. It is role that involves the development of HR Professionals in accordance with the activities such as structuring, building, planning and development, development of strategies, policies and guidelines.

Development of strategies and deliverables: It is the role of the Human Resources departments of organisations to be able to develop a competency that is characterised by development of issues that cater to the needs of organisations as a whole (Stokes et al. 2019). The areas that are associated with the development of the operations of HR professional are activities such as structuring, building, planning and delivering solutions. Moreover, it involves issues that help in catering to the needs that are associated to the strategy, guideline and policy development.

It can be said that both are some of the key roles that revolves around the effective operations of HR professional while they are associated to organisations (Cassar et al. 2018). However, it is the role of the latter to be able to develop a competency that is characterised by the development of favourable nature of outcomes and growth in field of Human Resources Practice.

Task 2: Description of range of knowledge, activities and behaviours

Collaborative: Working effectively with individuals from different background without thinking about the differences that exist in between them. This is a skill that helps individuals in terms of development of skills that cater to the needs that are associated to the development of activities that help in catering to the needs that are relevant in the current day and age (Koren and Bell 2015). In band 1, one is able to develop a competency that is characterised by the development of skills that cater to the needs of intercultural sensitivity (Bennett 2017). The aim of the company is to cater to need that are associated with cultures, showing mutual respect to individuals that culture and the diverse cultural factors that are associated with the development of issues that are aimed at the development of needs that are associated to the development of activities that help in gaining favourable networking competencies and relationship development that bolsters the capabilities of individuals in terms of carrying out activities in the industry that they are associated to.

Personally Credible: Caters to the development of activities through which the aim of the HR personnel in terms of HR practice, meeting the organisational needs and combining the latter with commercial value helps in satiating the needs that help in catering to the needs that are associated to the diverse stakeholders associated to the organisation (Uhl et al. 2015). This, helps in catering to the needs that are associated to the activities such as development regarding conversion of values and similar activities in order to develop favourable nature of outcomes while they are associated to certain companies. In accordance to the needs of the band of the CIPD, it would be my personal aim to gain effective nature of outcomes in terms of development of favourable nature of outcomes in the industry. In order to bolster the said activity, an HR professional needs to cater to the needs to show enthusiasm in order to broaden one’s own expressions, to transfer skills, share knowledge, provide and take feedback from the employee along with provision of favourable information that will help in terms of development of activities through which the aim of the HR professional can be identified and realised through which organisational effectiveness is a factor that has been realised.

Activity 2: Group Dynamics & Conflict Resolution

There are issues such as group dynamics and conflicts that can hinder the nature of operations within an organisation. Thus, it can be said the identification of the same are effective in terms of development of inferences that help in catering to the needs that are associated to the organisational effectiveness. According to the Belbin Theory of Team Roles, it has been found that there are various roles that exist within a team (Batenburg et al. 2013). Specifically it can be said that there are nine roles that are associated to the development of the organisation. There are nine roles that have been defined. IN accordance, with the same. It can be said that it is the aim of the company to be able to gain effectiveness in operations with the help of the contribution of all the members. According to the model, following are characteristic of the roles that have been defined (Batenburg et al. 2013);

