...------------------------------------------------- Certificate in Human Resource Practice ------------------------------------------------- ------------------------------------------------- Assessed Coursework Cover Sheet ------------------------------------------------- ------------------------------------------------- ------------------------------------------------- Student Name : ------------------------------------------------- Organisation : ------------------------------------------------- Unit Title : Developing Yourself As An Effective HR / L&D Practitioner ------------------------------------------------- Unit Code : 4DEP ------------------------------------------------- Coursework Component : Written Assignment ------------------------------------------------- Date of Submission : ------------------------------------------------- Total Word Count : ------------------------------------------------- Introduction The HR professional map highlights how the HR helps an organization achieve its strategic vision, mission and goals. In the HRPM, there are ten professional areas, 8 types of behaviour and 4 bands which are vital to every HR practitioners. These skills and knowledge will help the HR practitioner to lead the employees and the organizations to reach their respective goals and objectives The 10 professional areas describe what activities are needed to be done and what knowledge is needed to know for each are of HR...
Words: 1594 - Pages: 7
...CPD stands for Continuing Professional Development and is a means of supporting people in the workplace to understand more about the environment in which they work, the job they do and how to do it better. As an initiative, CPD was largely unknown until at least the 1960s. Professional bodies only started to take systematic steps to ensure their members continue their development on an ongoing basis within the last ten to fifteen years of the twentieth century. Recognition of the need for CPD is now well-established at least among the majority of professional bodies. CPD is an ongoing process throughout our working lives. The concept of CPD both generically and within HR is very important as it can be part of an individual’s personal ambition to be a better practitioner, enhance his/her career prospects or to simply feel more confident about their work and make it more personally fulfilling. The CIPD HR Profession Map is a very useful tool giving a wide-ranging vision of how HR can add value to any organisation it operates within. It covers the types of skills, behaviours and knowledge that HR people require in order to become a successful HR professional. It is useful in identifying areas that may need to be developed. What the HR Profession Map Covers: Professional areas (2 core and 1 other): Strategy, insights and solutions: Fosters legitimate insights and solutions, which aid understanding in the business and how it works (or should work), and allows well-defined...
Words: 648 - Pages: 3
...knowledge of themselves and the public. However, in reality, who does the radiographer educate? Does the radiographer possess the time and the ability to educate? The classroom is a very different place than the x-ray room- exposing information rather than radiation. It is important to state that education, in the medical profession, contrasts to other educational processes with regards to it’s importance in the lives of all human beings. There are many frameworks, systems and guides available to educational institutions to help teaching staff to become more effective-for...
Words: 2490 - Pages: 10
...Part A Issues in the workplace affecting staff behavior and patient care Radiographers bear a great deal of responsibility in supporting the forward progression of the field and maintaining the high standards expected by the professional bodies and by the public. The scenario given presents different situations that radiographers and radiography students may face in the workplace; the main issues are professionalism, continuing professional development and bullying at work. All these in turn have an effect on the level of patient care staff provide since staff attitudes and team-working do influence this. A profession can be described as ‘A vocation...esp. one requiring advanced knowledge or training’ (p2386, Brown, 1993, vol 2), linked to this is the definition of professionalism which is ‘The body of qualities or features, as competence, skill, etc., characteristic of a profession or professional’ (p2368, Brown, 1993, vol 2). There are instances within the scenario in which each character does not adhere to the Code of Conduct and Ethics presented by the Society and College of Radiographers (SCoR; SCoR, 2008). SCoR states that you should engage in the teaching and training of other members of staff, however both Rob and Asha fail to support staff within their team: Asha fails to support Rob, and Rob in turn fails to support the radiography student. SCoR specifically states that radiographers should develop the skills to be a good teacher and trainer which neither Asha...
