CIPD Level 5 Developing Professional Practice: Skills For Successful HR Role Homework Answer

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Question :

Unit Assessment: CIPD Level 5 Developing Professional Practice (5DVP)

Unit Type: CoreCredit Value: 4

Background to Unit - Developing Professional Practice

This unit is designed to enable the learner to develop a sound understanding of the knowledge, skills and behaviours required by human resources (HR) professionals, whether in a generalist or specialist role, and as described in the CIPD Profession Map. The unit embraces the ‘thinking performer’ perspective and covers the competencies needed by the HR professional in a personal capacity, when collaborating and working with others, and when functioning efficiently and effectively in an organisational context. It will enable learners to assess their own strengths and identify a continuing professional development (CPD) plan, based on the capabilities required for ethical, business-focused and interpersonal professional conduct.

Learning outcomes

  1. Understand what is required to be an effective and efficient HR professional.
  2. Be able to perform efficiently and effectively as an HR professional.
  3. Be able to apply CPD techniques to construct, implement and review a personal development plan.

Assessment criteria

Learning outcomes
The learner will:
Assessment criteria
The learner can:
1Understand what is required to be an effective and efficient HR professional.
  1. Evaluate what it means to be an HR professional with reference to the CIPD’s most current Profession Map.
  2. Describe the elements of group dynamics and conflict resolution methods

2Be able to perform efficiently and effectively as an HR professional.
  1. Apply project management techniques.
  2. Apply problem-solving techniques.
  3. Apply a range of methods for influencing, persuading and negotiating with others

3 Be able to apply CPD techniques to construct, implement and review a personal development plan.
  1. Undertake a self-assessment of HR professional practice capabilities to identify continuing professional development needs.
  2. Produce a plan to meet personal development objectives based on an evaluation of different options.
  3. Reflect on performance against the plan, identify learning points for the future and revise the plan accordingly.

Your task (2,600 words)

This assignment is asking you to undertake four tasks, where you explore and investigate a variety of knowledge, skills and behaviours that are needed to be successful in the HR role. Each task should be answered fully and the word count distributed effectively across the activities.

Activity 1 (AC 1.1)

  • Evaluate what it means to be an HR professional, making reference to at least one professional area and one behaviour in the CIPD Profession Map.

Activity 2 (AC 1.2)

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

Activity 3 (AC 2.1, 2.2, 2.3)

With reference to a recent or current project which you have led (or been part of a project team):

  • Provide evidence of using project management and problem-solving techniques in the course of the project.
  • Explain how you successfully influenced, persuaded and negotiated with others in the course of the project (or other related activity).

Activity 4 (AC 3.1, 3.2)

  • Undertake a self-assessment of one area of your practice to identify your professional development needs in that area and options to address these. (You should upload with your assignment the HR summary report from your chosen areas as supporting evidence).
  • Produce a professional development plan (PDP) plan to meet your professional development needs (No word count limit for PDP)
    • A template can be found on the Moodle and this initial plan should focus on the next 6 – 12 months and have 4-5 SMART objectives
    • This will be a working document throughout the programme, which program explained as you go through the programme
  • Justify the options chosen for self-development.
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Answer :

Activity 1 (AC 1.1): 

Evaluate what it means to be an HR professional with reference to one professional and behavioural area of the CIPD professional map.

An HR professional refers to an employee who are hired by management for advocating the organisation and its respective employees. An ideal Human Resource Professional will be an individual who takes active participation in establishing, maintaining, developing and managing organizational policies for ensuring advantages for the employees and employers simultaneously within the laws of nation labour and best practises. The HR professions should be keeping a keen focus on the consumers and stakeholders respectively and further solidify the fact that both the aspects are compliant while doing the jobs and further achieve goals as well as objectives of the company (Kianto, Sáenz and Aramburu, 2017). A dedicated HR professional should always be keen in looing after the welfare of employees and get them accustomed with the organizational goals so that the productivity level remains intact. He also takes the initiative of maintaining company records and generally serve as a glue amongst the employees and senior management. Adhering of rules and regulations by the employees is also looked after by the HR professionals. 

