Activity 1 (AC 1.1): Meaning of HR in reference to Current CIPD Profession Map
In the modern organisation practice, the HR is identified as a critical segment in such an organisation where it is tasked with the role of harnessing a coordinated and consistent interaction with all other systems and stakeholders (Monks et al., 2013). An organisation performance is significantly anchored on the extent to which the HR plays its roles effectively and the level in which it is involved in operations of other areas in such an entity. Considering the latest CIPD professional map, the HR professionals have a role of having appropriate behaviours, maintaining ethical standards and practicing utmost integrity in their operations. As evidenced in figure 1 below, the CIPD map demonstrates skills, behaviours, and knowledge which can all be used to define the meaning of an HR.
Figure 1: CIPD Professional Map
Source: CIPD (2016a)
As illustrated in figure 1, an HR professional can be defined as an individual who meets the requirements in the eight behaviours, ten professional areas and four bands of professional competence. Using behaviours to demonstrate the meaning of an HR professional, figure 2 below shows that such an individual must be curious, decisive thinker, skilled influencer, personally credible, ability to participate in collaborative operations of an organisation, driven to deliver and courage to challenge and being a role model (CIPD, 2011).
Figure 2: 8 Behaviours of an HR Professional
Source: CIPD (2015)
Additionally, the professional areas can reliably be used in identifying the areas in which the HR professionals must actively be involved in the organisation operations. As such, they are a representative of the best practice essential for being included by a professional as part of their to-do list in active roles implementation. Figure 3 below demonstrates the professional areas that a HR professional needs to be skilled;
Figure 3: 10 Professional Areas
Source: CIPD (2015)
Also, from the CIPD map, the four bands of professional competence demonstrate the skills that an individual must possess to be a successful HR professional as shown in figure 4 below.
Figure 3: Skills that Identify the Meaning of a HR practitioner
As noted in CIPD (2016a), the professional bands are categorized into experiences, roles, and competencies. The first band targets entry-level professionals including HR assistants and Executives. Through this, the HR must possess relevant skills for supporting customers, processing of all activities, support of other functions of HR and responsibilities execution. This is contrary to Band 2 which targets the middle-level professionals including the team leaders, supervisors, advisors and managers. The role of this group is ensuring that there are solutions developed for the issues affecting organisation operations. Band 3 highlights the need of an HR professional to possess skills for resources Allocation, budgeting, shaping-reshaping strategy and challenging decisions made. The last Band 4 enumerates on the need for having the ultimate authority comprised of the directors, chiefs, coaches and role models (CIPD, 2010).
Also, the CIPD Map is used in identifying the HR professional as a team leader and involved in providing insights, strategies and solutions to different issues of the contest. This calls for sufficient understanding by the HR professionals on an organisation and their overall business operations. As a decision maker, all the strategic choices must be in line with an long-term organisation goals and customer expectations.
1.2 Elements of Group Dynamics and Conflict Resolution Methods
The group dynamics can be defined as the fundamental collaborations which necessitate the need to influence diverse attitudes and behaviours of people at all times when demanded to attain specific set object,ivesthe and goals. To appreciate the elements of the group dythe namics in the context of HR, it is essential to take into consideration the CIPD (2015) strategic team development stages as highlighted in figure 4 below;
Figure 4: Stages of Group Development
Source: CIPD (2015)
The elements of the group dynamics include;
- Group Structure
- Group Communication
- Content and Process
- Task Vs. Relationship
- Decision, Influence
- Membership
- Feelings
- Group Atmosphere
- Group Maturity
The essentiality of the different identified elements is informed by the need of having a clear stipulation of the different roles and expected behaviours of all involved members in such a group. For instance, in the forming stage of the group, the members are introduced directly to each other and involved in active ideas and interests sharing. As a consequence, this stage is identified with limited or zero conflicts since the involved stakeholders are only engaged in appreciating each other goals and having a detailed and elaborate strategy. Additionally, in the storming or the conflict stage, there is an immense ;…………………………………………………………………………………………………………………………….Please contact us to receive support, guidance and tutorial services on this assessment in full based on your background, category and any other instructions
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