Fluent Essays

Part A (AC1.1) (950 words) In this part of the report you are required to do two things. You are required to conduct research and produce a report on the role and contribution of the HR professional within organisations and how the CIPD’s Profession Map helps to define this https://www.cipd.co.uk/learn/career/profession-map/2013-profession-map You should then produce a report of approximately 950 words to cover the following points: 1.An evaluation of what it means to be an HR professional in the contemporary and emerging business environment. (AC1.1) (approx 200 words) 2.The range of knowledge, skills and behaviours required by HR professionals and stating why these are important (use the terminology from the CIPD Profession Map and illustrate with examples as appropriate). (AC1.1) (approx 350 words) 3.How the CIPD Profession Map is used to define and evaluate what HR professional do. (AC1.1) (approx 200 words) 4.ADDITIONAL REQUIREMENTS: Please also comment on how you will transfer the new knowledge and skills gained during this assignment into working practices. You may also use this reflection for your CPD. (approx 200 words) Include 3-5 references from up to date and relevant sources in order to support your findings. Resources & Bibliography Handout: 5DVP Taylor and Woodhams, Studying Human Resource Management, CIPD 2012 CIPD HR Profession Map: http://www.cipd.co.uk/cipd-hr-profession/hr-profession-map/ The six competencies to inspire HR professionals for 2012, Dave Ulrich and colleagues , 04 Jan 2012 : http://www.hrmagazine.co.uk/hr/features/1020649/exclusive-the-competencies-inspire-hr-professionals-2012 CIPD research report, ‘Business Savvy – giving HR the edge’: https://www.cipd.co.uk/knowledge/strategy/hr/business-savvy-report Ted Johns, Izabela Mary Robinson, Jane Weightman, Managing People, CIPD 2005 Online articles on time management: http://www.mindtools.com/pages/main/newMN_HTE.htm http://www.kent.ac.uk/careers/sk/time.htm http://www.targetcw.com/blog/effective-time-management-skills-for-hr-professionals/ Online article on project management: http://www.businessballs.com/project.htm Online article on critical thinking: http://www.criticalthinking.org/pages/defining-critical-thinking/766 Online article on Tuckman’s theory of group dynamics: http://www.businessballs.com/tuckmanformingstormingnormingperforming.htm . Forsyth D R, Group dynamics, 5th edition, Pacific Grove, CA, 2009 Online articles on managing conflict: http://www.mindtools.com/pages/article/newLDR_81.htm http://www.mindtools.com/stress/cwt/TeamNegotiationSkills.htm Yemm G, Influencing others – a key skill for all, Management Services, Summer. Vol 52, No 2, pp21-24 Online articles on influencing skills: http://www.mindtools.com/pages/article/six-principles-influence.htm Online articles on influencing and negotiation skills: http://www.mindtools.com/CommSkll/NegotiationSkills.htm http://www.kent.ac.uk/careers/sk/persuading.htm http://www.mindtools.com/pages/article/newCS_92.htm http://www.mindtools.com/pages/article/newCS_80.htm Online articles on political behaviour in organisations: https://dspace.lib.cranfield.ac.uk/bitstream/1826/4342/1/You_stab_my_back.pdf http://nuorder.wordpress.com/2011/11/23/managing-internal-politics/ http://www.mindtools.com/pages/article/newCDV_85.htm CPD Useful CIPD article at: http://www.cipd.co.uk/NR/rdonlyres/A8614FFF-2FCA-4708-9DBC-C15A5C1A8743/0/5741_CPD_brochure.pdf © Oakwood International Ltd. All rights reserved. Page 1 Oakwood International Referencing Requirements Level 3 At Level 3 there are no specific requirements to include references – however, the CIPD insist that if they are used, they shall be used correctly and in the same format as at Level 5 Level 5 The CIPD is not overly concerned by the number of references but the quality and the way they are cited. They require that we set our own standards of style rather than leaving it to the discretion of the candidate. These standards are to be introduced as part of the Induction Programme. There is no necessity to use Harvard or any other academic style – a simple, straightforward adaptation of this will suffice as below; The critical issue is that going forward students must ensure that if they cite in the narrative they must cite on the reference list and v.v. The narrative and reference list must mirror each other. Failure to do so will now result in a REFER – regardless of how good otherwise the assignment is. For Books and Journals Within the narrative: Simply state the name of the Author and Publication ensuring that quotation marks are used if using a direct quote as below It is generally considered that “competence or behaviour-based interviewing has developed in line with the use of competency frameworks” (Martin and Whiting – Human Resource Practice). Within the Reference list: Martin M and Whiting F - Human Resource Practice (7th Ed) For websites Within the narrative: Chartered Institute of Personnel and Development: www.cipd.co.uk/knowledge/fundamentals/people/performance/factsheet With the Reference List: Chartered Institute of Personnel and Development www.cipd.co.uk/knowledge/fundamentals/people/performance/factsheet The whole URL link must be included 12/15/2020 Oakwood International Online Services - Send Assignment Report onlineservices.oakwoodinternational.co.uk/myReport.php?cohortID=579&assignID=5DVP 1/10 To: Nouf alabdullatif <[email protected]> Subject: Your Oakwood 5DVP Marking Report (Cohort: HRM12SRW) Dear Nouf alabdullatif Thank you for submitting your assignment for Unit 5DVP. A good start - a little more to do This has now been reviewed and you have made a really good start. However, a REFER for some of the assessment criteria shows you where you need to make some changes. Our full feedback is shown in your assignment report. To view this please log into Online Services, and on your home page select the relevant Assignment Report button for this unit. To resubmit this work, please log in to Online Services, select the UNIT on the submission drop down and edit your REFERRED assignment text. We look forward to this being resubmitted by 23-12-2020. Don't forget assignment support is available at http://www.oakwooddubai.ae/students-blog/ (http://www.oakwooddubai.ae/students-blog/) and https://www.cipd.co.uk/ (https://www.cipd.co.uk/) Polite Reminder: You must be in full CIPD Membership up to, and at the time of completion of the qualification. Remember to input your CIPD membership number on to Oakwood Online services. You cannot complete your qualification and gain your certificate without being in membership. Take action now and contact the CIPD directly on 00(44) 208 612 6208 or [email protected] (mailto:[email protected]) Kind regards Student Support Team Oakwood International Ltd, Maxwelton House, 41-43 Boltro Road, Haywards Heath, West Sussex, RH16 1BJ Tel: +44 (0)1444 459500 Website: oakwooddubai.ae (http://www.oakwooddubai.ae) (http://www.oakwooddubai.ae) CIPD (http://www.oakwooddubai.ae/qualifications/cipd/) • ILM (http://www.o (http://www.oakwooddubai.ae/qualifications/cim/) Follow us on Social Media Pinterest (https://uk.pinterest.com/oakwoodinternat/) Facebook (https://www.facebook.com/oakwoodinternational? ref=aymt_homepage_panel) Twitter (https://twitter.com/Oakwood_Int? lang=en-gb) LinkedIn (https://www.linkedin.com/company/oakw trk=vsrp_companies_res_name&trkInfo=VSRPsearc (CIPD NAB IHR101001 (17) Ex 09/20) (CIPD NAB I302002 (17) Ex 09/20) Part 2: Once you have completed the above tasks you MUST submit this part of the assignment. Then proceed to the CPD Record and Plan Template found on your Home page on Online Services and do the