As far the CIPD professional Map is concerned, one of the key professional areas which is looked after by the HR professionals is diversity and inclusion. In the modern era, Human resource managers are keen on promoting diversity and inclusion in the organisation. Human Resource managers are keen on presenting an inclusive environment which takes active participation in promoting diversity at the workplace. It is the foremost look out of the human resource managers that employees are respected and valued in the organisation. While promoting diversity at the workplace, the human resource managers take the initiative of managing employees of different ages coming from different culture and ethnical backgrounds (Corrington et al. 2020). In this regard, the cultural differences between the employees are celebrated. The human resource professionals must further ensure that employees should be immune from any sort of discrimination related to caste, race, gender and ethnicity. The HR teams should take the responsibilities to carry out the manual monitoring and diversity auditing not only for the employees who are presently working but also during the recruiting of prospective candidates, such that the racial profiling of the company is on trach and progressing can be judged effectively. 

One of the key areas of Behaviour that shall be prioritized by the Human Resource Managers is ethical practice. The human resource managers should be responsible for maintaining fairness and justice for all the employees within the organisation. The employees shall be treated fairly irrespective of their designation or prowess. The human resource managers should not indulge in sharing misleading information for attracting candidates or consumers (Guerci et al. 2017). Furthermore, the human resource managers should ensure that there is mutual respect amongst the employees and management. Maintaining clarity and transparency of information is another essential responsibility of human resource manager for promoting ethical practicing. 

Activity 2 (AC 1.2)

Briefly describing the elements of Group Dynamics and giving two examples of conflict resolution

Group Dynamics refers to the attitudinal and behavioural characterization of the group. Group dynamics takes the initiative of concerning about how groups are being formed, along with their structural, processing and functional units (Wakefield et al. 2019). In every organisation, group dynamics is prevalent and it decides how organizational productivity can be attained. The key elements of group dynamics are as follows: 

Forming- In this element the group members keep striving up for forming groups. Certain constraints such as composition, work loading division, leadership aspects and life spanning are usually looked upon (Gupta, 2017). The primary objective is to establish personal identity and closed acquaintances with each other. 

Storming- The particular stage involves surfacing of the conflict within the group. While discussing this element, it can be stated that forming of groups, leadership attributes and certain roles are often challenged by certain individuals. The specific element takes active participation in revealing of specific identities as well as motives for building of trust amongst the members of the team. 

Norming- As far the specific elements are concerned, certain patterns of work are being set within the group.  However, it is often seen that issues related to commitment can be perceived at this stage. The primary motive shall always be to establish harmony amongst members of team. 

Performing- After coming to specific terms with all the constraints, the group finally start to perform. It can be believed through aspects of achievement, productivity, regulations, cultural aspects, norms and structural functioning of groups (Kiweewa et al. 2018). The primary focus of the team members shall be on accomplishing goals and objectives.

Adjourning- The specific element states that once the goals are accomplished and tasks get over, the team starts dissolving (Lyons et al. 2019). For members who have bonded well, the particular phase could be mentally challenging for loss of closed mates. 

As an example, it could be stated that on several occasions, Human resource managers face conflicting scenario due to alteration of policies. Employees starts showing resistance for adhering of such policies. In this context, the human resource managers should be making the rational for the decision making transparent. In this regard, the HR managers should be clearly sharing the thinking involved behind the organizational approaches and decision making. It will be automatically minimizing the conflict arising from alteration of policies due to transparency of information being shared. 

Another example of conflict resolution comes into existence when HR managers serve as mediators for resolving conflicts. They should hold themselves accountable for solving of issues. It is an obvious fact that managers do not take the initiative of taking care of every problems. In contrast, employees should be forming part of prospective solutions. For handling such situation, the human resource managers should be acting as a mediator listening to the issues of both parties and then proposing a potential solution for resolving of conflicts (O'Sullivan, 2017). Effective mediation assists in promoting a hassle-free working environment where managers and employees have coordinative approach towards each other. 

