Report on Continuing Professional Development

Continuing Professional Development

Activity 1: Brief Summary of Continuing Professional Development

The CIPD 2018 clearly defined their purpose as to encourage improved jobs and personal life. Creating tasks, prospects, companies and work conditions that enable people do their best, produce better organizational performance, drive our economies and create a productive, equitable and inclusive job (Daley, 2012). It also valued the people, the work, and the Professionalism with detail as people are most important role in any work-related tasks. Professionalism is the way how best their work is. Nevertheless, in view of the context in which such choices are created, they have identified three main concepts as the path to successful decisions. The core knowledge based on the six different areas i.e., Culture and Behavior, People Practice, Change, Analytics and creating value, Digital working, and the Business acumen.  When they talk about Behaviors, they defined eight different core behaviors to highlight the overall behavior more consciously (Bhattacharyya, 2017).  The new CIPD divided specialist knowledge outlined nine different specialist disciplines across L&D, OD&D, HR and beyond.

In the specialist knowledge area, the employee experience is the most empowered and important area as employee’s experience is the key to productive employee. In HR decision making experience of the employee’s is focused point to consider the best employee for best task to perform at associate level. It explained the how it approaches the engagement the voice tools and the practices and behavior of the employee.

Activity 2: How an HR practitioner should ensure the services

As a H.R manager of an Organization my duties are to manage activities like Job design, Employee relations, Recruitment, Training and Development, Performance Management, and talent management (Pongpearchan, 2015). The development of internal customer support guidelines provides all staff with a framework on how they function. Following are three internal customers and their needs

Managers are the key authorities of the organizations and they need quality of the work with work satisfaction as they put all their efforts for betterment of the organization. Employees should not assess their HR peers by their abilities (which are the role of top management). We will also quickly tell whether other HR practitioners don't exhibit the characteristics we should demand from people who are partially accountable for their earnings. Divisions help drive their firms in the right way. This operation, whether the business is named the steering wheel or the pole, guarantees that the organization remains on track by efficient recruiting of existing and future workers with attractive benefits (Rebecca, 2010).

In every organization conflict of interest occurs in routine, it very important for the HR Practitioners how they deal with the conflict. The conflict can be treated well by making it the worthwhile based on the importance and urgency level at any point. The most important and crucial tasks can be performed first and rest can be queued for the later. During my HR services many times it happens when employees get stuck on their benefits and advantages (Gruman, 2011). 

HRM is the mechanism utilized by administrators to execute tasks such as preparation, coordination, supervision and monitoring. It often forms a significant portion of the manager's duties and are not undertaken individually but connect with and collaborate with others. It clearly implies that coordination is the foundation of management functions. Successful human resources communication is essential since contact is the path to achieve the performance of HR. There is a broad variety of industry expertise for workers, including history, skills, values, etc (Pongpearchan, 2015).

Communication methods:

·         Telephone Communication

·         E-mail Communication

·         Social Media

Telephone Communication

For companies where distance and transportation preclude face-to-face contact, land- or cell phones have been weak interactions (HRzone, 2017).

The mobile also allows direct contact exchange between two people. Cell telephones often improve the contact capacity with remote staff or departments.

The omission of nonverbal or facial gestures removes certain features in the document. It can conflict with the ability to perceive a message's meaning or sentiment. The mobile is less confidential than a face-to-face call (Rebecca, 2010).

E-mail Communication

In geographically scattered businesses or staff, the e-mail is an essential medium for correspondence. E-mail makes responding periods more versatile (Pongpearchan, 2015).

E-mail makes answer times more versatile. You should send a response in a couple of hours or the next day. This allows a dialogue that is not urgent, but may be utilized with fast response times. This also requires information such as records or images to be used.

It is less important via e-mail than by directly or via mobile. The missing message meaning can lead to misunderstandings or misunderstandings.

Social Media

Corporations have utilized social networking to promote their goods and services by direct advertisements, immersive gaming and video material, allowing the consumer to re-enter company websites.

The promptness of social media gives corporations useful input on innovative goods and services. The engagement with social networking will, nevertheless, be impersonal and the possibility with disinformation that can affect the credibility of a business is also enhanced.

If an organization does not control the social networking platform and does not cope with derogatory feedback, a tidal wave of poor publication may be generated that will take weeks or months to fix (Rebecca, 2010).

