...CIPD Assessment Activity |Title of unit/s |Developing Professional Practice | |Unit No/s |5DPP | |Level |5 | |Credit value |4 | |Assessment method |Written report | | |Written notes | | |CPD Plan | |Learning outcomes: | | | |Understand what is required to be an effective and efficient HR professional. | |Be able to apply CPD techniques to construct, implement and review...
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...CIPD Assessment Activity Title of unit/s Developing Professional Practice Unit No/s 5DPP Level 5 Credit value 4 Assessment method Written report Written notes CPD Plan Learning outcomes: 1. Understand what is required to be an effective and efficient HR professional. 4. Be able to apply CPD techniques to construct, implement and review a personal development plan. All activities should be completed Activity 1 Write a report in which you: • Briefly explain how the CIPD HR Profession Map defines the HR profession, including the professional areas, the bands and the behaviours. • Evaluate how the two core professional areas and any two selected behaviours uphold the concept of ‘HR Professionalism’, giving examples from the knowledge and activities at band 2. • Explain, with related examples, why HR professionals need to be able to manage themselves, manage groups or teams, manage upwards and manage across the organisation. Activity 2 • Undertake a self-assessment against a specification of HR professional practice capabilities, such as the CIPD Associate Membership criteria, to identify professional development needs. • Evaluate and select at least three development options to meet your needs, explaining the advantages and disadvantages of each, and their fit with your preferred learning style and career aspirations. • Devise a personal development plan which includes your development objectives (based on the above evaluation and including achievement...
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...Developing Professional Practice – 5DPP Evaluation Development of a professional body for personnel practitioners came from a conference that was held in York in 1913. The people present formed an Association of Employers whose interest was the industrial betterment and of welfare workers engaged by them. What followed was a number of name changes, mergers with other groups and a broadening of the type of duties undertaken which included payroll, health and safety, employee services and welfare and education and training. In 1946 the Institute of Personnel Management was formed which joined with the Institute of Training and Development in 1994 to form the Institute of Personnel and Development. In 2000 chartered status was granted and the name was changed to the Chartered Institute of Personnel Development (CIPD) becoming Europe’s largest professional body. The CIPD’s mission is to: ➢ lead in the development and promotion of good practice in the field of the management and development of people, for application both by professional members and by their organisational colleagues ➢ serve the professional interests of members ➢ uphold the highest ideals in the management and development of people The CIPD do indeed meet several elements of Friedson’s (1973) definition of professionalisation in that a set of standards are laid down and need to be met by all aspiring members and these have to be updated by Continuous Professional Development (CPD)...
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...Activity 2 5DPP In today’s business world we’re expected to drive our own development, keep ourselves fresh, embrace change and keep abreast of external factors affecting the role we play in the business environment we work in. One of the ways to drive and improve personal performance is by undertaking self assessments. While there are many self assessments available, many rely upon different contributing factors. The Johari Window theory focuses on communication being vital to a successful business; being an information processing model, the Johari Window employs a four-part figure to reflect the interaction of two sources of information - self and others. (Teleometrics International, 2007). Whilst the Johari Window could be an advantage in future roles I wish to progress into within Wilko, identifying area’s I don’t know about myself could be vital to the success of my newly formed team. The disadvantages far out weigh any benefit from this model, as personality type ENFJ’s are sensitive (identified by the Jung typology test); Too Sensitive – While receptive to criticism, seeing it as a tool for leading a better team, it's easy for ENFJs to take it a little too much to heart. (NERIS Analytics Limited, 2011). The CIPD Profession Maps focus is aimed at HR professionals; it adds the greatest sustained value to the organisation and how it operates now and in the future, It captures what successful and effective HR people do and deliver across every aspect and specialism...
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...|Unit title |Developing professional practice | |Level |5[1] | |Credit value |4 | |Unit code |5DPP | |Unit review date |Sept. 2011 | Purpose and aim of unit 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 HR Profession Map (HRPM). 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. This unit is suitable for...
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...CIPD No: Unit Code: 5DPP Name of Unit: DEVELOPING PROFESSIONAL PRACTICE Contents Introduction Page 3 Project PlanningPage 3 Risk Assessment Page 4 Creative ThinkingPage 5 Working Together / ConflictPage 6 Political BehaviourPage 7 RecommendationsPage 9 ConclusionPage 9 Reference ListPage 10 BibliographyPage 10 AppendicesPage 11 Introduction Within the confines of this report we will investigate the 6 keys headline statements in delivering the finding. These are the project plan, risk assessment, creative thinking, and team working and conflict, political behaviour, ending with formal recommendations. The principal argument will look at the functionality of project management and the delicate balancing act of the different element that would bring a successful outcome or possibly result in failure. 1. Project Planning Definition: What is a project? A project is a programme of activities that have a beginning and end. Projects are generally used to instigate change, improvements or developments. This statement is underpinned by PMI ‘a project is a temporary endeavour undertaken to produces a product, service or result. (Project Management Institute 2008). What is Project Management? Project management is defined by, ‘initiating processes - clarifying the business need; planning processes - detailing the project scope; executing processes - establishing and managing the project team; monitoring and controlling processes -...
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