Activity 3 (AC 2.1, 2.2, 2.3):

Provide evidence of using project management and problem-solving techniques in the course of the project.

According to Ul Musawir et al., (2017), project management is an important activity that offers an event a smooth flow by avoiding any kind of issues. A number of activities together plays vital role in the conduction of project management. In an event, information sharing is highly needed. Different types of project management techniques are being used by the HR personnel to solve internal problems in the organizations. Recently, I have been engaged in managing a conference event. The way, I applied the project management and problem solving techniques are shown below: 

  • With brainstorming it is possible to encourage the open expression of the employee’s problem in the project management can be solved.  Most of the HR personnel follow these techniques as group discussion of disclosing idea is effective for management operations. In brainstorming technique open expression of any and all ideas, the perspective of the employees is taken to select best solution (Zhang, Xie and Li, 2019)
  • Creation of formal project document is important from the end of HR personnel. This will keep the evidence of employee interface. Managers can collaborate with employees easily. It is helpful for open expression generation with the involved workers or team (Claus, 2019). Evidences has shown that open expression to the problem and group idea creates harmony in team to resolve project management issue.
  • Official project kick-off meeting is important. Here, the HR technology can ensure the discussion of unique position of each member. This will help in the discussion of strengths and weakness of each member (Keegan, Ringhofer, and Huemann, 2018). This will help in the process of assigning the required and justified tasks. For example, in case of assigning logistics task of organization, HR personnel can prepare supply chain system to record keeping, record tracking, materials distribution and transportation operation related distributions as per individual capability.
  • Arrangement of project debrief is helpful from the end of HR personnel. It is likely to enhance 20% better performance for the employees. It is a step for Agile project management. As it discusses the next step of the project, it helps in the way to manage the mistakes easily.  

Problem-solving techniques in the event

Dowell, Garrod and Turner, (2019) stated that the behaviour of the event management team enables the entire field of the organisation to increase the excellent relationship and achieve cooperation. However, development of problem in a work team is evident and HR personnel has the role to solve the issues related to work among the different teams active in a project management process- 

  • Root cause analysis: This technique of project management problem solving is about to acknowledge that most outcomes that have multiple roots causes.  Identifying root cause of the problem allows providing multiple ideas. Open communication and group observation from the end of HR are two vital parts in the project management operations. 
  • Process evaluation:  In this project management problem solving technique, problems are resolved by the HR personnel through breaking the tasks into diferent the sections as per responsibilities (Harefa and Purba, 2020)
  • Fishbone: This method provides skeletal structure of the overall problem solving operation.  Different set of questions are  used to identify cause of the problems from the end of HR personnel. Based on the answer set of solutions are taken for each of the problems.  

Explain how you successfully influenced, persuaded and negotiated with others in the course of the project

In the project management team operation, HR manager are required to gain some capacity to influence, persuaded and negotiates with others. I think that role of communication and body language is very important way to influence others.  

Effective communication is helpful for the HR managers to deal with operational efficiency of the project (Daniel and Daniel, 2018). Thus, communication and interaction help the employees to know their ability that can make them to apply in the workplace (Wu et al., 2017). Throughout the communication, HR personnel can establish cordial relation with the employees. From my personal view point, I have been observed that in my team I used to communicate with the employees who are facing issues in work.  I tried to influence them by explaining positive site of the decision. I think that use of proper vocabulary is necessary to influence others.

I think that HR official can persuade other employees by using some tricks.  From my personal experience I can say that, I follow some stages,

  • Create a Need of the decision or operation
  • Use images and words to make urgency
  • Utilize the Power of Reciprocity
  • Limit the availability
  • Pay attention to other’s advise

I think that the above-mentioned steps have enabled me to develop agreeability of other regarding my decision on project management. In this context, Schecter et al. (2018) stated that in an event, conflict among the team members is a prevalent thing. Observation of the team performance and improvement in every stage if found in difficulties uplift the smooth flow of the practice (Waller and Kaplan, 2018).

