Diploma in HRM Developing Professional Practice

ACTIVITY 1

1.1. Evaluation of what it means to be an HR professional

An HR professional within an organisation is a person who is responsible towards managing performance and professional growth of individuals within professional lives. Moreover, as per Chartered Institute of Personnel and Development (CIPD) map, purpose of an HR professional is to ensure better work, as well as working lives. Moreover, they are entitled to appropriately developing roles, organisations, opportunities, as well as working environments which enables employees to perform at their best (Core purpose. 2019).

According to this map, these professionals have several roles to play which are stated below:

• Anticipation of Skill Requirements: One of the most prominent roles of an HR professional is associated with strategically managing the human resources in relation to the organisation's future objectives. For this purpose, HR professionals are required forecast the demand of skills within future and ensure application of functions of HRM in a way which helps the company in sustaining future demand.

• Development of Good Practice: Another effective role of HR professional is that they are responsible towards development of good practice. This is done by them through formulating an effective organisational culture that would be subjected towards ethical and effective practices within the company (Armstrong and Taylor, 2020).

• Performance Management: This role of an HR professional is very important within an organisation and requires an HR professional to appropriately train employees through providing them different training and development opportunities, along with setting up performance standards for these employees. Furthermore, this role also requires the HR professional to work with different performance management tools and techniques which helps them in assessing the performance of employees in an appropriate manner. Need example assignments, Talk to our experts! 

ACTIVITY 2

1.2. Description of elements of group dynamics and conflict resolution

Group Dynamics: A group is a cluster of individuals who are responsible towards working together as well as accomplishing the goals and objectives of the organisation collectively. It is crucial that HR professionals formulate different teams and work in distinct groups as per the requirements of the company. However, it is first required by these HR professionals to effectively understand the elements of group dynamics in an appropriate manner. Hence, these elements are reflected below:

• Communication: One of the most prominent elements within group dynamics is communication, which refers to effective sharing of information from one person to other within a group. Hence, in this context, HR professionals are required to facilitate and regulate the process of communication and observe the channels, methods and frequency of employees communicating with one another to ensure effectiveness within the group (Bratton and Gold, 2017).

• Roles: This element is related to the tasks and responsibilities which each member of the group is required to achieve in order to ensure accomplishment of group objectives. These roles are the ones which help members in completing their duties, contributes in better working relationships and so forth. Hence, members of a group are required to seek opinions of one another and information regarding how best they could carry out their roles within that team. Along with this, each individual must utilise different approaches in order to enhance their competence level in relation to accomplishing their set roles effectively.

• Influence: This element within group dynamics is related to influencing within the team members in order to get things done in a collective vision. It is perhaps one of the most important elements where it is necessary to ensure that a collective vision could be communicated within the group and each member supports a common mindset while fulfilling their duties (Brewster and Hegewisch, 2017).

Conflict Resolution

While working in a group, there are several instances where employees come across a conflict within an organisation that is necessary to be solved in order to ensure harmony within the group and consistency within the performance. Furthermore, conflicts also reduces the productivity of employees which makes it important to be resolved.

Hence, in relation to conflict resolution there are two appropriate and effective methods that have been explained below in order to achieve this agenda:

• Negotiation: It is one of the most common factors which HR professionals within retail management could use in order to resolve conflicts. It is sort of a trading method where both the party agree on a common term and negotiate on the basis of
  “giving to get” philosophy. Furthermore, this technique is used to create a win-win situation for both the parties involved.
• Arbitration: This technique is applied when a new perspective is introduced within the conflict rather than considering the opinion of either of the party. Hence, this new point of view helps in resolving conflict as both the parties within the conflict have no option but to agree to views of the third party (Albrecht and et. al., 2015).

ACTIVITY 3

2.1. & 2.2. Project Management Techniques and Problem Solving Techniques

Retail manager held different types of projects in order to enhance efficiency of the organisation and improve the performance. One of the project which was undertaken by me while working as a manager was increasing sales by managing inventory properly. For the successful completion of it different project management and problem solving techniques were used by me. Description of all of them is as follows:

• Just in time inventory management: It is a project management technique which is used for the purpose of managing all the resources which are used by an organisation to meet long-term business goals such as higher productivity etc. It was used by me while working on the project of proper management of stock for sale increment. With the help of it detailed data about available goods was gathered and then strategy was formulated manage them systematically so that sales could be increased by offering such items to clients that they are willing to buy.

• Kaizen: It is mainly used in project management to promote continuous improvement. As a retail manager this technique was used by me in the project of increasing sales by managing inventory. I used it to modify the way in which data regarding goods is kept by the organisation. It was used to bring radical changes in the stock management procedure so that overall revenues of the entity could be increased. While using it made sure that all the members of team take part in procedure of continuous improvement by making suggestions for the same. All these steps were taken by me to meet the project requirements systematically (Hecklau and et. al., 2016).