following: From the self-assessment, identify areas you would like to develop and devise your own CPD Plan (AC3.2). This should be future-based. This should include 3 CPD options to meet your identified needs explaining why you have chosen that option (AC3.3) Prepare a CPD Record that includes 3-6 learning experiences that have been significant to your professional development. This should be work related experience/activities that you have undertaken in the last 6 months. (AC3.3). Please note: Your work for part 1 will not be available for marking until you have also completed at least 3 entries for each of the Record and Plan. (CIPD NAB I302002(17) Ex 09/20) (CIPD NAB IHR101001(17) Ex 09/20) HRM12SRW (5DVPA) Part A (AC1.1) (950 words) In this part of the report you are required to do two things. You are required to conduct research and produce a report on the role and contribution of the HR professional within organisations and how the CIPD’s Profession Map helps to define this https://www.cipd.co.uk/learn/career/profession-map/2013-profession-map (https://www.cipd.co.uk/learn/career/profession-map/2013-profession-map) You should then produce a report of approximately 750 words to cover the following points: http://www.oakwooddubai.ae/students-blog/ https://www.cipd.co.uk/ mailto:[email protected] http://www.oakwooddubai.ae/ http://www.oakwooddubai.ae/ http://www.oakwooddubai.ae/qualifications/cipd/ http://www.oakwooddubai.ae/qualifications/ilm/ http://www.oakwooddubai.ae/qualifications/cim/ https://uk.pinterest.com/oakwoodinternat/ https://www.facebook.com/oakwoodinternational?ref=aymt_homepage_panel https://twitter.com/Oakwood_Int?lang=en-gb https://www.linkedin.com/company/oakwood-international?trk=vsrp_companies_res_name&trkInfo=VSRPsearchId%3A2878341891426183080497,VSRPtargetId%3A3093653,VSRPcmpt%3Aprimary https://www.cipd.co.uk/learn/career/profession-map/2013-profession-map 12/15/2020 Oakwood International Online Services - Send Assignment Report onlineservices.oakwoodinternational.co.uk/myReport.php?cohortID=579&assignID=5DVP 2/10 Assessor Comments PASS / REFER 1. An evaluation of what it means to be an HR professional in the contemporary and emerging business environment. (AC1.1) (approx 200 words) You have provided an appropriate summary of the role of the HR professional, although reference to the Profession Map would have added value. Pass Human Resource Management forms an integral part in organizational management for medium and large companies with little evidence of necessity in small startups. In startups, there are minimal staff members with acute knowledge of the founder and, as such, are best placed to help in the realization of the founder's objectives. In a contemporary business environment that requires an HRM, some various contributions and responsibilities define its human resources and the processes for which they are responsible. While human resource management's conventional roles are yet to change, the operational processes involved in executing the responsibilities associated with HR are rapidly changing (HR Profession Map:http://www.cipd.co.uk/cipd-hr- profession/hr-profession-map/ (http://www.cipd.co.uk/cipd-hr-profession/hr-profession-map/)). A contemporary HR professional has efficiency embedded in their dictionary and values its value to the professional and the organization as a whole. Training and adaptation to change and flexibility, commitment, and, most of all, information constitute the conventional life choices and decisions of the modern-day HR professional. While involvement in organizational processes and systems with objectives of their improvement is honorable and contributes towards creating enhanced product and service provision, professional employees also take care of themselves. They also learn how to manage teams due to the prevalence of teamwork in contemporary organizations. Other skill sets necessary for a contemporary HRM in most industries include intra- management of fellow employees and adequate working skills for interactive management and working opportunities with one's superior. In a nutshell, contemporary organizations prefer to have a wonderful setting in their employ. 2. The range of knowledge, skills and behaviours required by HR professionals and stating why these are important (use the terminology from the CIPD Profession Map and illustrate with examples as appropriate). (AC1.1) (approx 350 words) You have integrated most elements of the PM effectively here - your discussion covers aspects of Professional Areas, Core Areas and Behaviours, in relation to the skills and knowledge required. Pass For effective engagement in organizational activities, each employee has to possess specific behavioral skills and qualities as defined by their knowledge of corporate affairs, management, leadership psychology, and effective craft. A good HR employee should know how to relate to other employees, have knowledge of organizational design and development, and possess insight on the concept of performance and reward. In knowing how to relate to other employees, the HR employee could effectively improve teamwork and collaboration while also appropriately assigning employees to relevant positions based on the skills and abilities. Knowledge of organizational design is influential in establishing a viable career path for each employee to increase their job satisfaction. Finally, knowledge of the concept of performance and reward makes for the development of a powerful motivation strategy that could be influential in evaluating and rewarding employee performance as a means of harnessing their potential. Knowledge for an HR employee applies in cohorts with skill and behavior to retaliate optimal performances for an employee involved in the sector. Curiosity, decisiveness, and personal credibility are some of the most critical skillset requisites of an HR professional in an organizational setup. While curiosity breeds creativity and the drive to achieve more through various means through the path of most success, personal credibility offers inspiration to others at work and provides them with a chance to see all theoretical definitions of good artistry manifest on an individual. On the other hand, decisiveness creates a transparent chain of command with enhanced efficiency due to minimizing confusion and interference. These skills and knowledge define the acquired behaviors of an HR professional, which are often modeled in ways to guarantee their success. The courage to challenge as a professional behavior is essential for developing grit in the face of adversity and, thus, critical for success. The role model behavior that manifests integrity, impartiality, and independence is a manifestation of maturity for an HR professional. 