Continuing professional development (CPD) is identified as an approach intended to highlight the different learning activities pursued by professionals to develop and enhance their abilities. This is specified in CIPD (2020) as a process that is followed to ensure that an HR professional is both conscious and proactive rather than passive and reactive in their assigned functions. To achieve this, both formal and informal approaches are used to advance personal, professional development. This is since HR credibility in learning and development process is more integrated to a personalised commitment for achieving a consistent self-improvement process. In this CPD, I have developed a detailed illustration of the relevant tools and resources that can be adopted to achieve a successful professional knowledge and individual competencies.

1.1 My CPD

At the initial phase of my professional development, I have made sure that I put into account the different objectives which I intended to achieve. This is both in the academic part of my career and also professionally in my current HR specialist position. I wholly attest to the fact that my CPD has been critical in making sure that I am best positioned in attaining personalised learning, performance and achieve my entire plans. The plans entail my progress in my individual life, education sector, social life and career growth in my current organisation. Nevertheless, it is worth noting that in my initial CPD that I had developed, there are changes that I need to put into the account on the different changes which have been pursued in my career as an HR management assistant, social and various learning programs all which have positively improved my areas of growth and development. It is through this that I have been able to improve my overall experience in working as a HR professional and also ability to appreciate all my assigned roles. On the basis of this information, in this specific assessment, a reflection to my entire career performance has been noted and identified with the need for an increased development highlighted. These aspects directly inform on the provided updates to my current learning process. In this entire course, I have pursued different modules which have equally been updated appropriately.

2.0 Reflections

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In this first unit, the focus was on developing a personalised professional practice. To succeed as an HR practitioner, the CIPD 2013 HR professional map was introduced to us. It is this tool that I have been used for my guidance in achieving all the contents required as a successful HR professional. The HR professional map is a critical tool that is associated with the overall individual and using the existing systems in an entity operation. By referencing on the Bruce Tuckman Model, that details on the phases of team development, I was able to improve my ability to work in a team setting. Also, I managed to review models such as the Thomas-Kilmann Conflict Model (TKI) and also the Interest-Based Relational (IBR) Model for solving the different conflicts that exist in my roles as a HR professional. Initially, I lacked any understanding on how to adopt different models as a HR function best practice. This is on top of being in a position of following ethical standards and working effectively at a high level. It is worth noting that in this assessment, I have positively gained different knowledge, skills and behaviours, which are fitting as an HR professional. I am currently best positioned in linking my functions in my current organisation, where I am engaged in active decision making. I was, however, not very successful in the first trial of conducting my self-assessment. For instance, I did not manage to use tools such as SWOT analysis in my self-assessment, which made it unsuccessful. In future, as part of my self-assessment, I will always conduct a detailed analysis. I also intend to learn more on the negotiation skills, which is challenge to me owing to my personality values.

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