1. Plant: The contribution of these members are such that they are able to gain effectiveness in operations with the help of creation, imagination, freethinking, generation of ideas and solving problems that might arise the group. However, it can be said that the plants are group members who tend to ignore incidentals, preoccupied in order to communicate effectively.
2. Resource Investigator: Even though these members can be considered over optimistic and losses interests in activities at the initial stages of enthusiasm. Regardless of the latter it can be said that it is these individuals are efficient in terms of communication and have the ability to brainstorm and develop ideas.
3. Co-ordinator: The co-ordinators of the groups are individuals who have the ability to cater to the needs that are associated with development clarification of goals, delegation of authority and others. The individuals who are associated to the roles are generally confident and mature individuals as a result of which they hold the post. In some cases co-ordinators are seen to be manipulative.
4. Shaper: The shapers are individuals in teams who are able to who are able to work effectively under pressure. Such individuals are prone to provocations and are often likely to offend others as a result of their dynamic personality. Nevertheless, these individuals are confident and have the will and determination to overcome hurdles.
5. Monitors: Although these individuals lack the ability to inspire and motivate others. Regardless of the fact it can be said that these individuals have the ability to work strategically. Furthermore, it can be said that the latter evaluate every option with the help of which individuals are able to gain effectiveness in operations.
6. Team worker: These members are generally cooperative and participative in nature with nits of diplomacy. These individuals have the ability to cater to the needs that help in catering to the needs that help in terms of justifications of factors that help in the overall effectiveness of the team performance.
7. Implementer: The implementers in groups are members who can be considered reliable, efficient and are practical thinkers. They have the ability to organise their thoughts in actions as a result of which they are able to gain effectiveness in operations. It has been found out that such members are sometimes considered not be flexible enough and that they tend to react slowly to problems.
8. Finisher: the finishers of the groups can be considered to be perfectionists. They tend to search for errors in the operations so that it can be ensured that they are capable of developing operation that are perfect. However, as a result of the attention to detail, pessimistic behaviours often reflect in the behaviour of these employees which can sometimes hinder the team performance.
9. Specialists: Specialists are dedicated individuals who are self-dedicated and motivated and possess the skills and knowledge that most of the members of the teams do not possess. Thus, the services that are provided by them are valued for the whole team. Even though the services of the latter are not always needed, it is the specialists that helps to lift the team.

Conflict Resolution Model

According to the five conflicts model that has been developed by Kenneth Thomas and Ralph Kidman, there are five conflicts that determine the effectiveness in terms of identification of conflict models (Moore 2018). The model has been developed with the emphasis in 5 areas. The scales that are present tally the assertiveness and cooperativeness. Following is the representation of the same;

Competing is characterised by the development of activities in which the employees focus on winning above everything else. Hence, it is evident that there is a lack of emphasis on building relationships in this assertive behaviour.

Accommodating: Development of relationships and maintaining the same determines some of the main aspects of this type of behaviour that can be considered to be highly unassertive in nature.

Avoiding: There are situation under which it is perceived that the conflict that is evident, does not have to be treated at the moment. Thus, it is an activity that helps in determining the stature of the conflict that is being considered.

Compromising: Compromising refers to a scenario when certain issues are ignored or remain unresolved as they have the ability to decrease the rarity of the situation that exists. This, is an activity that is catered to into the operations of individuals in order to ensure that the relationships that exist remain intact and that they are not much affected.

Collaborating: In order to build and effective conflict free relationship, it can be said that there should be efforts that should be made from both parties in order to be able to develop resolutions that help in catering to the needs associated to the resolution of the conflict.

Activity 3 Project Management

I am currently associated with the role of recruitment in the organisation that I am a part of. My current responsibility is to cater to the needs that are associated to the development of factors that help in solving the staffing that the sales department of the concerned company has been facing.

Task A: 

Aims and objectives:

Vision: The main vision of the project management tool is to understand the requirement of the organisation and help in meeting the needs of the organisation. The project management tools are being used by the organisation to meet the needs of the HR service of the organisation. For the understanding of the working of HR, the project manager has used the tools of SWOT and PESTEL. These tools will be helpful in the understanding of the internal as well as the external market of organisation based on which the HR will be recruiting members.

Aim: The HR needs to recruit people who will help in the development of the market based on the tools that the project management will be used for making their task easier in developing the business of the organisation.

Objectives:  Following are the objectives that have been able to identify from the tools used are as follows:

• It has been observed that the employee turnover in the organisation leads to a decrease in the revenue of the organisation.  
• The increase in the competition in the market is an area that has been identified; hence, the HR must ensure that the employees that are being selected are appropriate to improve the revenue of the organisation.
• The tools will also provide the HRs with different techniques that will help in the improvement of the working of the HR management.

