files.transtutors.com€¦ · Web viewWORD COUNT. No limit. Resubmission: 2.2,2.3 and 3.2. 2. Introduction: The CIPD Profession Map sets out criterions for HR professionals around

NAME: Naif Khalid Alhajri COHORT: 5DVP – July 18

COMPANY: Maaden Co. – Saudi Arabia WORD COUNT No limit

Resubmission: 2.2,2.3 and 3.2

Introduction: The CIPD Profession Map sets out criterions for HR professionals around the

world to demonstrate the activities, understanding, and behaviors needed for the achievement.

The professional map describes the main blocks of actual people management practice across ten

professional specializations and defines eight fundamental behaviors that support good practice

irrespective of specialization.

By using the criteria in the CIPD Profession Map for HR and organization can identify:

Outline great Human Resource

Analyze areas of achievement and improvement

Construct Human Resource competence

Identify success through specialized experiences and association

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Source: The CIPD Professional Map (2015), Retrieved from

https://www.cipd.co.uk/learn/career/profession-map

Activity 1: The Effective HR Professional

* Introduce the CIPD Profession Map and explain how it is used by HR professionals and

organizations.

It is based on exploration and teamwork with organizations around the world, and

uninterruptedly revised and reorganized with research to get the most positive HR professionals

and help in revitalizing the organizational environment. Map is not rigid, so anyone can choose

what to emphasis on reliant on your area of work, the level of answerability you have in your

role, and your career advancement ambitions (Kenneth & Rose, 2017).

How the Profession Map is used for individuals:

Continuing Professional Development formation

Planning for an assessment or review

Provision for CIPD membership

Observing for a new occupation

Structuring an instance for progress

Gaining knowledge about the line of work

Discussion preparation

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How the Profession Map is used for organizations:

Recognize abilities needed to make alteration happen

Improve job pathways

Recognize team’s competence

Emphasis on performances needed for success

Shape a capability outline

Shape role outlines

Structuring an instance for growth programs

*Describe a range of knowledge, activities, and behaviors (1 of each), from two selected

professional areas, at Band 1 or 2:

It is used by various organizations and HR professionals to demonstrate and construct the

competence for self, team, purpose and organization levels. It is designed from Band 1 start of

the human resource career through Band 4 for senior human resource career. But here we will

focus from Band 1 to Band 2 HR career path. It has been planned to be applicable and

appropriate to all professionals working across the HR continuum so whether you are a beginner

in any field or expert, anywhere you are working in the world, whatever area and/or size of your

company, the CIPD Profession Map is for you (Douglas & Yarn, 2016).

The design ideologies and style of the Profession Map developed to know the following:

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It defines what you need to do, what you need to be acquainted with and how you want to

do it within each professional area at four bands of professional competence

It embraces behaviors as well as the practical elements of proficient competence required

in the HR career.

It is well organized around areas of specialized competence, not organization edifices, job

ranks or roles. It has the adaptability to be used in part, or viewed as an entire, with the

core specialized areas acting as the key that is relevant to everyone.

The range of knowledge, activities, and behaviors from the selected professional area for

Band 1:

Band 1 HR professional maintain a relationship at all level of the organization and focus on

activity related to customer support and meting out activities, connecting immediate and ongoing

needs (Kenneth & Rose, 2017).

One Professional Area of Band 1:

Learning and Development: This area ensures that people at all levels of the company possess

and develop the talent, knowledge, and experiences to fulfill the short and long-term aims of the

company and learn, grow and perform.

Range of Knowledge:

Facilitating models and development styles to manage and optimize a learning event and

use of learning principles within the organizational structure.

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Activities:

Assemble, analyze and plan on competency and learning needs of the organization and

able to contribute with colleagues/managers to meet specific needs.

Behavior:

Give and seek assistance to subordinates and managers to ensure development, placement

and career management processes offer fair access to opportunity for all and share

knowledge of technology to support a learning culture.

