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Solution
This task requires you to demonstrate your commitment to professional development and performance improvement.
To complete the task, you are asked to undertake some reflection, self-assessment, and consideration of other’s feedback, leading to an identification of your strengths, weaknesses, and development areas. Following this identification, you will formulate a range of formal and/or informal activities to address your development needs and support your continuous development.
The task then shifts to a retrospective stance, where you are asked to reflect on the impact of development activities already undertaken, in the last 12 months.
All five activities below must be completed.
- Reflect on your own approach to working inclusively and building positive working relationships with others. (AC 2.3)
- Explore how the role of a people professional (specialist or generalist) is evolving and the implications this has for your CPD. (AC 3.1)
- With reference to your responses for Q1 & Q2, and feedback on your behaviours or performance obtained from (at least) one other person, assess your current strengths, weaknesses, and development needs. Your response should include an explanation of the feedback received and how it has informed your self- assessment. (AC 3.2)
- In follow-up to your self-assessment, identify a range of formal or informal development activities you will undertake to support your ongoing professional development. Your response should include a brief description of your chosen activities and your reasons for selecting them. (AC 3.3)
(Note: If using the CIPD ‘My Learning Plan’, you may find it useful to self-assess against the behaviours: ‘Working Inclusively’ and ‘Passion for Learning’ (along with other relevant areas) as this will stimulate development ideas around the areas at Q1 and Q2 above. (However, there is no requirement to provide copies of these self-assessment pages.) Your Learning Plan activities can be ‘copied and pasted’ into your assignment document, and edited so that you are not adding unnecessarily to your word count.)
- Reflect on the impact of three previous learning activities (i.e., not the activities planned at Q4 above) on your behaviour and performance. The selected activities may be any formal/planned or informal/unplanned activities undertaken in the last 12 months, which you consider to have impacted your behaviour and performance. (AC 3.4)
Present your reflections, attached to your assignment, as either:
- your own format CPD record, edited to include just the three selected activities, or
- a report (or reports) from the CIPD ‘My CPD Reflections’ tool.
| Your evidence must consist of:
§ Written responses to questions 1-4, (Approximately 1000 words in total, refer to CIPD word count policy)
§ Either: – an own-format CPD record, edited to include just the three selected activities, or – a report (or reports) covering the three selected activities, from the CIPD My CPD Reflections tool. (Not included in word count.)
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Task Two – Professional Review Questions
| Reflect on your own approach to working inclusively and building positive working relationships with others. (AC2.3)
Short references should be added into your narrative below. Please remember to only list your long references in the reference box provided at the end of this section. Word count: Approximately 200 words |
| In interacting with my colleagues in my organisation, I receive positive feedback in regard to my ability to engage all being critical in my practice, ensuring all considerations are balanced and a fair-based practice. I am in a position of understanding each individual characteristic, interacting and sharing ideas. The skills used in supporting my strategy in inclusivity include ability to listen, communicate and questioning skills. In implementation of group discussions, I share invitations to all people in sharing opinions, idea sharing and timely feedback offered. In my active practice working in my organisation, the Head of people practice is engaged in C-Suite for discussing main areas which impact individuals and organisations. The function of HR business partnering is working collaboratively with leadership and management for providing insights which are essential for improving sustainability (CIPD, 2023).
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| Explore how the role of a people professional is evolving and the implications this has for continuing professional development. (AC 3.1)
Short references should be added into your narrative below. Please remember to only list your long references in the reference box provided at the end of this section. Word count: Approximately 250 words
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| HR Specialist roles have substantially changed in the past. This is owing to changing technology, remote working approaches, COVID-19 implication and transition from Administration to Strategic Partnership. There however lack a one-size-fit all people practice solutions as HR specialists roles are informed by industrial and workplace changes. Technologies have similarly altered the manner people practice professionals execute their functions (CIPD, 2023). Majority of these roles are resourcing, payroll, compensation and L&D and automation by use of technologies. In my organisation, Artificial Intelligence is important for my organisation for tracking the employees data and using it in recruitment.