There are various problem solving techniques which were also used to deal with all the challenges which have taken place during the completion of project. All of them are as follows:

• Brainstorming: It is a type of group creativity technique in which individuals discuss a specific problem and find effective solutions for the same. As retail manager I was responsible for resolution of the issues which are affecting the project. When I was not able to get detailed information about inventory available in warehouses I asked all the department heads to meet me so that we can brainstorm about the solution for the issue. Different spontaneous ideas were provided by all of them to deal with the problem and it helped to respond it properly and reduce the possibility of same events in future (Jabbour and de Sousa Jabbour, 2016).

• Group meetings: When organisations face critical issues then group meetings are conducted to find appropriate solutions for the problems that are affecting projects adversely. It was used by me to respond the challenges such as lack of employee engagement in the project. With the help of this technique I interacted with all the staff members and asked about their doubts regarding project so that their concerns could be resolved and involvement of them could be enhanced. It facilitated me to engage them in the project and increase their contribution in attainment of project related goals.

2.3. Explanation of successful influencing, persuading and negotiating

Throughout the project, there were several instances which required me to appropriately and effectively influence, persuade and negotiate with people related to the same. As an example, there were certain individuals who denied of using the mentioned techniques due to high investment and which required me to use certain skills and techniques to achieve the desired outcomes (Guest, 2017). Hence, in this relation these aspects and their successful implementation are specified below:

• Influence: In order to influence the individuals of adopting the required techniques, I used Reciprocity as a method to influence them. I provided those individuals with assurance that if they adopt these techniques, then they would be rewarded effectively, which allowed me to build in confidence within these individuals.

• Persuasion: It was required to persuade with employees for these techniques due to high investment, for which I used Social Proof and my Analytical Skills as tools to persuade. I took out carefully calculated forecasts, as well as performance sheets of other organisations who use these techniques to persuade the individuals into agreeing tot he same.

• Negotiation: The techniques were also being criticised by the top management, for which, it was important for me to negotiate with them. Hence, in this context, I used my Pitching Skills which allowed me to propose the future benefits which the firm would be having if these techniques were adopted (Stone and et. al., 2015). Order assignment help from our experts! 

ACTIVITY 4

3.1. Self Assessment in one area of practice

For an HR professional, it is necessary that effectiveness within their performance is quite effectively assessed in order to highlight the strengths and weaknesses of the individual within specific area of practice.

Out of all the specialist areas for an HR professional, one prominent area of practice for me is Employee Relations, which refers to the effectiveness in professional relationship between employers and employees. This area has been quite important in my practice and below are the skills which would be reflecting my scope of improvement.

• Communication Skills: One prominent skill which is reflected within the assessment is related to communication (Ahmad, 2015). As per the assessment, my communication skill is highly effective as I am quite able to communicate with others through both verbal and written communication.
• Knowledge about Legislations: According to the assessment, I possess limited knowledge about legislations as I am unaware of the changes that have taken place within these legislations quite recently, which makes it a prominent development area.
• Conflict Resolution: This is very important to maintain healthy employee relations (Shen and Benson, 2016), which requires resolving conflicts within teams and individuals. As per the results, I am quite ineffective in conflict resolutions as my strategies related to the same are quite weak.
• Ethical Practices: This requires effective implementation of ethical practices throughout the departments and processes. According to the self assessment, I am quite effective in context in relation to embed ethical practices within my organisation.

Also read- Human Resource Management in Organisation

3.2. Production of a professional development plan (PDP)

It is necessary that a Professional Development Plan is developed in order to improvise the skills in an effective manner (Delery and Gupta, 2016). There are two areas of development which are required to be focused upon to ensure effectiveness in my performance as an HR professional. Hence, for this aspect, the PDP plan is stated below:

Reflective Summary

The above mentioned plan has been quite effective for me to appropriately and effectively enhance my knowledge and skills according to the professional area of Employee Relations. My performance as per the this map has been quite appropriate and to the point mostly. In context of knowledge about legislations, I am now aware of each and every legislation that could affect my retail management area, along with the methods of how best to tap changes within the same. However, as for conflict resolution, I am very well able now to persuade and negotiate the conflicts, however, I am still working on formulating different strategies. Hence, in this regard, I still have a development need for which, I am planning to enrol myself in training programmes which would be supporting me in achieving the desired standards. Ask for management assignment help from our experts!         

CONCLUSION

Thus, it is concluded from the report above, that human resource management is a highly important activity to be followed by individuals and organisations to ensure effective management of employees within a company. In addition to this, evaluation of what it means to be an HR professional helps in understanding the role and expertise of this profession. Moreover, elements of group dynamics and conflict resolution methods enables individuals in understanding teamwork and how best to maintain harmony within such settings. In addition to this, application of project management and problem solving techniques allows individuals in leading different projects in an effective manner. In this context, application of a range of methods for influencing, persuading and negotiating with others are also necessary to ensure appropriate human resource management in a project. Lastly, undertaking a self-assessment of HR professional practice capabilities, producing a professional development plan and reflecting upon the same is necessary to assess personal effectiveness and scope of improvement as an HR professional.

Read Also - Applied Research and Development

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