Words: 1411 - Pages: 6
...TRAINING NEEDS ANALYSIS (TNA) THE ROYAL AUSTRALIAN AND NEW ZEALAND COLLEGE OF RADIOLOGISTS® The Royal Australian and New Zealand College of Radiologists Strategic Priorities 2010 - 2014 Name of document and version: Training Needs Analysis (TNA), Version 1 Prepared by: Kelly Menzel - Educational Development Manager Sharon Messina - Director, Education and Research Submitted to: Endorsed by College Council, 21 July 2011 ABN 37 000 029 863 Copyright for this publication rests with The Royal Australian and New Zealand College of Radiologists ® The Royal Australian and New Zealand College of Radiologists Level 9, 51 Druitt Street Sydney NSW 2000, Australia Email: ranzcr@ranzcr.edu.au Website: www.ranzcr.edu.au Telephone: + 61 2 9268 9777 Facsimile: + 61 2 9268 9799 2 CONTENTS 1. INTRODUCTION……………………………………………………………….3 2. WHAT IS A TRAINING NEEDS ANALYSIS? ………………………...……4 3. BENEFITS OF UNDERTAKING A TNA……………………………………..6 4. INITIAL QUESTIONS ………………………………………………………..6 5. METHODOLOGY………………………………………………………………8 6. TRAINING NEEDS IDENTIFIED……………………………………………11 7. RECOMMENDATIONS………………………………………………………18 8. CONCLUSION………………………………………………………………...22 9. REFERENCES………………………………………………………………..24 10. BIBLOGRAPHY……………………………………………………………….26 11. APPENDIX 1…………………………………………………………………..27 12. APPENDIX 2…………………………………………………………………..28 13. APPENDIX 3…………………………………………………………………..36 Education and Research Portfolio Training Needs Analysis 22 July 2011 Page 2 1) INTRODUCTION This training...
Words: 9059 - Pages: 37
...Introduction: The purpose of this report is to outline the responsibilities of a H.R practioner and users of the service. It explains the different communication methods used whilst providing effective service delivery. Task 1.1 Explain the knowledge, skills and behaviours required to be effective in an identified HR role. Refer to the HRPM, and include a summary of the HRPM (including the 2 core professional areas) and an explanation of the activities and knowledge, at either band 1 or 2, of any one of the professional areas. The H.R profession Map is used in all organisations as a criteria for those in the H.R profession to set standards so that those in H.R can succeed and achieve to its full potential through their whole career. The map consists of 10 professional areas that persons need to carry out to deliver the skills and knowledge. The 10 areas are: Stategy, Insights and Solutions – This should be the core of every business to set a good foundation for great H.R capability, individuals need a understanding of the business and its context so that it can plan methods and solutions to meet needs of the organisation present and for the future. Insights involve understanding, collecting data, analysing and assessing situations. Understanding its customers and external factors that could effect the business . Its good to be pro-active and plan for the future growth of the organisation to try and avoid any risks to the business. Insights need to be directed into strategies...
Words: 1753 - Pages: 8
...Certificate in HR Practice Unit 1 (4DEP) – Developing Yourself as an Effective Human Resources Practitioner Activity 3 – Ability to reflect on own practice and development needs and maintain a plan for personal development Assessment Activity – 4DEP-F301A-(HR) Issued in September 2013 Name: To be inserted CIPD No: To be inserted Contents Ability to reflect on own practice and development needs and maintain a plan for personal development 3 Self-assessment against the CIPD Associate Membership Criteria –AC3.2 3 Development Plan and Records – AC3.4 3 Definition and Importance of Continuing Professional Development – AC3.1 3 Discussion with the Tutor (Optional) –AC3.1 4 Development Options for meeting my CPD needs – AC3.3 4 Appendix A – Development plan and records 5 Development Plan – 1 September 2013 to 31 August 2014 5 Development Records for the period – 1 September 2013 to 31 August 2014 5 Development Plan – 1 September 2014 to 31 August 2015 5 Ability to reflect on own practice and development needs and maintain a plan for personal development This is probably the most demanding section! Self-assessment against the CIPD Associate Membership Criteria –AC3.2 Once you have downloaded the AM criteria, you should be able to identify activities, knowledge and behaviours that you will need to develop. You should now see where the detailed information from activity one is useful. You should have detailed information on one of the areas and...
Words: 1124 - Pages: 5
...Issues in Professional Learning & Development [pic] Module code EPD 304 Being Professional Adult Education expects you to be professional in your work and expects you to maintain high standards of teaching, but how do we measure high standards of teaching. Can we expect different levels of professionalism with experience, looking at Dreyfus (1986)Benner (1984), what makes a Professional Practitioner and at what level. As a group we answered this and came up with many reasons (with some crossing over). This is shown below with title and bullet points. The Beginner • Limited experience of teaching • Limited knowledge of strategies • Can be over/under prepared • Tunnel vision • Under/over estimate time allocated to subjects • Limited practical knowledge Competent • Can organise to an acceptable level • Not a great deal of deviation • Know what to do • No added value (no enrichment) • The syllabus with nothing more than what is needed Advanced Practitioner • More willing to hand over control teaching/coaching role • Effective manager • Helping role • Monitoring the quality of practice • Organisational and work role competence • More able to look at the bigger picture Expert • Will see the need to improve • Innovative • In depth knowledge with add on’s • Analysis needs • Reflective practitioner • Shares knowledge and best practice ...
