Acacia Learning Developing Professional Practice (5DVP/01) Assessment

Task 1 Evaluate what it means to be an HR professional, making reference to the current CIPD Profession Map

Task 2 Briefly describe the elements of group dynamics and give at least two examples of conflict resolution methods within an HR context

Task 3 With reference to a recent or current project (large or small) which you have led (or been part of a project team)

Task 4 Undertake a self-assessment of one area of your practice to identify your professional development needs in that area and options to address these

Assessment Criteria 1.1: Meaning of HR in Reference to the Current CIPD Profession Map
In modern entities, HR is typically a critical segment as it tasked with ensuring a coordinated functioning of all systems in the organization. In this case, the level of proficiency of an HR system has a direct implication on an entity success. Taking into consideration of the latest CIPD professional map, it is evident that it is the role of the HR professionals to operate in an efficient, observe ethical standards and practice with the highest level of integrity as they implement their operations. As illustrated in figure 1 below, CIPD map is referenced to identify skills, behaviors, and knowledge of HR professionals. According to CIPD (2016), these variables are used by the HR professionals in delivery of services across distinct areas of their profession increasing an entity value. This is since it is comprised of 2 core HR strategies, 10 professional areas, 8 behaviours and transitions and 4 bands.

Figure 1: CIPD Professional Map
Source: CIPD (2016)
Hence, based on the latest CIPD professional map, for an individual to become a HR professional, they ought to possess characteristics addressed by the 8 behaviors, 10 professional areas and 4 bands of professional competence (CIPD., 2016c).
First, in regard to the 8 behaviors, as demonstrated in figure 2 below, the HR professionals are supposed to be curious, decisive thinker, skilled influencer, personal credibility, collaborative, driven to deliver, courage to challenge and acting as a role model (CPD, 2017) Figure 2: 8 Behaviours of a HR Professional
Source: (CPD, 2017)
Taking into account of the ten professional areas, they identify segments where HR professionals ought to actively be involved in the operations of an entity. In this regard, they inform on the best practice required to be included by a HR professional as they work to implement their roles in an entity successfully. In this case, the 10 professional areas are as indicated in chart 1 below (CIPD., 2016b).

Chart 1: 10 Professional Areas
Lastly, it is incumbent upon the HR professional to ensure adherence to the four bands of professional competence. The four bands are inclusive of experiences, roles, and competencies (CIPD., 2010). For the Band one, it factors on the entry-level professionals including HR assistants and Executives. This group of staff is tasked with ensuring that they deliver fundamentals which include support services to customers, processing of activities, supporting HR functions and execution of other staff responsibilities. Contrarily, Band two is made up of all middle-level professionals. These include team leaders, supervisors, advisors, and managers. It is this group that should ensure that their operations are solution oriented and informing others on their business context. On the other hand, Band 3 is comprised of the HR managers and departmental heads who are supposed to play the role of establishing strategic plans, resources allocation, planning of budgets, shaping-reshaping strategy and making challenging decisions. Lastly, in Band four, it involves setting an organizational strategy and dictating on the ultimate authority since it is made up of directors, chiefs, coaches and role models as shown in figure 2 below. They are tasked with working collaboratively with other segments of the organization to develop organizational strategy, HR strategy and partnering with their clients.

Figure 2: 4 Bands of CIPD Professional Map
Also, CIPD map informs on the role of an HR professional as a team leader and as such ensuring that stakeholders are actively included in delivering of insights, strategies, and solutions to different areas of concern (CIPD., 2011). In this regard, it is the role of HR professional to ensure that they have an in-depth appreciation of an organization and its set strategies. This is attained through ensuring that they are consistently updated on the business, market and geographical trends in exploitation of their different markets. In my perspective, as a decision maker in our organization, I always ensure that I align the strategic choices with our organization long-term goals and our customers’ expectations. At one point, I was involved in leading our organization team and actively participated in the development of our organization.
Assessment Criteria 1.2: Elements of Group Dynamics and Conflict Resolution Methods
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