Evaluate what it means to be an HR professional with reference to the CIPDs most current Profession Map.

Your aim in this assessment is to demonstrate that you have achieved the learning outcomes for this unit:Understand what is required to be an effective and efficient HR professional.Be able to perform efficiently and effectively as an HR professional.Be able to apply CPD techniques to construct, implement and review a personal development plan.Assessment briefDownload this to read offlineAssessment guidanceYou are now ready to prepare to your assignment. This section has guidance on each of the activities and assessment criteria (AC).Activity 1 The effective HR professionalIntroduce the CIPD Profession Map and explain how it is used by HR professionals and organisations.Identify a range of the values, core knowledge, core behaviours and specialist knowledge required by HR professionals and state why these are important.Show how the elements of the CIPD Profession Map are used to demonstrate what it means to be an HR professional.Assessment criterion: 1.1 Evaluate what it means to be an HR professional with reference to the CIPDs most current Profession MapTo meet this criterion, you should start by explaining the purpose of the HR Profession Map and its use. Continue your answer by identifying a range of the different values, core knowledge, core behaviours and specialist knowledge contained in the Profession Map.Examples can be taken from any area of the CIPD 2018 Profession Map but try to include examples relating to a range of the core knowledge, behaviours and specialist areas to show your understanding of how they each contribute to what it means to be an HR Professional.For example:Core Knowledge from Culture and behaviour: Understand how different theories of motivation can impact on employee engagement.Core Behaviour from Professional courage and influence: Being able to communicate key information in a clear and engaging way to influence others.Specialist Knowledge –from Diversity and inclusion: Understand how to apply diversity and inclusion legislation relevant to your organisation.Consider the level you are working at in your examples and how the knowledge or behaviour may differ at higher or lower levels.(You can use a table to illustrate your selection and findings)Ensure you demonstrate the importance these areas have on developing the role of an effective and efficient HR professional in your examples. Consider the benefits of having this knowledge or displaying the behaviour in carrying out a role as a HR Professional.You may include examples of workplace activities that link to the skills and knowledge you have described.CloseActivity 2 Group dynamics and conflict resolutionSelect a theory/model to describe the factors which influence group dynamics. Apply this theory to an example of team development.Describe two examples of conflict resolution methods/models and apply these methods/models to an example of conflict that did/may occur in an HR context.Assessment criterion 1.2: Describe the elements of group dynamics and conflict resolution methodsFor this criterion, you need to consider lesson 2 and start by identifying a formal or informal group that you have participated/worked in. You should describe the factors that influence group dynamics and refer to a chosen model or theory. (You will need to apply the theory/model to the real-life team situation you are describing.)You may want to consider Belbin and Tuckman or the Lencioni model.The second part of this activity is about resolving conflict within the group. You will need to give an example of conflict that has happened (or could have happened) within your group. Then, you’ll need to describe how two different theories could be applied to this example, to resolve this conflict. There are a wide variety of theories you could choose from including TKI. IBR, the HEAT model etc (Week 2)CloseActivity 3 Project managementSummarise a recent or current business project (large or small) which you are familiar with (leading or as part of a project team). (Brief context).Describe how you have applied two project management/planning techniques during this project (show examples of their application).Assessment criterion: 2.1 Apply project management techniquesStart by summarising a recent or current business project (large or small) which you are familiar with. (A brief Introduction to provide context).You will then need to describe how two project management/planning techniques were applied during this project (show examples of their application). These techniques could include setting SMART objectives, scheduling, Vision statements, defining deliverables, identifying resources, setting milestones, costing the project, and monitoring and evaluation.The most effective way to approach this is to create a heading for each of your two chosen techniques. Then, under each heading, provide a couple of paragraphs demonstrating how you applied these techniques during your project.CloseDescribe how you have applied a technique(s) to analyse and resolve a problem during this project (relate a model/theory to your example).Assessment criterion: 2.2 Apply problem solving techniquesTo meet this criterion, you will need to give an example of how you have analysed and resolved a problem during your project. You will need to explain how the problem was resolved using a particular method or technique.Think about The 5 Whys, Decision Matrix, Porters Five Forces Analysis, The Rational Model, Decision Tree, Cost Benefit Analysis, Return on Investment Expectation.