Words: 1378 - Pages: 6
...PART A Report on Teaching of Science with list of references at the end Introduction This report aims to look at how we should be implementing the Science curriculum, in accordance to what the authors and professionals think, it will look at how it should be taught in primary schools. The key stage I have chosen to examine is lower key stage two. Lower key stage two consists of children in Year 3 (aged 7-8) and Year 4 (8-9). The report will examine the National Curriculum and how teaching of Science is defined by them. The National Curriculum (2014 p.155) requires children of this age phase to work scientifically. This would namely be looking at encouraging children to ask their own questions, how to set up a practical investigation, gathering the results through numerous graphs/charts (recording data) comparing and analysing what makes a fair test, predicting what the outcome may be (with independent and dependant variables), how to make observations based on these findings, identifying and comparing what they predicted as opposed to what happened, and lastly being able to answer questions using scientific terminology and knowledge. By using various literature and documentation, this report will look at how teachers can teach Science but at the same time be using the National Curriculum as a guideline. Review of teaching Working Scientifically Ofsted (2013) states that the new National Curriculum for 2014 explains the reasoning for teaching Science. It states that pupils...
Words: 3308 - Pages: 14
...ORGANIZATION STUDY REPORT ON CENTRAL PRODUCTS DAIRY ALAPPUZHA [pic] An Organization study Report submitted to Mahatma Gandhi University for the partial fulfillment of the Award of Master of Business Administration Submitted By SHARON JOSE (Reg No: 40134) Under the Supervision of PRIYA SUNIL Associate Professor MBA [pic] DEPARTMENT OF MANAGEMENT STUDIES Caarmel Engineering College JUNE 2013 CERTIFICATE This is to certify that this report entitled “AN ORGANIZATION STUDY REPORT ON CENTRAL PRODUCTS DAIRY ALAPPUZHA” is a bonafide record carried out independently by Ms SHARON JOSE under the supervision and guidance of PRIYA SUNIL and submitted in partial fulfillment for the award of the degree of MASTER OF BUSINESS ADMNISTRATION of Mahatma Gandhi University, Kottayam. Place: Miss. Priya Sunil Date: (Associate Professor) Dr. Selvadas M J Mr. Mathew Kurian (Director of MBA) (HOD of M.B.A) DECLARATION. I, the under signed, hereby declare that the Project Report entitled “AN ORGANISATIONAL STUDY AT CENTRAL PRODUCTS DAIRY, ALAPPUZHA”. Written and submitted by me, under the guidance of Mrs...
Words: 11459 - Pages: 46
...PROFESSIONAL DEVELOPMENT AT UCL Contents: 1. Introduction 2. The CPD Context 3. UCL Support 4. Feedback and Appraisal 5. The CPD Cycle and Where to Start 6. Evaluation and Impact 7. Recording Your Learning and Development 8. A CPD Portfolio 9. Conclusion Appendix 1 Approaches to Learning and Development Appendix 2 Tools to Help With Portfolio Development Appendix 3 A Change of Career Appendix 4 Learning Styles Appendix 5 Definitions Appendix 6 Continuing Professional Development Record Appendix 7 Basic Principles of CVs And Applications Appendix 8 Resources 3 CONTINUING PERSONAL AND PROFESSIONAL DEVELOPMENT AT UCL 1. INTRODUCTION PURPOSE: This document is intended to provide staff at UCL with a clear understanding of continuing professional development (CPD), and its importance, within the context of UCL. It is also intended to encourage equality of opportunity by encouraging everyone to plan their development and record their skills. The guide will act as a transportable toolkit to help with the planning and recording of your personal and professional development. It should be used in conjunction with any continuing professional development (CPD) related specifically to your profession or professional registration. The guide also explains why you should record your learning and development, and how to do it. WHAT IS CPD? The Chartered Institute of Personnel and Development (CIPD) defines CPD as “the need for individuals to keep up to date with rapidly...
Words: 7702 - Pages: 31
...Table of Contents Introductions 4 Self awareness; 4 Importance for managers and leaders; 4 Continuing Personal and Professional Development [CPPD] 5 The CPD procedure is important for managers and leaders as 5 My role in my own organisation and experience of leadership: 6 My role in London Property and Finance: 6 Change in the management and its impacts on my role: 6 Leadership and identity: 8 Leadership- A preface 8 The current literature on leadership contemporary theories and models- A review: 8 Importance of values in leadership behaviour: 8 Self concept and its Importance to leadership effectiveness: 10 Application and relevance of self awareness to my role in London Property and Finance: 10 Leadership Tools and Techniques-A Brief Discussion & Self Analysis 11 Traits leadership 11 Strengths of Trait Theory: 11 Limitations of Trait Theory 11 Implications of trait theory in my job roles: 11 Findings in relation to my practice as a manager/leader: 11 Situation leadership 12 Strength of Situation leadership: 12 Weakness 12 Findings in relation to my practice as a manager/leader: 12 Authentic leadership 12 Strength 12 Weakness 12 Implications in my jobs roles: 13 Findings in relation to my practice as a manager/leader: 13 Self Analysis through leadership Tools –My Methodology 13 The Johari Window 13 Findings in relation to my practice as a manager/leader: 13 Belbin's Team Roles 14 Importance & Strength: 14 Weakness: 14 Findings in relation...