3. How the CIPD Profession Map is used to define and evaluate what HR professional do. (AC1.1) (approx 200 words) This is rather 'wordy' and difficult to follow - however, you have provided appropriate discussion, based on the PM framework. Pass http://www.cipd.co.uk/cipd-hr-profession/hr-profession-map/ 12/15/2020 Oakwood International Online Services - Send Assignment Report onlineservices.oakwoodinternational.co.uk/myReport.php?cohortID=579&assignID=5DVP 3/10 The CIPD 2013 framework is a comprehensive, detailed attempt at understanding professionalism in HR. the model is purposefully designed to improve HR professionalism by providing to the various stakeholders a definition of the concept of HR professionalism and detailing the activities, skills, behaviors, and knowledge required for an accomplished HR professional. The framework defines HR professionalism by specifying the specific functional activities associated with an HR professional and implementing standards that meet professionalism. Simply put, the framework determines the act ivies that constitute HRM in an organization and provides the standards that determine whether or not the activities re carried out professionally. For its evaluative characterizations, the framework provides identification criteria for professional endowment within HR. The Professional Map is an organizational benchmark for optimal organizational achievement in regards to HR professionalism. It provides the threshold for consideration of professionalism in HR departments by providing an organization with a baseline for comparing what ought to be versus the actual procedural and operational HR activities they practice. Discrepancies of the latter from the former indicate deficiencies in a company's HR professionalism, which manifests the CIPD's evaluative features (CIPD research report, ‘Business Savvy – giving HR the edge’: https://www.cipd.co.uk/knowledge/strategy/hr/business-savvy-report (https://www.cipd.co.uk/knowledge/strategy/hr/business-savvy-report)). 4. ADDITIONAL REQUIREMENTS: Please also comment on how you will transfer the new knowledge and skills gained during this assignment into working practices. You may also use this reflection for your CPD. (approx 200 words) This is not a CPD comment - it is further discussion of the topic. Please delete this. You need to write a summative statement about your own experience of learning with regard to this topic. What have you learned and how will you use this information? You should be using the first person - 'I have learned that....' Refer Referred Work Translating theoretical knowledge into actual applicable skill determines whether or not a concept changes the existing industrial/practice situation. However, there are specific challenges to incorporating theoretical knowledge into practical accomplishments, and successful implementation relies on adherence to specific ground rules. For one, one has to learn to relate to the theoretical content of the concept. In doing so, one establishes the connection between the theory of the concept and its practical implementation. This connection helps in filling in the dots necessary for practical visualization and ultimate realization. Relating the CIPD framework specifications to organizational HR improvements concerning existing protocols helps problem definition, which leads to improvements when said problems are fixed. In addition to establishing the relationship between the concept theory and practicality, understanding the balance between conceptual theory and actualization is key to successful implementation. Given that one is useless without the other (you can't practice a theory without one, and theory is useless without implementation), understanding the balance between theory and practice defines the implementation criteria by elaborating on the viable implementation process for the criteria based on the theoretical sections whose applications are as beneficial as they are realistic (The six competencies to inspire HR professionals for 2012, Dave Ulrich and colleagues , 04 Jan 2012 : http://www.hrmagazine.co.uk/hr/features/1020649/exclusive-the-competencies-inspire-hr-professionals- (http://www.hrmagazine.co.uk/hr/features/1020649/exclusive-the-competencies-inspire-hr- professionals-)). You should also include 3-5 references from up to date and relevant sources in order to support your findings. 3 -5 references are provided Pass Date Work Assessor Comments 2020-12-02 11:28:52 Translating theoretical knowledge into actual applicable skill determines whether or not a concept changes the existing industrial/practice situation. However, there are specific challenges to incorporating theoretical knowledge into practical accomplishments, and successful implementation relies on adherence to specific ground rules. For one, one has to learn to relate to the theoretical content of the concept. In doing so, one establishes the connection between the theory of the concept and its practical implementation. This connection helps in filling in the dots necessary for practical visualization and ultimate realization. Relating the CIPD framework specifications to organizational HR improvements concerning existing protocols helps problem definition, which leads to improvements when said problems are fixed. In addition to establishing the relationship between the concept theory and practicality, understanding the balance between conceptual theory and actualization is key to successful implementation. Given that one is useless without the other (you can't practice a theory without one, and theory is useless without implementation), understanding the balance between theory and practice defines the implementation criteria by elaborating on the viable implementation process for the criteria based on the theoretical sections whose applications are as beneficial as they are realistic (The six competencies to inspire HR professionals for 2012, Dave Ulrich and colleagues , 04 Jan 2012 : http://www.hrmagazine.co.uk/hr/features/1020649/exclusive-the-competencies-inspire-hr-professionals- (http://www.hrmagazine.co.uk/hr/features/1020649/exclusive-the-competencies-inspire-hr- professionals-)). This is not a CPD comment - it is further discussion of the topic. Please delete this. You need to write a summative statement about your own experience of learning with regard to this topic. What have you learned and how will you use this information? You should be using the first person - 'I have learned that....' https://www.cipd.co.uk/knowledge/strategy/hr/business-savvy-report http://www.hrmagazine.co.uk/hr/features/1020649/exclusive-the-competencies-inspire-hr-professionals- http://www.hrmagazine.co.uk/hr/features/1020649/exclusive-the-competencies-inspire-hr-professionals- 12/15/2020 Oakwood International Online Services - Send Assignment Report onlineservices.oakwoodinternational.co.uk/myReport.php?cohortID=579&assignID=5DVP 4/10 CIPD research report, ‘Business Savvy – giving HR the edge’ https://www.cipd.co.uk/knowledge/strategy/hr/business-savvy-report (https://www.cipd.co.uk/knowledge/strategy/hr/business-savvy- report) HR Profession Map http://www.cipd.co.uk/cipd-hr-profession/hr-profession-map/ (http://www.cipd.co.uk/cipd-hr-profession/hr-profession-map/) The six competencies to inspire HR professionals for 2012, Dave Ulrich and colleagues , 04 Jan 2012 http://www.hrmagazine.co.uk/hr/features/1020649/exclusive-the-competencies-inspire-hr-professionals-2012 (http://www.hrmagazine.co.uk/hr/features/1020649/exclusive-the-competencies- inspire-hr-professionals-2012) HRM12SRW (5DVPB) Part B (AC3.1) Using the CIPD Profession Map (My CPD Map) available at www.cipd.co.uk/learn/cpd/map undertake a self-assessment of your current knowledge, skills and behaviours as an HR professional. Your self-assessment should: Focus on a ‘Professional Area’ applicable to your role, or one that interests you e.g. one in which you would like to develop your career. These must be Areas from the Profession Map. Include the two ‘Core’ Areas – ‘Insights, strategies and solutions’ and ‘Leading HR’ Your completed self-assessment will be used to produce your CPD Plan (Part C), which will be based on the development needs identified. Assessor Comments PASS / REFER 1. Your completed ‘My CPD’ self-assessment report front screen shot should be saved as a picture and then ‘uploaded’ into the box below. (AC3.1) You have not understood what is required here - this is not a narrative task. This narrative should be in Part C - please delete this. Please insert the circle