The range of knowledge, activities, and behaviors from the selected professional area for

Band 2:

Band 2 HR professional manage a range of activities from maintaining a relationship to advising

on product and services. It also focuses on meeting deadlines, reviewing and following.

One Professional Area of Band 2:

Performance and Reward: Help generate and sustain a high-achieving organization culture by

delivering programs that remunerate and recognize key employee competences, skills,

behaviors, experience and performance, and ensure that reward systems are applicable, fair and

cost-effective.

Range of Knowledge:

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Review elements of the reward package and how they combine to attract, engage and

retain. Use methodologies and approaches for collection, analysis, and evaluation of data

for reward and recognition

Activities:

Providing service to the client, handling issues, and providing flexible options and

recommendations to make them satisfied and happy. Take measures and resolve

problems satisfactorily.

Behavior:

Band 2 HR professionals are helping to analyze data regarding performance and reward.

Collect data and grow insights from reward functional and performance surveys.

*Show how the elements of the CIPD Profession Map are used to demonstrate what it

means to be an HR professional keeping in view the current Profession Map.

The CIPD professional Mapping is done through various professional areas, elements of

behavior, and professional competence which are flexible to imply. Every element of the CIPD

Profession Map is so well versed with actual working styles of an individual and an organization

that it helps to improve the efficiency and effectiveness. It helps to demonstrate what it meant to

be an HR professional in the following ways:

Help in delivering and analyzing an instantaneous service according to current and long-

term issues.

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HR professionals should be the problem-solving attitude at all levels of an organization

Help to construct awareness in terms of conflict, advise, grievance, a selection that

determines trustworthiness (Douglas & Yarn, 2016).

Structuring and analyzing a variety of interactive skills including communication,

attending, affiliation management, motivating.

Augmenting knowledge in the organization and facilitate decision making.

Developing technical skills and knowledge and maintaining effective communication

within and outside the organization with all stakeholders.

Creating collaborations with other functions and overcoming close-minded differences.

Constructing and maintaining the organizational image and personal impact.

Develop insights to focus on strength and weakness of the organization. Able to analyze

the market and global competence.

Enhancing and understanding, associating, referring, promoting, engaging and

communication skills.

Activity 2: Group Dynamics & Conflict Resolution:

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2 a. Select a theory/model to describe the factors which influence group dynamics. Apply this

theory to an example of team development

The larger the faithfulness of a group toward the group, the better is the inspiration among the

team members to achieve the goals of the group and the bigger the likelihood that the group will

achieve its goal. Group dynamics is a set of behavior and psychosomatic processes that occur

within a social group or between groups. It refers to the "nature of groups, the rules of their

growth, and their interrelations with individuals, other groups, and larger institutions. It applied

for problem-solving, teamwork, and to become more pioneering and dynamic as an organization

as a whole. The idea will provide you with the fortes, triumph influences and actions of group

dynamics, along with other professional tools.

In a business setting, groups are a very collective organizational entity and the study of groups

and group dynamics is an important area in terms of efficiency and effectiveness. The Social

identity theory is described as a theory that predicts certain intergroup behavior on the basis of

perceived group status differences, the perceived legitimacy, stability and perceived ability to

move from one group to another. Originally it is formed by Henri Tajfel and John Turner. This

theory suggests that a company can transform individual behaviors if it can adjust their self-

identity or part of their self-concept that derives from the understanding of an emotive

attachment to the group. The elements of the social identity theory:

The interpersonal-intergroup continuum:

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A continuum between interpersonal behavior and intergroup behavior which is

determined by the individual characteristics and interpersonal relationships that exists

between only two people. Intergroup behavior was determined by the social category

involvements.

Positive distinctiveness:

In social identity theory, it is assumed that individuals are basically motivated to achieve

positive distinctiveness and it is defined by varying degree as per the interpersonal-

intergroup continuum. Individuals endeavor to accomplish or to maintain optimistic

social identity (Ken & Dovey, 2012).