Service Delivery

HR service providers offer assistance and care for workers, whether a short term freelancer or a CEO. HR service providers deliver resources for workers. In comparison to certain roles such as rewards and incentives or the development of skills, HR Service Distribution spans the whole life cycle of the company — from the launch to the exit at all periods (Pongpearchan, 2015).

HR covers the full lifecycle of workplace management resources. Excellence in distribution involves creating and maintaining successful service, including establishing relationships that involve time-consuming and contact with individuals, especially in person (Rebecca, 2010).

HR can ensure that problems are dealt with as a matter of urgency by prioritizing needs. Taking into account, for example, the impact of increasing demand on market and consideration:

Present legislation the conditions of internal stakeholders (personnel staff, representatives of the board and management) and external (trade unions, creditors, investors, candidates for employment) must be fulfilled through existing legislation (HRzone, 2017).

The financial effect of offering a service by connection with financial departments / accounts and ensuring the service is delivered under budget limits must also be regarded by HR. It is therefore critical that the services that the company has at its fingertips to defend against excessive expenditures are properly reported. Consider, for example, the usage of domestic facilities as cheaper than the procurement of resources outside of the company (Pongpearchan, 2015).

Activity 3: Self-Assessment of Continuing Professional Development

The Mixture of strategies, concepts and methods that support you handle your own learning and development is the continued professional development (CPD). The emphasis of CPD is on outcomes – benefits that can be gained in the modern world through professional growth. Perhaps the key lesson is that not everybody suits in one package. You will note that there is not much learning expected. This stage means that you have to obey a guide and not a rigid schedule. Concentrate on the goals you wish to accomplish instead of wasting money on tasks or a comprehensive schedule for any operation you want to pursue. Developing the knowledge management is the basic need to be fulfilled using this strategy as a HR fractional (Rebecca, 2010). 

If you have established learning goals, but don't know how to get there, the career hub may help to make you aware. The job center gives you a variety of knowledge, resources and guidance, irrespective of whether it is learning communication skills, handling your time more efficiently or dealing with tension (Pongpearchan, 2015).

Subsequently, I believe that I got panic while dealing with the difficult situations therefore, I feel that to become a successful professional, I need to improve my behavior to deal with the difficult situations as well as to deal with the difficult people. Moreover, I believe that the behavior has direct impact on the your job performance because your good professional behavior assist you to get the favor of your team mates and subordinates and they help you in getting the shared goals. Subsequently, I believe that it is necessary for me to improve my behavior to become a successful HR professional. For this aspect, I have following options available that I can use to improve my behavior skills to have positive impact on my professional performance as an HR.

The following table is presenting my development needs;

From the above possible options I decided to go with the first options of improving my behavior to experience good relationship with the team members and other people. As compare to the VLE, I believe that it will allow me to have a direct learning experience whereas in the VLE I will be completely dependent on my understanding. However, it would be little difficult for me to spend my time and go for the face to face workshops whereas in VLE I can learn in flexible manners. Moreover, I believe that the experience of the professionals or teachers offers you to learn a lot therefore, I would prefer to take face to face workshop as it would allow me to learn from the experience of the teachers (Pongpearchan, 2015).

References of Continuing Professional Development

Bhattacharyya, B., 2017. 5 Major Functions of Human Resource Management. [Online] Available at: https://www.keka.com/5-major-functions-human-resource-management/ [Accessed 4 December 2018].

Daley, D.M., 2012. Strategic human resources management. Public Personnel Management, pp.120-25.

Gruman, 2011. Performance management and employee engagement. Human Resource Management Review, 21(2), pp.123-36.

HRzone, 2017. How human resource management benefits a company. [Online] Available at: https://www.hrzone.com/community/blogs/tourandtravelblog/how-human-resource-management-benefits-a-company [Accessed 4 December 2018].

Pongpearchan, P., 2015. Effect of transformational leadership on strategic human resourcemanagement and firm success of Toyota’s dealer in Thailand. The Business and Management Review, pp.256-65.

Rebecca, 2010. The Impact of High-Performance Human Resource Practices on Employees’ Attitudes and Behaviors. Journal of Management, 39(2), pp.366 - 391.

Tiwari, N., 2013. Managing human resources in international organizations. Global Journal of Management and Business Studies, 3(4), pp.355-60.