Question
Task Two – CPD portfolio
This task combines a number of activities to produce a continued professional development (CPD) portfolio.
The activities require you to demonstrate your understanding of, commitment, and approach to CPD.
Activity 1 – The Context of Professional Development
As an introduction to your portfolio, explain the following:
▪ The concepts of CPD and Reflective Practice
▪ How the role of a people professional is changing and the implications this has for CPD. (3.1)
Activity 2 – Self Assessment
The first stage of CPD is to understand where we are and where we want to be.
▪ Undertake a self-assessment against the following three CIPD Profession Map core behaviours, at associate level: Ethical Practice, Valuing People, and Working Inclusively.
Your self-assessment should include conclusions derived from other people’s feedback as well as your own reflections, on your behaviour and performance. (2.4, 3.2)
▪ From your self-assessment, identify your weaker areas and your development objectives for addressing these. Determine the most appropriate professional development activities to meet your objectives, and add these to your Professional Development Plan (PDP). (3.2, 3.3)
Activity 3 – Reflective Practice
A key element of CPD is reflecting on the impact of our learning and development, so that we can make further decisions about how to progress.
To compete this assignment, provide a reflective record of how key aspects of your (formal or informal) learning and development, over the last 12 months, have impacted your performance at work and/or general behaviour. (3.4).
Solution
Task 2: CPD Portfolio
Activity 1- (3.1) Context of Professional Development
How People Professional Role is Changing
As evidenced in CIPD 2018 HR Professional Map, the today people professional role is continuously changing. CIPD (2021e) note that people professional role is not only mandated to focus on only resourcing, capacity development and career growth. Nevertheless, employees engagement, influence and motivation are similarly a critical people professional changing. Also, technology advancement is noted in Junita (2021) as having influenced people professional roles of ensuring that individuals work collaboratively in an organization for its growth. It is the information and data analytics sourced guarantee successful resourcing and development approaches. Also, poor performing areas of HR function are noted with an elaborate entity overview noted.
Impact of Changes on CPD
To evidence how the identified changes in people professional role impact on our CPD, CIPD (2021f) findings which identify the professional map as emerging can be considered. For instance, core values and purpose which drive professional standards are held at constant. This is as the new roles, specialisms, prioritize and opportunities are emerging leading to demand for fresh strategies for their incorporation. Also, as evidenced in CIPD (2021g) people practice which is a core knowledge, the changes have influenced on the language use in reward for best reflecting to the global audience. Also, the best practice to ensure recruitment is fitting on resources available, facilitation, coaching, consulting, and mentoring in cultural and behavioral strategies.
Key characteristics of a good-practice CPD
- Observing the colleagues at workplaces/teaching or on-the-job training
- Peer review of quality sources
- Engaging a mentor or a coach
- Academic, professional books and journals
- Attending to short and long-term courses
- Enrolling to a network or a form
- Involving prompt, detailed and an in-depth observation and feedbac
Activity 2- Self Assessment
3.2 Strengths and weaknesses setting Personal Development Objectives Included within Professional Development Plan
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