Strategies by implying the social identity theory on team development:

Apple industry is growing worldwide and become the second largest multinational

company because of its product, services, technologies, and talent. Without skillful and

knowledgeable employees it is impossible to attain such a position. It needs proper team

development which works on groups to accomplish their and organizational goal. Details

a variety of strategies helps to achieve positive distinctiveness.

Individual mobility helps to engage the individual to improve their personal ambitions

which help in a group task.

Social creativity helps to create competence and zeal to work with maintaining

cohesiveness

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Social competition is predicted to occur when group boundaries are considered resistant,

and when status relations are considered to be reasonably unstable.

Social Identity Theory

Source: Rex Heer, (1997), A Comprehensive Guide To The Wonderful World of Psychology

2b. Describe two examples of conflict resolution methods/models and apply these

methods/models to an example of a conflict that did/may occur.

Conflict resolution is a set of methods and procedures involved in enabling the peaceful windup

of conflict and vengeance. Dedicated group member’s effort to resolve group conflicts by

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energetically collaborating information about their conflicting causes or principles to the rest of

the group and by engaging in collective negotiation. Magnitudes of resolution characteristically

equivalent to the dimensions of conflict in the way the conflict is processed. Resolution based on

thoughts beliefs, ambitions and ideologies (Douglas & Yarn, 2016).

Two Methods of Conflict Resolution with an example:

Apple industry is facing constant criticism for grabbing raw materials and engaging in the unfair

promotion and advertising. The conflict between the organizations can be resolved by the

following methods.

Persuasion: Encouraging someone to do something that they may not want to do is

unquestionably a skill that can be learned. It involves enthusiastically paying attention to

their point and finding similar ground to settle the problem (Douglas & Yarn, 2016).

Arbitration: It is an alternative dispute resolution without involving regulatory bodies. It

is an effective method to settle the problem and it is legally enforced by the laws.

Elements of Group Dynamics and Conflict Resolution:

Elements of Group Dynamics:

o Group Development- Groups grow based on doings, relations, and feelings. The

individuals share common activities; they will have more interaction and will develop

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attitudes (positive or negative) toward each other. Individuals form associations based on

the implied anticipation of mutually advantageous exchanges based on trust and felt

compulsion on the other hand individuals get a sense of distinctiveness and self-esteem

based upon their involvement in prominent groups.

o Group Types- There is two types of the group present in the organization formal and

informal. It is based on task, command, or functional groups. Informal groups formed

because of interest, background, friendship or reference (Morton & Kissen, 2018).

o Group Structure- The group structure is a pattern of relations among members that hold

the group together and help it achieve assigned goals. It can be described by size, roles,

norms, and cohesiveness. Groups are structured to share a task and it gives ample

opportunity to the members to enhance their productivity. A role defines the specific

responsibility and duties of the assigned work. Norms help to maintain standards of

behavior that are shared by each member. It helps to facilitate the group survival and

trustworthiness. Cohesiveness implies the bonding which provides strength.

Elements of Conflict Resolutions Methods:

Negotiation is the maximum straightforward means of settling differences. It is two-way

communications between the parties of the conflict with the aim of trying to find a result.

Mediation is an intended process in which an unbiased person (the mediator) helps with

communication and encourages settlement between the parties which will allow them to

reach a jointly satisfactory agreement.

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Arbitration is the proposal of a disputed matter to an unbiased person (the arbitrator) for

decision. It is made an out-of-court method for solving a dispute.

Litigation is the usage of the court of law and the civil justice system to decide legal

arguments. Litigation can be used to force the opposing party to partake in the solution.