diagram that is the result of your self-assessment on using the MyCPD tool from the CIPD website. That is ALL that is needed here. Refer https://www.cipd.co.uk/knowledge/strategy/hr/business-savvy-report http://www.cipd.co.uk/cipd-hr-profession/hr-profession-map/ http://www.hrmagazine.co.uk/hr/features/1020649/exclusive-the-competencies-inspire-hr-professionals-2012 12/15/2020 Oakwood International Online Services - Send Assignment Report onlineservices.oakwoodinternational.co.uk/myReport.php?cohortID=579&assignID=5DVP 5/10 Referred Work The current position I occupy in the organization I work for is HR Lead, which according to the CPD Map, puts me in band one given that I am just a few months old in a startup organization’s HR division. Currently, I focus on providing information as well as data processing, among other activities. In addition, I am still pursuing education and a lack of tangible experience in HRM. Moving from band one to band two will require me to indulge in some more senior HR activities than what I currently handle. These include spending more time solve HR problems, information analysis, switching focus from my own issues such as learning and gaining experience and knowledge to more company based issues such as company goals, engaging in more company projects that have the potential of equipping me with more opportunities of knowledge and experience concerning various aspects of the HR department. One of my professional areas is employee engagement, which still put me band one due to roles and responsibilities that I still undertake, including collecting and analyzing employee responses, maintaining the information, and building engagement workshops. For me, the most important thing is gaining experience in the HR department basics. To move to band three, I must act as a role model and focus on building more knowledge and offering professional and up-to-date advice to all staff by using my own understanding of HR and business trends. To do this, I need to study further and do research to keep my knowledge relevant and up to date. HRM12SRW (5DVPC) Part C (A.C.3.2 & 3.3) (Approximately 250 words for self-assessment summary and about 500 words for CPD Plan and Record) You are required to apply the techniques of Continuous Professional Development. You need to: Assessor Comments PASS / REFER 1. Part 1: Provide a summary of your ‘My CPD’ self-assessment in approximately 250 words in the box below – for example, key development identified, any surprises, how useful you found the exercise (approx 250 words) You have produced a useful and meaningful summary of your current strengths, together with a reflection on areas where you might benefit from further development. Pass Date Work Assessor Comments 2020-12-02 11:31:06 The current position I occupy in the organization I work for is HR Lead, which according to the CPD Map, puts me in band one given that I am just a few months old in a startup organization’s HR division. Currently, I focus on providing information as well as data processing, among other activities. In addition, I am still pursuing education and a lack of tangible experience in HRM. Moving from band one to band two will require me to indulge in some more senior HR activities than what I currently handle. These include spending more time solve HR problems, information analysis, switching focus from my own issues such as learning and gaining experience and knowledge to more company based issues such as company goals, engaging in more company projects that have the potential of equipping me with more opportunities of knowledge and experience concerning various aspects of the HR department. One of my professional areas is employee engagement, which still put me band one due to roles and responsibilities that I still undertake, including collecting and analyzing employee responses, maintaining the information, and building engagement workshops. For me, the most important thing is gaining experience in the HR department basics. To move to band three, I must act as a role model and focus on building more knowledge and offering professional and up-to-date advice to all staff by using my own understanding of HR and business trends. To do this, I need to study further and do research to keep my knowledge relevant and up to date. You have not understood what is required here - this is not a narrative task. This narrative should be in Part C - please delete this. Please insert the circle diagram that is the result of your self-assessment on using the MyCPD tool from the CIPD website. That is ALL that is needed here. 12/15/2020 Oakwood International Online Services - Send Assignment Report onlineservices.oakwoodinternational.co.uk/myReport.php?cohortID=579&assignID=5DVP 6/10 After exploring the CPD Map, it turns out that my behaviors include decisive thinker, skilled influencer, credible personality-wise, collaborative, courage to challenge, role model, and curious, all of which are consistent with being in band one. When it comes to professional areas, I occupy only three areas, including organizational development, organizational design, and employee engagement. Again, the above are consistent with band one, where I believe I belong to. A key development noticeable from 'My CPD' assessment result is that a couple of behaviors that are often exhibited by senior HR professionals that belong in band four have started emerging in me while some are already exceeding. Being a role model and skilled influencer are two behaviors that I strongly feel are often exhibited by senior and experienced HR professionals. Again I consider such a milestone as a surprise as well. One of my professional areas is employee engagement, which is consistent with classification under band one. This is true because some of the roles and responsibilities discharged under this category include collecting and analyzing employee responses, maintaining the information, building engagement workshops, among others. I believe I'm credible, which put me in band two. This is because I use my experience and identify opportunities to widen my existing skills. I am able to provide advice and take on any learning from colleagues and managers. This is because by studying CIPD, I am able to use some of my own knowledge and skills to help out and give advice. I am also always keen on taking any new learning as it helps me with my progression. To move to band three, I must act as a role model and focus on building more knowledge and offering professional and up-to-date advice to all staff by using my own knowledge of HR and business trends. In order to do this, I need to further study and do research to keep my knowledge relevant and up to date. 2. HRM12SRW (5DVPD) Part D (AC 1.2, 2.1, 2.2, 2.3) (1,450 words) Describe the elements of group dynamics and conflict resolution methods, and provide evidence of your ability to perform efficiently and effectively as an HR professional. Section 2 must be based on a recent or current project (large or small) which you have led - or in which you have taken a leading role, or been part of the project team. Assessor Comments PASS / REFER 1. GROUP DYNAMICS Describe the elements of Group Dynamics and why it is important to understand this from an HR perspective. You should make reference to a model of group processes explaining how this may be used to identify and manage group dynamics. (AC1.2) (approx 400 words) Elements of group dynamics are described, together with appropriate comment on why it is important to understand these. Pass 12/15/2020 Oakwood International Online Services - Send Assignment Report