Uxbridge College -Intermediate CHRM Assessment Developing Professional Practice (5DVP)


1.1 Identify the role and contribution of the HR Professional, with reference to the CIPD HR professional map.

1.2.  Describe elements of group dynamics that can arise within at least two team / or departments within your organisation and evaluate the impact

2.1       Provide examples of where you have used at least two project management techniques within an HR context.

2.2 Provide examples of where you have used at least 2 problem solving techniques within an HR context

2.3 Provide examples of where you have used a range of methods for influencing, persuading, and negotiation with others 

3.1 Using the CIPD professional map undertake a self -assessment of your current knowledge, skills and behaviours in your practitioner role including the two core key areas and identify your continuing professional developing needs (CPD)    

3.2 From the self- assessment above, identify areas you wish to develop and devise your own CPD plan. Identify activities to best address development objectives and evaluate these particular activities as to why and how they meet your needs  

3.3.  During your studies reflect on your performance against your CPD plan. Identify any additional development needs and update your plan.


  • Identify the role and contribution of the HR Professional, with reference to the CIPD HR professional map.

HR professional role can be categorised into three actions; administrative, advisory and executive. HR professional role is seen as establishing, maintaining, developing and managing policies within an organisation. Examples of HR roles are change consultant, strategic partner and advisory. HR professional’s role is to produce effective results, maintaining professional knowledge, decisive and serviceable. ‘’Being a professional requires thinking carefully about how we manage our working time, to our ability to think critically, not forgetting the need to develop effective presentation skills and manage difficult relationships’’ stated by Graham Perkin (2016), this sums up the role of a HR professional. The HR professionals can link their roles to the CIPD professional map which then is used to evaluate and define what HR professionals do. It helps the HR professionals to recognise the relationships and qualification and focuses on personal development by keeping track on skills, knowledge and experience. CIPD is the design principle and architect of the professional map, describing what you need to do, what you need to know and how you need to do it within the professional area and the four bands.

The CIPD map consists of ten professional areas, eight behaviours and four bands ofcompetences. Any organisation from small to large, corporate to consulting and charity to public sector can relate to the CIPD map. The bands within the CIPD map represent professional competences and the challenges that HR professionals come across when transitioning from one band to another.

The bands one to four represents;

  • The HR professional and client relationship
  • HR professionals activities
  • The time the HR professional spends
  • Clientele service
  • HR professional’s contribution and success Is measured.

Working for British Telecommunications organisation within the transformation team as a HR data lead my role is also working alongside the organisation design lead therefore I feel I would fall into band 2 and 3. I fit in band 2 and 3 because I am analysing data for the whole of technology and addressing issues around people data and aligning It to operational strategies in the medium to long term. I also work alongside the organisational design lead looking at the overall structure of teams within the technology department and suggesting the structure of each function within the business. On weekly basis I give analytical reasoning, feedback, answering questions and providing ways of improving the data integrity. My role is also to train and guide new users on the OrgVue system.

Professional areas-There are ten areas in the CIPD map which describe the activities you need to do and what you need to know for each area of the HR profession at four bands of professional competence. I see my role at BT fall in the organisation design and organisation development area as I am working along the organisation design lead using people data to make strategic decisions on the organisational structure.

Behaviours-There are eight behaviours within the CIPD map that HR professional can relate to as there behaviours are needed in order to carry out activities. Each behaviour to a band of professional competence. My role at ‘BT’ is aligned to the behaviours of a ‘critical thinker’ and ‘skilled influencer’. As I provide insights of people data to the strategic team and make medium to long term strategic decisions, proposing new ideas and influencing the strategic team so correct decision are made aligned to the goals and aim of the organisation.

Overall, knowledge, skills and behaviours are crucial in the HR professional roles and are necessary in order to achieve success in their given role. Understanding the knowledge, skills and behaviours within the CIPD map helps to determine what you require and the qualifications and training you would need in order to develop your HR professional career. Also it helps and organisation to see how they can attract top talent and what skills they should possess. HR professionals are linked to all departments therefore it gives an idea to business on how they are operating.

  • Describe elements of group dynamics that can arise within at least two team / or departments within your organisation and evaluate the impact.

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