Activity 3: Project Management Summarize a recent or current business project (large or

small) which you are familiar with (leading or as part of a project team). (Brief context)

Project management is the presentation of procedures, approaches, understanding, skills, and

involvement to achieve the project objectives. It is a particular set of processes designed to

complete a singular goal. I was working in a community school where the modern technique of

teaching is not implemented and students are not taking participation in learning. I was appointed

as a guest teacher but I facilitate to bring upgraded education technology to introduce a modern

technique of teaching. The project was proposed to introduce a technology in a given timeframe

and cost. For this project technology bidding is done to frame the equipment in one classroom

because of cost and teachers are provided adequate training by the technical staff hired under

project management. An innovative approach is developed solve a problem of students who are

not able to access the upgraded technology. It is a first time experience for me to utilize my

strategies to develop a project for school to have a modern education. Teachers saw it will be

beneficial for them and also for students. Teachers are fully convinced to get a firsthand

guidance by technical staff to learn how the lessons can be taught by using videos and audio.

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3a. Describe how you have applied two project management/planning techniques during

this project (show examples of their application).

Two Project Management Technique applied in this project are:

PERT technique is used for defining and controlling the tasks that why technology is

important for education. Then PERT charts and Critical Path Method (CPM) charts are

used interchangeably by me to display the total project with all scheduled tasks shown in

sequence in front of the management.

Gantt charts are used to show schedule time task assignments in days, weeks or months

where students get more benefit in their assessment and teachers are given enough time to

adopt the new technology. Realistic representations were made to convince school

management that implementation of technology would not take extra time and cost.

3b. Describe how you have applied a technique(s) to analyze and resolve a problem during

this project (relate a model/theory to your example)

The problem which I faced during execution of the education technology was that school had

insufficient budget and not having the sponsor. I had to convince the school management to

acquire the education technology in subsidized price by the help of the local authority, but later

problems arose of hiring the technical staff that can implement the technology and provide an

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adequate training to the staffs / teachers in limited budget. To acquire the education technology

in limited budget with technical support I use the pert technique with the help of decision tree

model to make decision and to decide which the best choice is by knowing the possible

consequences, chance and the cost of the decision.

For perfectly determining the need of technology in school, specific activities and

milestones are identified. I also address the proper sequence of activities from convincing

to bidding the educational technology for the school. My focus is also to tackle the

problem by analyzing the situation. By the help of decision tree I am able to know the

possible outcomes and it will be helpful to make decision.

With the help of the PERT technique, I construct the action order information, a network

diagram can be drawn showing the sequence of the successive and parallel activities

which I have learned during my studies. I advise and give detail plan to implement

education technology through proper technique.

Estimate the required time to implement the technology in the classroom. And make the

critical path to evaluate the start and finish time of the implementation for the reason of

many obstacles. Regular follow up is essential and it required time to time examination

whether the students and teacher adapt the technology and it also requires maintaining the

equipment.

PERT Chart to implement the Education Technology:

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16

Start

Talk to the School for Education Technology

Talk to the Sponsors and Local

Authority

Hiring of Technical Staff

Positive response to implement Technology

Acquire the education Technology with the

support of Local Authority

Support of Technical Staff in implementing

the Education Technology and

providing training to the staff

Successful implementation of

the Education Technology and

adaptation of the technology




Decision Tree Model to make appropriate decision for implementing the Education Technology:

Yes No

Yes No Yes No

Yes No

3c. Explain how you successfully applied each of the three following techniques - possibly

during the course of this project.

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Education Technology in adequate time and budget

Convince to Management and Local Authority

Acquire from local Sponsors

Support of Local Authority in

providing funds

Support of local authority to

provide technical staff

Subsidized Self-Funding

Funds for Education

Technology

Acquire form outside




1. Influencing: Behaviours and skills to enable skilled influencing were identified by Gillen

(2001): (Probe and listen) I Listen actively to others. If you listen to them they will

probably listen to you. (Summaries) I may understand what the other is saying but prove

that you do by summarizing. You can also emphasize key points. (Refer to) If the other

person agrees with your summary you can then draw attention to something that supports

your theory or a point that has already been agreed. (Suggest) Suggest a solution that

occurs naturally from the earlier discussions. Again, it is important to actively listen and

suggest solutions rather than insist or tell.