Task B

The tools that have been used in project management are SWOT and PESTEL. These two tools help in the development of the organisation’s HR about the condition of the organisation in the market. Both SWOT and PESTEL helps to understand the market and the condition of the market that will help in the development of the organisation. The following are the ways that the tools hace been used to identify the issues that the HR have been facing:

1. Identification of the Problem: The tools involve identification of the issues that lead up to the problem and is thus, one of the most important stages in the step of solving the problem.
2. Definition of Goals: After the problem has been identified it is the role of the analyser of the problem to define the goals that are characterised by the definition of the goals.
3. Brainstorming: It is a measure that is characterised by the development of different ideas that can bolster the effectiveness of solving the problem/s that have been identified.
4. Assessment of alternatives: After an ideas has been taken, one must have the ability to identify the other alternative solutions with the help of which the problem could have also been solved. This, ensures that there are backup plans in case the chosen solutions do not work.
5. Choosing the solution: Choosing the most appropriate solution determines the effectiveness an individual in terms of solving a problem.
6. Execution: After the solution has been chosen, the said solution must be implemented in order to treat the actual problem.
7. Evaluation: This is the final step in solving the problems and is characterised by the development of inferences regarding the solution that has been implemented. It is also characterised by incorporation of changes if needed.

During the regular nature of operations that I have been associated to in the organisation that I have been a part of, it can be said that I have been able to apply the above mentioned steps and have been subject to mixed responses in accordance with the same. The main issues that I have been able to identify were the inability to converts potential candidates into employees. The application of the said techniques have helped me mitigate the problems to a certain extent.

Task C

Influencing is an activity that has been able to cater to effectively while gaining favourable nature of outcomes in the company that I have been associated to. I have been able to develop a repertoire, through effective networking competencies. I have been able to develop connections with people in the industry who matter and as a result of the same, I have been able to develop a stature in the industry that is characterised by the development of a favourable competency in the organisation that I am associated to. Influencing will help me in development of the ability to position myself as an HR individual who is deemed to be efficient in nature.

Persuading is an activity that cater to needs that are associated with the nature of operations of HR personnel associated to the roles or recruitment and selection. In the Band 1 of the CIPD, I must incorporate the use of the same. The latter helps in increasing the potential of conversion of prospective employees to actual ones. Persuading is a skill that has close links with factors such as negotiation. I have identified the importance of the same and thus, have been able to take strategies through which it can be targeted.

Activity 4: Professional development plan CIPD

What do I want/ need to learn?	What will I do to achieve this?	What resources or support will I need?	What will my success criteria be?	Target dates for review and completion
Identification of suitable sources of recruitment	Staying up to date with international standards	Internet, To-Do List	Conversion in terms of recruitment	30th June 2020
Tactics to Retain employees	Identification of tactic of motivation and employee engagement	Scholarly articles and Library access	Reduced employee turnover	30th March 2020
Public Speaking	Improve lingual proficiency	You-Tube, Seminars on Public Speaking	Development of ability to speak in front of large audiences	30th April 2020

REFERENCES

Batenburg, R., van Walbeek, W. and in der Maur, W., 2013. Belbin role diversity and team performance: is there a relationship?. Journal of Management Development, 32(8), pp.901-913.

Bennett, M.J., 2017. Developmental model of intercultural sensitivity. The International Encyclopedia of Intercultural Communication, pp.1-10.

Cassar, V., Tracz-Krupa, K., Bezzina, F. and Przytuła, S., 2018. “The Times they are-A-Changin”: Reconstructing the New Role of the Strategic Hr Manager. Management Sciences. Nauki o Zarządzaniu, 23(3), pp.3-11.

Cipd.co.uk, 2019. About Us | CIPD. [online] CIPD. Available at: https://www.cipd.co.uk/about [Accessed 29 Nov. 2019].

Koren, Y. and Bell, R., 2015. Advances in collaborative filtering. In Recommender systems handbook (pp. 77-118). Springer, Boston, MA.

Moore, G., 2018. Founders.

Rigby, C.S. and Ryan, R.M., 2018. Self-determination theory in human resource development: New directions and practical considerations. Advances in Developing Human Resources, 20(2), pp.133-147.

Stokes, P., Smith, S., Wall, T., Moore, N., Rowland, C., Ward, T. and Cronshaw, S., 2019. Resilience and the (micro-) dynamics of organizational ambidexterity: implications for strategic HRM. The International Journal of Human Resource Management, 30(8), pp.1287-1322.

Taylor, J.Z. and Rostron, K.I., 2018. The development of a safety and quality culture assessment tool from a longitudinal, mixed-method research journey. Worldwide Hospitality and Tourism Themes, 10(3), pp.313-329.

Uhl, A., Hunt, G., van den Brink, W. and Stimson, G.V., 2015. How credible are international databases for understanding substance use and related problems. Int J Drug Policy, 26, pp.119-21.