(Week 3)CloseExplain how you successfully applied each of the three following techniques – possibly during the course of this project-Influencing,Persuading andNegotiating with othersAssessment criterion: 2.3 Apply a range of methods for influencing, persuading and negotiating with others.For this part of the activity, you will need to give three separate examples of how (possibly during your project) you influenced, persuaded and negotiated with others (Week 3).You will need to give one real-life example for each:Influence,Persuade,NegotiateThese may have arisen during risk assessment, skills of analysis or options appraisal, etc.This is an ideal opportunity to demonstrate your ability to underpin your examples with relevant theory/models, such as Cialdini‘s 6 Principles of Influence, the RADPAC model or the rational model of persuasion, etc.CloseActivity 4 Continuing Professional DevelopmentYou should undertake a self-assessment of your HR professional practice capabilities and identify one or more development options.The self-assessment can be done against selected areas of the CIPD 2018 Profession Map (this should be at least one area of core knowledge, one area of specialist knowledge and one core behaviour (all at associate or member level) OR other (eg organisational) specification.Justify why your CPD options will best meet your needs.Assessment criterion: 3.1.1 Undertake a self assessment of one area of HR professional practice capabilities to identify continuing professional development needsContent ideas: For this criterion, you will need to undertake a self-assessment against one of the HR professional areas and identify one or more development options. You will need to write a paragraph to justify why you have chosen these options to satisfy your proposed development.You can assess your current level against the Full Standards of the 2018 Profession Map (this can be found on the CIPD website).Other methods of self-assessment may be used if preferred, e.g. a detailed personal SWOT analysis.CloseProduce a Personal Development Plan (PDP) that clearly sets out your professional development options – as outlined in 3.2. You must include a minimum of three objectives. (your table/plan will not be counted within the word count)Assessment criterion: 3.2 Produce a plan to meet personal development objectives based on an evaluation of different optionsRead moreAssessment Criteria 3.3 is to be submitted separately on [DATE].In six-month’s time, you will be asked to reflect on the progress of your PDP:Review and reflect on your PDP. Identify what progress you have made at achieving your goals; what amendments have been made/or will be made to meet future development needs? You could insert a column within your original PDP to do this.Assessment criterion 3.3 Reflect on performance against the plan, identify learning points for the future and revise the plan accordingly.Evidence to be produced/requiredAn e-portfolio (collection of electronic documents) of evidence of approximately 2600 words in total (+/-10% excluding the activity 4 documents) that responds to activities 1, 2, 3 & 4.You should relate academic concepts, theories and professional practice to the way organisations operate, in a critical and informed way, and with reference to key texts, articles and other publications and by using organisational examples for illustration.All reference sources should be acknowledged correctly, and a bibliography provided where appropriate (these should be excluded from the word count).This will be uploaded to your 5DVP submission area prior to your unit deadline.Activity 4 AC 3.3: Reflection on your PDP.Six months after your PDP submission, you are required to submit an amended PDP. This will be uploaded to the separate 5DVP 3.3 submission area…………………………………………………………………………….Harvard referencingPlagiarismPlagiarism is a form of cheating. It’s defined by author Colin Neville (2007, p.28) as “a practice that involves knowingly taking and using another person’s work and claiming it, directly or indirectly as your own”. As plagiarism has different forms of intent and seriousness, it can be hard to distinguish between deliberate plagiarism and a failure to acknowledge sources correctly. There is a difference between poor referencing and submitting another person’s work as your own. Plagiarism, whether intentional or not, is not only falsifying written statements, but can also be an infringement of legal copyright.Plagiarism can also be paraphrasing an argument and passing it off as your own work. Plagiarism can occur as a result of poor (or missing) referencing, or simply misunderstanding the requirements of the assessment.