To introduce a modern education technology in a community school where

underprivileged students able to access the new way of teaching, it is my duty to influence

the school authorities to talk to the regulatory bodies if they introduce the technology or

give concession (Probe and listen). I worked with school management to even persuade

guardians and teacher to think about the future of children so that more and more students

enroll for school (Summaries). After a lot of discussions I came with a suggestion that we

implement the new way of teaching with the advance classes grades as first faze for 1 year

then reevaluate and see the outcome, I referred to the agreed by my school principal about

my suggestion, and then everybody look forward to implement technology (Refer to &

Suggestion).

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2. Persuading- It is not possible to implement technology without the help of school authorities. They worked together with me to persuade regulatory bodies to implement the modern day technology in government-aided school. In my opinion, French and Raven’s power sources for persuading like referent power and expert power are the best way to convince the regulatory authorities to provide help in implementing the technology. It needs ethical persuasion strategies so that all poor socio-economic students get the benefit and get success in the long-term. The best way to persuade the authorities to let them know that they are meant to be there to help and support under privileged people.

Also, I would use the funnel approach provides a useful model for exploring behaviours that enable the HR professional to persuade others without them feeling manipulated:

Preparation:

Decide on the outcome that is desirable/required Develop an outline of a reasoned argument – include relevant facts and background. Identify back-up points – additional factors that may support your point of view Consider possible counter-arguments prepare a considered response Consider the needs and wants of the other party

During the discussion:

Argue logically Emphasize the positive aspects of the argument Listen actively to the other party Adopt a calm but assertive manner. Use open and welcoming verbal body language. Be clear and confirm the agreed outcomes or what needs to happen next.

3. Negotiating with others- To grab an effective and efficient upgraded technology it is

required to negotiate with contractors to provide up to date technology at reasonable cost.

The school authorities and government regulatory bodies talk through a proper channel of

communication so that nobody gets a loss and at the same time the community school gets

the advanced education technology with proper technical expertise. The RAPDAC model

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for negotiation is widely used to negotiate and here to acquire the upgraded technology I

with the help of school management build positive rapport with the local authorities,

analyze the need/interest, and come up with positive agreement after a close debate to

acquire the technology in appropriate rate and in return school management has to

promote the positive actions of the local authorities in the community.

R - Rapport: As the name suggests, it signifies the relation between parties involved in negotiation. The parties involved in negotiation ideally should be comfortable with each other and share a good rapport with each other.

A - Analysis: One party must understand the second party well. It is important that the individual understand each other’s needs and interest. The shopkeeper must understand the customer’s needs and pocket, in the same way the customer mustn’t ignore the shopkeeper’s profits as well. People must listen to each other attentively.

D - Debate: Nothing can be achieved without discussions. This round includes discussing issues among the parties involved in negotiation. The pros and cons of an idea are evaluated in this round. People debate with each other and each one tries to convince the other. One must not lose his temper in this round but remain calm and composed.

P - Propose: Everyone proposes his best idea in this round. Each one tries his level best to come up with the best possible idea and reach to a conclusion acceptable by all.

A - Agreement: Individuals come to a conclusion at this stage and agree to the best possible alternative.

C - Close: The negotiation is complete, and individuals return back satisfied.

Source: https://www.managementstudyguide.com/models-of-negotiation.htm

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https://www.managementstudyguide.com/models-of-negotiation.htm




Source: Alex N, (1969), PMI Phases of Project Management

Activity 4: CPD

4a. Undertake a self-assessment of HR professional practice capabilities to identify your

Continuing Professional Development needs.

Self-assessment of HR professional practices identify that what qualities you possess and

what is required to be developed:

Analyzing current and time-consuming term issues and operational problem-solving for a

line manager or group.