For negotiation I followed regulatory framework of business negotiation. I believe that legal procedure has to be included in the negotiation in terms of documentation (Lotfi et al. 2020).  Apart from that, I used to negotiate with other parties after a discussion about the subject. I used to examine positive and negative aspects of the negotiation.  Nuutila et al., (2018) stated that similarity in the thinking and performance interest make the team powerful hence the event got complete nourishment from the particular group of individual. 

Activity 4:

Identification of professional development

Skill development and motivation towards the involved team members in the event is a leader's task; hence it will enable my relationship development and communication practice more effective to deal with the team. Communication mitigates all shortcomings and allows generating effective strategies to meet up the issues in the event. Thus, talent development is an essential concern. 

PDP (Professional Development Plan)


Target date
Specific: To enhance the communication skill to interact with a diverse group
Note down the areas of difficulties. 
Preparation of schedule to proceed with communication practice 
In one month 
Measurable: To ensure the feedback from the peer group to check on communication skill generation
Communicating with the team and friends in difficult areas 
Note down on the feedback of the peers. 
In 2-3 months 
Attainable: To check the capability to communicate with a globally diverse team
To perform communication with initiatives with the team. 
Check on their reactions. 
After three months 
Realistic: To ensure a positive outcome through open communication 
Fluent communication with the diverse group 
Impactful decision-making abilities and contribution 
For six months 
Time-bound: To ensure the communicationskill development in 6 months
Generation of dairy and schedule 
Keep track of daily activities. 

Justification of the options for professional development:

Collection of information and flexibility in decision making for the comfort of the workforce make a project successful. Hence, based on the issues, motivation and empowerment are also provided that should be noticed by the leader and perform accordingly. Therefore, the option's selection is very much potential to deal with the team towards the successful completion of the event. On the other hand, team formation technique learning and follow the same mitigate the complication is task allocation and regulation. Moreover, suitable job offering to a skilled team helps them to perform in a confident way (Kittur and Salunke, 2020). Learning of the team forming and handling the conflict inside the team uplift the possibility of making professional skill upgraded. Separate theoretical knowledge application for this activity helps to make the performance skills that can be obtained from the professional development planning.

Personal skill development by learning IT makes the leader and the followers connected and report the current activities. It helps to keep account and analysis of the progress of the project as well. Various security measures to keep confidentiality are required to be maintained during the information sharing (Bean et al., 2018). Therefore, skill development in IT regulation is essential to include in the professional development practice to hold the event's success in a successful manner. Different situation and performance assessment also take place through the IT system. Thus, risk assessment can be learnt for minimising the scope and observe the existing risk level in the current event through the data recording practice (Hegde and Rokseth, 2020). A leader should be unbiased towards the team and offer suitable responsibility to the skilled people only. Knowledge development towards the legal rules and formulation of the flexible policy upgrade the level of success in team management. Therefore, not only follow the policy but also make the followers to maintain the policy inside the workplace is a responsibility of the leader. In the professional development planning introduction of the skill development helps the leader to perform in a systematic manner to satisfy the need of the performance. 

Reflective Summary of the Performance Against the plan: 

From the entire discussion of the event management practice, it has been found that leadership skill is required to be focused in a suitable way. A leader is such a person to whom all the team members follow. Therefore, behaviour and analytical power should be grown in me that can allow influencing other to perform with full concentration. Relationship development for fluent communication is a major responsibility of a leader to identify the existing issues present in the working environment. Not only the workplace issue but also the issue in the personal life of the involved team mate is important to make them involve by solving their problem. 

Thus, being a leader flexibility and evidence-based practice acceptance is a need to develop the professional skill to regulate the ongoing performance. Planning and strategic development plays a vital role therefore; conscious and non-biased practice skill is also required in the professional activity as a leader. During the time of performing in the event I have come to know that connectivity between the team members along with the other departments increases the value of the performance to satisfy the requirement of the role of a leader. Thus, professional development for communication and advancement in the technological skill induces the value from different aspects. Finally, I need to develop personal evaluation practice in which assessment of personal skill and arrangement of the skill development program that I lack can make my performance better and allow to share my knowledge and experience with the involved team members to empower them frequently.