Words: 6540 - Pages: 27
...FY2015 06 JUNE 2014 CPD IRBD 2014 TEAM Dr Debapriya Bhattacharya, Distinguished Fellow CPD and, Professor Mustafizur Rahman, Executive Director, CPD were in overall charge of preparing this report as the Team Leaders. Lead contributions were provided by Dr Fahmida Khatun, Research Director; Dr Khondaker Golam Moazzem, Additional Research Director and Mr Towfiqul Islam Khan, Research Fellow, CPD. Valuable research support was received from Mr M Shafiqul Islam, Additional Director, Administration & Finance; Ms Khaleda Akhter, Senior Research Associate; Mr Muhammad Al Amin, Senior Research Associate; Mr Kishore Kumer Basak, Senior Research Associate; Mr Md. Zafar Sadique, Senior Research Associate; Ms Mehruna Islam Chowdhury, Senior Research Associate; Mr Uttam Kumar Paul, Deputy Director, Accounts; Mr Mashfique Ibne Akbar, Research Associate; Ms Farzana Sehrin, Research Associate; Ms Saifa Raz, Research Associate; Ms Umme Salma, Research Associate; Ms Umme Shefa Rezbana, Research Associate; Ms Mahenaw Ummul Wara, Research Associate; Dialogue Associate; Mr Md. Naimul Gani Saif, Research Associate; Mr Mohammad Afshar Ali, Research Associate; Ms Shahida Pervin, Research Associate; Ms Afnan Ashfaque, Research Associate; Mr Mostafa Amir Sabbih, Research Associate; Ms Kashfi Rayan, Research Associate; Ms Shahzeen Hafiz, Programme Associate; Mr Ziad Quader, Research Intern; Ms Nadee Naboneeta Imran, Research Intern and Mr Ali Ishraq Khabir, Research Intern, CPD. Mr Towfiqul Islam...
Words: 12030 - Pages: 49
...being promoted. Comment From the journal, it shows that no teacher interview received post-interview feedback is problematic in several ways. First, this is simply not good HR practice. Second, the opportunity to help candidates develop and see their ‘blind spots’ is missed. Teachers teach because of their ethic of care (Smith 2011) towards students; they should be rewarded for their dedication, commitment, skill, experience and expertise by providing continuous professional development (CPD) as their ladder to be more productive. The tendencies in promoting and/or appointing must give way to inclusive practices based around merit, equal opportunities and ‘fitness for purpose’. It can no longer acceptable that persons are promoted or appointed because of who they know or who knows them. In addition, creative ways should be found to appropriately reward well-qualified and experienced. Main Points * Importance of feedback * Emergence of continuous professional development (CPD) * System of promoting Reference Miller, P. (2013). "Feedback Equals Feed forward: Issues in Teacher Progression and Development among Primary Teachers in Jamaica." International Studies in Educational Administration (Commonwealth Council for Educational Administration & Management (CCEAM)) 41(3): 19-28....
Words: 424 - Pages: 2
...4DEP Assessment 1.1 - Explain the knowledge, skills and behaviours required to be effective in an identified HR role. The CIPD professional map determines what HR professionals should know and understand to make a difference to their organisation. The map can be used in its form or in part or be incorporated into organisation’s existing competency structure. The map highlights ten professional areas with the centre of the map focusing on the two core areas which sit at the heart of the HR function and can be applied to all HR professionals regardless of role, location or stage of career. These are: 1. Insights, Strategy and Solutions: o This area deals with the professionals understanding and insight into an organisation, through a deep knowledge of the organisations purpose, objectives, aims, values, activities, strategies and plans. o The strategies created have to focus on the needs of the customers and employees, and add value to the organisation. o Be aware of political, economical, social and technological (PEST) issues and how it can affect the organisation and what can be done to overcome this. 2. Leading HR: o HR professionals act as role models, leaders and maximise the contribution made throughout the organisation through own self and by encouraging others. o They develop the organization across 3 main areas of leadership: Personal leadership, leading others and leading issues. o HR professionals need to be able to lead and manage a fit...
Words: 1762 - Pages: 8