Improve function and understanding how to get things done across limitations.

Try to work in a group and build trust by delivering service in collaboration rather alone.

21




Who will take the lead? Try to become a leader who manages and persuade the team

members to work for their betterment and for the organization.

Value others and encourage to do better rather to jealous from else achievement.

Able to handle grievance within our area of work and able to reduce the conflict.

To be a good HR professional focus is to be given to the broader agenda rather than

individual agenda.

Increase self and organization business value.

The intermediate and time-consuming term, progressively multifaceted strategic and

operational problem-solving at all levels.

Develop the core HR professional areas like insights, strategy and providing solutions.

Taking a view of the whole of the organization’s commerce, not just the operation.

Effective management of various activities ranging from visioning, clarifying, appealing,

concerning, preparing and supporting others.

Collaborating with and persuading a wider sphere of internal and external stakeholders.

Developing an understanding of the commercial and monetary drivers that drive worth

and stance risk.

4b. Produce a Professional Development Plan (PDP) which sets out your professional

development options with stated three objectives.

Every person is different and possesses a different set of traits which reflect in their working

style. To be an HR professional you have to deal with several issues like induction, orientation,

22




selection, learning and development, conflict resolution, grievance handling etc. You have not

only focused on your career path but also to the organization success. You cannot work alone but

need to be a focus on team building. CPD Professional mapping help to understand that what

traits we have to do a work and what is required to learn. It also displays knowledge and

behavior is required in a specific professional area to work for organization development. This

PDP plan helps me to know what I have and what I need. It is a way to manage your self-

development process by asking a few questions about your professional development within the

objectives need to be achieved.

Objectives-

Improve job performance keeping in view the use of technology and systems.

Increased duties and responsibilities keeping in view the current position and future

position.

Developing Relationships keeping in view teamwork and group effort.

The Professional Development Plan based on the objectives of a range of professional area,

behavior, and knowledge given in CIPD HR Professional Mapping:

Areas What I possess What is required

Core Areas

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Insights Using personal

understanding and develop

solutions to update work

and activities

Evaluate and deduce

complex information to gain

vision about the

organization, its customers

and employees

Strategy Provide appropriate relevant

information to support the

tactics involved for the

problem.

Develop plans and solutions

to support achievement of

organizational requirements

and align with HR and

organization strategy

Solutions Support the delivery and

evaluation of planned

solutions for programs and

projects.

Identify probable risks to

carrying out of people

policy and plans.

Professional Area

Learning and Development Knowledge of my current

job

Development for tackle the

difficult situations

Employee engagement Engagement in job with

positivity.

Induce optimist attitude in

my subordinates to work

efficiently

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Employee Relation Believe in group effort Try to become a group

leader

Service delivery and

information

Maintaining a proper

clients delivery services

within time

Need to focus on whole

supply chain process.

Organization development Need to develop strategy for

other core areas.

Behavior

Curious Interested in finding out

about the organization

issues and their role

Enthusiastically seeks ways

to develop understanding of

organizational and sector

matters and developments.

Decisive Thinker Evaluates the value of

information and data before

put on it to a decision

Need to gather information

from multiple sources,

analyses and reviews it

before making a decision.

Skilled Influencer Understand how to

influence within the culture,

authority structures and

policies of the organization

Builds relationships with

key present and upcoming

influencers, working within

and around policies and

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formal methods

Collaborative Makes a positive

involvement to the team,

supportive in day-to-day

work.

Try to builds a sense of

team spirit, boosting shared

possession of objectives and

deliverables.

Knowledge

Set of skills Fulfill current requirements Need learn to cater upper

level

Participation Local attend seminars and

conferences

Internationally attend

workshops and conferences

Team Building Managing current group Need to tackle group

conflict

The CPD Cycle:

Identify: Though I am expertise in my area and makes a positive involvement to the team,

supportive in day-to-day work, but want to support and develop solutions to update work and

activities.