onlineservices.oakwoodinternational.co.uk/myReport.php?cohortID=579&assignID=5DVP 7/10 Within any group, it is possible to identify a set of behavioral and psychological processes among members. Therefore, group dynamics is the nature, development, and relationship of every member within a group. The elements of group dynamics include “forming, norming, storming, performing, and adjourning” (Forsyth, 2018 – Group Dynamics). Group members can focus on specific issues in the element of group dynamics. Forming: This is the first aspect of group dynamics, and it involves group members interact with each other for the first time. Group members may get to know one another by name, origin, and various attributes. Besides, group members may also share their expectations about the group and create policies that guide the group (Forsyth, 2018– Group Dynamics). Also, members may learn the purpose of the group to ensure everybody is on track. Therefore, this stage is vital since it helps build trust and openness among individuals to enhance the group's efficient management. Storming: Disagreements and conflicts are observed among members in this element (Forsyth, 2018 – Group Dynamics). Group members may develop oppositions due to leadership positions, while others may challenge group goals. In case conflict resolution methods are not applied, the group may disintegrate and cannot move to the next stages (Forsyth, 2018 – Group Dynamics). Therefore, group members should use appropriate methods to solve conflicts and encourage the de- escalation of disagreements to prevent group members from leaving the group. Norming: In this stage, group members begin to share group expectations and recognize differences among themselves. Members also encourage cohesion and identity to strengthen and bring the group together (Forsyth, 2018– Group Dynamics). Additionally, members may divide responsibility appropriately among each other to facilitate group operations efficiently. Group members also develop a cooperative effort to move the group forward. Performing: At this stage, the group is mature and capable of handling vital issues. Group members emphasize unity and focus on resolving conflicts through discussions. Also, members use rational processes based on the group's goals to make appropriate decisions (Forsyth, 2018 – Group Dynamics). The group develops the aspect of cohesiveness to push them forward. Adjournment: At this stage, the group my slip. However, groups tend to demobilize due to various reasons. In most cases, groups adjourn after completing the assignment (Forsyth, 2018– Group Dynamics). Other groups may stay permanent until death. In this stage, members become sad since they part ways with others. An individual should understand group dynamics elements from an HR perspective since it plays an essential role in forming business groups. Business enterprises mostly use group dynamics to form groups and accomplish vital assignments related to business and research (Forsyth, 2018 – Group Dynamics). Therefore, group dynamics are essential when forming groups to discuss an issue or conduct research, and they are applicable in the real world. Explain how conflict might arise within a group setting - provide 2 examples within an HR Context, and suggest ways of overcoming these (AC1.2) (approx 225 words) Conflict resolution methods are described - you have provided useful examples (although, hopefully, the first one occurs only rarely!). Pass 12/15/2020 Oakwood International Online Services - Send Assignment Report onlineservices.oakwoodinternational.co.uk/myReport.php?cohortID=579&assignID=5DVP 8/10 Conflicts among group members is a typical phenomenon … 12/15/2020 Oakwood International Online Services - Send Assignment Report onlineservices.oakwoodinternational.co.uk/myReport.php?cohortID=579&assignID=5DVP 1/10 To: Nouf alabdullatif <[email protected]> Subject: Your Oakwood 5DVP Marking Report (Cohort: HRM12SRW) Dear Nouf alabdullatif Thank you for submitting your assignment for Unit 5DVP. A good start - a little more to do This has now been reviewed and you have made a really good start. However, a REFER for some of the assessment criteria shows you where you need to make some changes. Our full feedback is shown in your assignment report. To view this please log into Online Services, and on your home page select the relevant Assignment Report button for this unit. To resubmit this work, please log in to Online Services, select the UNIT on the submission drop down and edit your REFERRED assignment text. We look forward to this being resubmitted by 23-12-2020. Don't forget assignment support is available at http://www.oakwooddubai.ae/students-blog/ (http://www.oakwooddubai.ae/students-blog/) and https://www.cipd.co.uk/ (https://www.cipd.co.uk/) Polite Reminder: You must be in full CIPD Membership up to, and at the time of completion of the qualification. Remember to input your CIPD membership number on to Oakwood Online services. You cannot complete your qualification and gain your certificate without being in membership. Take action now and contact the CIPD directly on 00(44) 208 612 6208 or [email protected] (mailto:[email protected]) Kind regards Student Support Team Oakwood International Ltd, Maxwelton House, 41-43 Boltro Road, Haywards Heath, West Sussex, RH16 1BJ Tel: +44 (0)1444 459500 Website: oakwooddubai.ae (http://www.oakwooddubai.ae) (http://www.oakwooddubai.ae) CIPD (http://www.oakwooddubai.ae/qualifications/cipd/) • ILM (http://www.o (http://www.oakwooddubai.ae/qualifications/cim/) Follow us on Social Media Pinterest (https://uk.pinterest.com/oakwoodinternat/) Facebook (https://www.facebook.com/oakwoodinternational? ref=aymt_homepage_panel) Twitter (https://twitter.com/Oakwood_Int? lang=en-gb) LinkedIn (https://www.linkedin.com/company/oakw trk=vsrp_companies_res_name&trkInfo=VSRPsearc (CIPD NAB IHR101001 (17) Ex 09/20) (CIPD NAB I302002 (17) Ex 09/20) Part 2: Once you have completed the above tasks you MUST submit this part of the assignment. Then proceed to the CPD Record and Plan Template found on your Home page on Online Services and do the following: From the self-assessment, identify areas you would like to develop and devise your own CPD Plan (AC3.2). This should be future-based. This should include 3 CPD options to meet your identified needs explaining why you have chosen that option (AC3.3) Prepare a CPD Record that includes 3-6 learning experiences that have been significant to your professional development. This should be work related experience/activities that you have undertaken in the last 6 months. (AC3.3). Please note: Your work for part 1 will not be available for marking until you have also completed at least 3 entries for each of the Record and Plan. (CIPD NAB I302002(17) Ex 09/20) (CIPD NAB IHR101001(17) Ex 09/20) HRM12SRW (5DVPA) Part A (AC1.1) (950 words) In this part of the report you are required to do two things. You are required to conduct research and produce a report on the role and contribution of the HR professional within organisations and how the CIPD’s Profession Map helps to define this https://www.cipd.co.uk/learn/career/profession-map/2013-profession-map (https://www.cipd.co.uk/learn/career/profession-map/2013-profession-map) You should then produce a report of approximately 750 words to cover the following points: http://www.oakwooddubai.ae/students-blog/ https://www.cipd.co.uk/ mailto:[email protected] http://www.oakwooddubai.ae/ http://www.oakwooddubai.ae/ http://www.oakwooddubai.ae/qualifications/cipd/ http://www.oakwooddubai.ae/qualifications/ilm/ http://www.oakwooddubai.ae/qualifications/cim/ https://uk.pinterest.com/oakwoodinternat/ https://www.facebook.com/oakwoodinternational?ref=aymt_homepage_panel https://twitter.com/Oakwood_Int?lang=en-gb https://www.linkedin.com/company/oakwood-international?trk=vsrp_companies_res_name&trkInfo=VSRPsearchId%3A2878341891426183080497,VSRPtargetId%3A3093653,VSRPcmpt%3Aprimary https://www.cipd.co.uk/learn/career/profession-map/2013-profession-map 12/15/2020 Oakwood International Online Services - Send Assignment Report onlineservices.oakwoodinternational.co.uk/myReport.php?cohortID=579&assignID=5DVP 2/10 Assessor Comments PASS / REFER 1. An evaluation of what it means to be an HR professional in the contemporary and emerging business environment. (AC1.1) (approx 200 words) You have provided an appropriate summary of the role of the HR professional, although reference to the Profession Map would have added value. Pass Human Resource Management forms an integral part in organizational management for medium and large companies with little evidence of necessity in small startups. In startups, there are minimal staff members with acute knowledge of the founder and, as such, are best placed to help in the realization of the founder's objectives. In a contemporary business environment that requires an HRM, some various contributions and responsibilities define its human resources and the processes for which they are responsible. While human resource management's conventional roles are yet to change, the operational processes involved in executing the responsibilities associated with HR are rapidly changing (HR Profession Map:http://www.cipd.co.uk/cipd-hr- profession/hr-profession-map/ (http://www.cipd.co.uk/cipd-hr-profession/hr-profession-map/)). A contemporary HR professional has efficiency embedded in their dictionary and values its value to the professional and the organization as a whole. Training and adaptation to change and flexibility, commitment, and, most of all, information constitute the conventional life choices and decisions of the modern-day HR professional. While involvement in organizational processes and systems with objectives of their improvement is honorable and contributes towards creating enhanced product and service provision, professional employees also take care of themselves. They also learn how to manage teams due to the prevalence of teamwork in contemporary organizations. Other skill sets necessary for a contemporary HRM in most industries include intra- management of fellow employees and adequate working skills for interactive management and working opportunities with one's superior. In a nutshell, contemporary organizations prefer to have a wonderful setting in their employ. 2. The range of knowledge, skills and behaviours required by HR professionals and stating why these are important (use the terminology from the CIPD Profession Map and illustrate with examples as appropriate). (AC1.1) (approx 350 words) You have integrated most elements of the PM effectively here - your discussion covers aspects of Professional Areas, Core Areas and Behaviours, in relation to the skills and knowledge required. Pass For effective engagement in organizational activities, each employee has to possess specific behavioral skills and qualities as defined by their knowledge of corporate affairs, management, leadership psychology, and effective craft. A good HR employee should know how to relate to other employees, have knowledge of organizational design and development, and possess insight on the concept of performance and reward. In knowing how to relate to other employees, the HR employee could effectively improve teamwork and collaboration while also appropriately assigning employees to relevant positions based on the skills and abilities. Knowledge of organizational design is influential in establishing a viable career path for each employee to increase their job satisfaction. Finally, knowledge of the concept of performance and reward makes for the development of a powerful motivation strategy that could be influential in evaluating and rewarding employee performance as a means of harnessing their potential. Knowledge for an HR employee applies in cohorts with skill and behavior to retaliate optimal performances for an employee involved in the sector. Curiosity, decisiveness, and personal credibility are some of the most critical skillset requisites of an HR professional in an organizational setup. While curiosity breeds creativity and the drive to achieve more through various means through the path of most success, personal credibility offers inspiration to others at work and provides them with a chance to see all theoretical definitions of good artistry manifest on an individual. On the other hand, decisiveness creates a transparent chain of command with enhanced efficiency due to minimizing confusion and interference. These skills and knowledge define the acquired behaviors of an HR professional, which are often modeled in ways to guarantee their success. The courage to challenge as a professional behavior is essential for developing grit in the face of adversity and, thus, critical for success. The role model behavior that manifests integrity, impartiality, and independence is a manifestation of maturity for an HR professional. 3. How the CIPD Profession Map is used to define and evaluate what HR professional do. (AC1.1) (approx 200 words) This is rather 'wordy' and difficult to follow - however, you have provided appropriate discussion, based on the PM framework. Pass http://www.cipd.co.uk/cipd-hr-profession/hr-profession-map/ 12/15/2020 Oakwood International Online Services - Send Assignment Report onlineservices.oakwoodinternational.co.uk/myReport.php?cohortID=579&assignID=5DVP 3/10 The CIPD 2013 framework is a comprehensive, detailed attempt at understanding professionalism in HR. the model is purposefully designed to improve HR professionalism by providing to the various stakeholders a definition of the concept of HR professionalism and detailing the activities, skills, behaviors, and knowledge required for an accomplished HR professional. The framework defines HR professionalism by specifying the specific functional activities associated with an HR professional and implementing standards that meet professionalism. Simply put, the framework determines the act ivies that constitute HRM in an organization and provides the standards that determine whether or not the activities re carried out professionally. For its evaluative characterizations, the framework provides identification criteria for professional endowment within HR. The Professional Map is an organizational benchmark for optimal organizational achievement in regards to HR professionalism. It provides the threshold for consideration of professionalism in HR departments by providing an organization with a baseline for comparing what ought to be versus the actual procedural and operational HR activities they practice. Discrepancies of the latter from the former indicate deficiencies in a company's HR professionalism, which manifests the CIPD's evaluative features (CIPD research report, ‘Business Savvy – giving HR the edge’: https://www.cipd.co.uk/knowledge/strategy/hr/business-savvy-report (https://www.cipd.co.uk/knowledge/strategy/hr/business-savvy-report)). 