Past COVID-19, relevance of technology in workplace has increased (CIPD, 2023). For instance, organisations are increasingly implementing hybrid working roles for flexible working improvement, attraction and retention. Further, there has been a transition of the people professionals roles shifting from administration and strategic focus (CIPD, 2023a). Implications on CPD CPD is identified as a concept evidencing people professionals recording, maintaining, documenting and evolving knowledge, skills and experiences (CIPS, 2023a). This is an integration of formal and informal practices and holistic practices for maintaining entire updates. The changing function of HR has initiated new interests to be tech savvy, necessity for acquiring specialised skills, collaboration in working, communication and self-management process. It is important maintaining updates for the changing role of people professionals through an active L&D and to maintain an appropriate CPD Plan for maintaining competitiveness. Also, growth in technologies lower time factors, distances and financial challenges in learning. For instance, working in my organisation, the changes have led to the embrace of LMS which is offered freely and from any location. For the first example which include post-pandemic world, I ensure that my active practice is aligned substantially with new change in world of work. In particular, this is in the areas of health and safety areas, staff engagement and communication. I would alter my CPD to include a short-term based course on managing occurring emergencies in my current organisation. This is at the same time sourcing fresh insights on best practice in improving organisation active collaboration and team-based working in the different challenges. For the application of technologies into becoming tech savvy, I feel best positioned to adopt skills by leveraging on different technologies in my operation. In my CPD, this would be altered to include Excel and SPSS tools for improving analysis in different roles allocated in my research. I have been in a position of managing this process by participating actively in short-term courses in using technologies. |
| Assess your strengths, weaknesses and development areas based on self-assessment and feedback from others. (AC 3.2)
Short references should be added into your narrative below. Please remember to only list your long references in the reference box provided at the end of this section. Word count: Approximately 250 words
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| Considering the feedback which I has obtained from my colleagues and working as a senior people practice professional, my overall strengths entail inclusive working, treating all with a fair-based practice, passionate to learn and highlight on ethical practices. Working as a people professional, I make sure I am understanding best practice in living with the rest, valued and mutual respect. On the other hand, it is evident that less weaknesses including immense time used and costs incurred in the process. Also, there is a potential of lacking comfort or hesitant in tasks delegation.
From this analysis, the development areas are; · Improving my overall skills for managing conflicts · Improving collaboration level/skills · Improving my entire self-confidence for communicating effectively courageously · Improving overall coaching skills Sources of Feedback Comments from the Line Manager As explained in 2.3, I was engaged in facilitating a career fair discussion in the C-suite. From the process, my line manager commented that due to my exemplary skills, I had been in a position of pursuing the process with success. My team was given annual awards for leading in integration of technology. As evidenced in 2.1, becoming a tech savvy is a significant area of evolving people professional roles. The line manager also approved my ability of using different communication platforms as appropriate and holistic. In specific, I feel I possess appropriate capacity to use emails and other modern communication tools. Feedback from Colleagues I also obtained a feedback from a colleague whom we were working together in the activity noted in part 2.3. They identified that I was in a position of actively including them in my operations and also maintained strong relations to the end of the process. This was evident as being core in my operations as people practice professional. The colleagues identified that in my role as a leader, I feel I am in a position of holistically delegating functions and managing conflicts emerging frequently. Strength– I feel best positioned in living with the rest, valuing interests and respect of expectations and requirement. For post -pandemic in part 2.1, I feel appropriately positioned in going through a development program supporting me with relevant insights to execute my roles as a people practice professional. Weaknesses– I feel I tend to over-dominate and use all the provided time talking which can affect the quality of engagement with the different parties. Further, I would not be in comfort to handle different issues challenging and delegation of roles. I am slow to adopt to modernised technologies specifically those impacting my operations as people practice professional. Development Point– To ensure improve my entire conflict management skills and self-confidence to communicate with high-level courage. Please click the icon to access this assessment in full |