26




Plan: Through the adequate support from the mentor, proper training and taking part in

conferences/seminars will improve my capabilities to rethink about the problems and tackle

the problem by providing appropriate solutions.

Act: To gain training and support from the mentor I will first build cordial relation and work

cooperatively for positive outcomes.

Reflect: The best way to reflect my outcomes is to evaluate my decisions and working with

the help of mentor and supervisor.

Apply: I should assess my future development need with the help of the SWOT analysis

which will help me to know the strengths and weakness and how should I perform in difficult

situations.

Share: I will share my acquired new skills with my team mates in collectively functioning

and reducing conflicts.

Impact: the most important thing I have learned is to conserve proper formally and

informally in the organization and try to understand the problems with different angle and

help to provide better solutions.

Development Record:

What do I What will I do What resources What will be Target date for

27




want/need to

learn

to achieve this or support I will

need

my success

criteria be

review and

completion

Positive

Involvement

with the team

Active

Participation in

seminars and

conferences,

team work

Good Mentor

and appropriate

methods to

tackle the

situation

Effective

presentation and

Positive

outcomes of the

work and

cohesiveness in

the group

Target Date- 15

June, 2018

Completion

Date- 15 July

Plan and

develop

solutions for the

achievement of

organization

with the support

of the

management

Gain trust and

importance

among the

senior

management

that I am

capable to learn

and acquire

skills to take

tuff decisions

Organization

polices and

guidelines,

direction of

immediate

superior

To work with

upper

management in

decision making

Target Date- 16

July

Completion

Date- 16

August

28




Activity 4c: Reflection on your PDP.

Recommended changes which are required after six month of PDP submission:

Learning and development activities can keep on changing as you achieved one level and

try to move up in your career keeping in mind the organization success as well. Here are

a few recommendations which need to be achieved to enhance your performance:

Leading the foremost professional area in my given job and addressing the HR challenges

at the organizational level whether short or long term.

Considering the company and industry genuineness and the client’s prerequisites,

developing strategies and plans.

Improving performance excellence, productivity, accurateness, flexibility and thoughtful.

Longstanding multifaceted and strategic problem-solving and long-term trusted

professional / consultant working on various issues.

Handling the performance and delivery of others on whom presentation depends and

giving sufficient time to coach and support.

Developing an understanding of the business in the context of the industry and global

competence.

Developing a way to think about risks and how to overcome the problem.

29




References:

Mark E. Haskins,(2011), Assessing professional development program impact, Journal Strategic

HR Review,1,15,15-17.

30




R. G. Tugwell, ( 1960), People, Jobs and Economic Developmnt, A case history of Puerto Rico

supplemented by recent Mexican experiebces. A. J. Jaffe. Free Press, Glencoe, Ill., 1959. 381,

3408, 138, 1206-1207.

Bill Richardson, (2018), Learning contexts and roles for the learning organization leader,

Journal: The Learning Organization,1, 1, 15-33.

Ken Dovey,( 2012), Learning about learning in knowledge‐intense organizations, Jornual: The

Learning Organization, 3, 12, 246-260.

Kenneth H. Rose,(2017), The Project Management Institute Project Management, Project

Management Journal, 3, 30, 56-57.

Douglas H. Yarn, (2016), Transnational conflict resolution practice: A brief introduction to the

context, issues, and search for best practice in exporting conflict resolution, Conflict Resolution,

3, 19, 303-319.

Andy Bruce, (2013), Managing Project, Project Management, 5, 60, 102-115.

Morton Kissen, (2018), From group dynamics to group psychoanalysis, Washington, D.C,

Hemisphere, 3, 40, 26-34.

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Documents

files.transtutors.com€¦ · Web viewWORD COUNT. No limit. Resubmission: 2.2,2.3 and 3.2. 2. Introduction: The CIPD Profession Map sets out criterions for HR professionals around