4. ADDITIONAL REQUIREMENTS: Please also comment on how you will transfer the new knowledge and skills gained during this assignment into working practices. You may also use this reflection for your CPD. (approx 200 words) This is not a CPD comment - it is further discussion of the topic. Please delete this. You need to write a summative statement about your own experience of learning with regard to this topic. What have you learned and how will you use this information? You should be using the first person - 'I have learned that....' Refer Referred Work Translating theoretical knowledge into actual applicable skill determines whether or not a concept changes the existing industrial/practice situation. However, there are specific challenges to incorporating theoretical knowledge into practical accomplishments, and successful implementation relies on adherence to specific ground rules. For one, one has to learn to relate to the theoretical content of the concept. In doing so, one establishes the connection between the theory of the concept and its practical implementation. This connection helps in filling in the dots necessary for practical visualization and ultimate realization. Relating the CIPD framework specifications to organizational HR improvements concerning existing protocols helps problem definition, which leads to improvements when said problems are fixed. In addition to establishing the relationship between the concept theory and practicality, understanding the balance between conceptual theory and actualization is key to successful implementation. Given that one is useless without the other (you can't practice a theory without one, and theory is useless without implementation), understanding the balance between theory and practice defines the implementation criteria by elaborating on the viable implementation process for the criteria based on the theoretical sections whose applications are as beneficial as they are realistic (The six competencies to inspire HR professionals for 2012, Dave Ulrich and colleagues , 04 Jan 2012 : http://www.hrmagazine.co.uk/hr/features/1020649/exclusive-the-competencies-inspire-hr-professionals- (http://www.hrmagazine.co.uk/hr/features/1020649/exclusive-the-competencies-inspire-hr- professionals-)). You should also include 3-5 references from up to date and relevant sources in order to support your findings. 3 -5 references are provided Pass Date Work Assessor Comments 2020-12-02 11:28:52 Translating theoretical knowledge into actual applicable skill determines whether or not a concept changes the existing industrial/practice situation. However, there are specific challenges to incorporating theoretical knowledge into practical accomplishments, and successful implementation relies on adherence to specific ground rules. For one, one has to learn to relate to the theoretical content of the concept. In doing so, one establishes the connection between the theory of the concept and its practical implementation. This connection helps in filling in the dots necessary for practical visualization and ultimate realization. Relating the CIPD framework specifications to organizational HR improvements concerning existing protocols helps problem definition, which leads to improvements when said problems are fixed. In addition to establishing the relationship between the concept theory and practicality, understanding the balance between conceptual theory and actualization is key to successful implementation. Given that one is useless without the other (you can't practice a theory without one, and theory is useless without implementation), understanding the balance between theory and practice defines the implementation criteria by elaborating on the viable implementation process for the criteria based on the theoretical sections whose applications are as beneficial as they are realistic (The six competencies to inspire HR professionals for 2012, Dave Ulrich and colleagues , 04 Jan 2012 : http://www.hrmagazine.co.uk/hr/features/1020649/exclusive-the-competencies-inspire-hr-professionals- (http://www.hrmagazine.co.uk/hr/features/1020649/exclusive-the-competencies-inspire-hr- professionals-)). This is not a CPD comment - it is further discussion of the topic. Please delete this. You need to write a summative statement about your own experience of learning with regard to this topic. What have you learned and how will you use this information? You should be using the first person - 'I have learned that....' https://www.cipd.co.uk/knowledge/strategy/hr/business-savvy-report http://www.hrmagazine.co.uk/hr/features/1020649/exclusive-the-competencies-inspire-hr-professionals- http://www.hrmagazine.co.uk/hr/features/1020649/exclusive-the-competencies-inspire-hr-professionals- 12/15/2020 Oakwood International Online Services - Send Assignment Report onlineservices.oakwoodinternational.co.uk/myReport.php?cohortID=579&assignID=5DVP 4/10 CIPD research report, ‘Business Savvy – giving HR the edge’ https://www.cipd.co.uk/knowledge/strategy/hr/business-savvy-report (https://www.cipd.co.uk/knowledge/strategy/hr/business-savvy- report) HR Profession Map http://www.cipd.co.uk/cipd-hr-profession/hr-profession-map/ (http://www.cipd.co.uk/cipd-hr-profession/hr-profession-map/) The six competencies to inspire HR professionals for 2012, Dave Ulrich and colleagues , 04 Jan 2012 http://www.hrmagazine.co.uk/hr/features/1020649/exclusive-the-competencies-inspire-hr-professionals-2012 (http://www.hrmagazine.co.uk/hr/features/1020649/exclusive-the-competencies- inspire-hr-professionals-2012) HRM12SRW (5DVPB) Part B (AC3.1) Using the CIPD Profession Map (My CPD Map) available at www.cipd.co.uk/learn/cpd/map undertake a self-assessment of your current knowledge, skills and behaviours as an HR professional. Your self-assessment should: Focus on a ‘Professional Area’ applicable to your role, or one that interests you e.g. one in which you would like to develop your career. These must be Areas from the Profession Map. Include the two ‘Core’ Areas – ‘Insights, strategies and solutions’ and ‘Leading HR’ Your completed self-assessment will be used to produce your CPD Plan (Part C), which will be based on the development needs identified. Assessor Comments PASS / REFER 1. Your completed ‘My CPD’ self-assessment report front screen shot should be saved as a picture and then ‘uploaded’ into the box below. (AC3.1) You have not understood what is required here - this is not a narrative task. This narrative should be in Part C - please delete this. Please insert the circle diagram that is the result of your self-assessment on using the MyCPD tool from the CIPD website. That is ALL that is needed here. Refer https://www.cipd.co.uk/knowledge/strategy/hr/business-savvy-report http://www.cipd.co.uk/cipd-hr-profession/hr-profession-map/ http://www.hrmagazine.co.uk/hr/features/1020649/exclusive-the-competencies-inspire-hr-professionals-2012 12/15/2020 Oakwood International Online Services - Send Assignment Report onlineservices.oakwoodinternational.co.uk/myReport.php?cohortID=579&assignID=5DVP 5/10 Referred Work The current position I occupy in the organization I work for is HR Lead, which according to the CPD Map, puts me in band one given that I am just a few months old in a startup organization’s HR division. Currently, I focus on providing information as well as data processing, among other activities. In addition, I am still pursuing education and a lack of tangible experience in HRM. Moving from band one to band two will require me to indulge in some more senior HR activities than what I currently handle. These include spending more time solve HR problems, information analysis, switching focus from my own issues such as learning and gaining experience and knowledge to more company based issues such as company goals, engaging in more company projects that have the potential of equipping me with more opportunities of knowledge and experience concerning various aspects of the HR department. One of my professional areas is employee engagement, which still put me band one due to roles and responsibilities that I still undertake, including collecting and analyzing employee responses, maintaining the information, and building engagement workshops. For me, the most important thing is gaining experience in the HR department basics. To move to band three, I must act as a role model and focus on building more knowledge and offering professional and up-to-date advice to all staff by using my own understanding of HR and business trends. To do this, I need to study further and do research to keep my knowledge relevant and up to date. HRM12SRW (5DVPC) Part C (A.C.3.2 & 3.3) (Approximately 250 words for self-assessment summary and about 500 words for CPD Plan and Record) You are required to apply the techniques of Continuous Professional Development. You need to: Assessor Comments PASS / REFER 1. Part 1: Provide a summary of your ‘My CPD’ self-assessment in approximately 250 words in the box below – for example, key development identified, any surprises, how useful you found the exercise (approx 250 words) You have produced a useful and meaningful summary of your current strengths, together with a reflection on areas where you might benefit from further development. Pass Date Work Assessor Comments 2020-12-02 11:31:06 The current position I occupy in the organization I work for is HR Lead, which according to the CPD Map, puts me in band one given that I am just a few months old in a startup organization’s HR division. Currently, I focus on providing information as well as data processing, among other activities. In addition, I am still pursuing education and a lack of tangible experience in HRM. Moving from band one to band two will require me to indulge in some more senior HR activities than what I currently handle. These include spending more time solve HR problems, information analysis, switching focus from my own issues such as learning and gaining experience and knowledge to more company based issues such as company goals, engaging in more company projects that have the potential of equipping me with more opportunities of knowledge and experience concerning various aspects of the HR department. One of my professional areas is employee engagement, which still put me band one due to roles and responsibilities that I still undertake, including collecting and analyzing employee responses, maintaining the information, and building engagement workshops. For me, the most important thing is gaining experience in the HR department basics. To move to band three, I must act as a role model and focus on building more knowledge and offering professional and up-to-date advice to all staff by using my own understanding of HR and business trends. To do this, I need to study further and do research to keep my knowledge relevant and up to date. You have not understood what is required here - this is not a narrative task. This narrative should be in Part C - please delete this. Please insert the circle diagram that is the result of your self-assessment on using the MyCPD tool from the CIPD website. That is ALL that is needed here. 12/15/2020 Oakwood International Online Services - Send Assignment Report onlineservices.oakwoodinternational.co.uk/myReport.php?cohortID=579&assignID=5DVP 6/10 After exploring the CPD Map, it turns out that my behaviors include decisive thinker, skilled influencer, credible personality-wise, collaborative, courage to challenge, role model, and curious, all of which are consistent with being in band one. When it comes to professional areas, I occupy only three areas, including organizational development, organizational design, and employee engagement. Again, the above are consistent with band one, where I believe I belong to. A key development noticeable from 'My CPD' assessment result is that a couple of behaviors that are often exhibited by senior HR professionals that belong in band four have started emerging in me while some are already exceeding. Being a role model and skilled influencer are two behaviors that I strongly feel are often exhibited by senior and experienced HR professionals. Again I consider such a milestone as a surprise as well. One of my professional areas is employee engagement, which is consistent with classification under band one. This is true because some of the roles and responsibilities discharged under this category include collecting and analyzing employee responses, maintaining the information, building engagement workshops, among others. I believe I'm credible, which put me in band two. This is because I use my experience and identify opportunities to widen my existing skills. I am able to provide advice and take on any learning from colleagues and managers. This is because by studying CIPD, I am able to use some of my own knowledge and skills to help out and give advice. I am also always keen on taking any new learning as it helps me with my progression. To move to band three, I must act as a role model and focus on building more knowledge and offering professional and up-to-date advice to all staff by using my own knowledge of HR and business trends. In order to do this, I need to further study and do research to keep my knowledge relevant and up to date. 2. HRM12SRW (5DVPD) Part D (AC 1.2, 2.1, 2.2, 2.3) (1,450 words) Describe the elements of group dynamics and conflict resolution methods, and provide evidence of your ability to perform efficiently and effectively as an HR professional. Section 2 must be based on a recent or current project (large or small) which you have led - or in which you have taken a leading role, or been part of the project team. Assessor Comments PASS / REFER 1. GROUP DYNAMICS Describe the elements of Group Dynamics and why it is important to understand this from an HR perspective. You should make reference to a model of group processes explaining how this may be used to identify and manage group dynamics. (AC1.2) (approx 400 words) Elements of group dynamics are described, together with appropriate comment on why it is important to understand these. Pass 12/15/2020 Oakwood International Online Services - Send Assignment Report onlineservices.oakwoodinternational.co.uk/myReport.php?cohortID=579&assignID=5DVP 7/10 Within any group, it is possible to identify a set of behavioral and psychological processes among members. Therefore, group dynamics is the nature, development, and relationship of every member within a group. The elements of group dynamics include “forming, norming, storming, performing, and adjourning” (Forsyth, 2018 – Group Dynamics). Group members can focus on specific issues in the element of group dynamics. Forming: This is the first aspect of group dynamics, and it involves group members interact with each other for the first time. Group members may get to know one another by name, origin, and various attributes. Besides, group members may also share their expectations about the group and create policies that guide the group (Forsyth, 2018– Group Dynamics). Also, members may learn the purpose of the group to ensure everybody is on track. Therefore, this stage is vital since it helps build trust and openness among individuals to enhance the group's efficient management. Storming: Disagreements and conflicts are observed among members in this element (Forsyth, 2018 – Group Dynamics). Group members may develop oppositions due to leadership positions, while others may challenge group goals. In case conflict resolution methods are not applied, the group may disintegrate and cannot move to the next stages (Forsyth, 2018 – Group Dynamics). Therefore, group members should use appropriate methods to solve conflicts and encourage the de- escalation of disagreements to prevent group members from leaving the group. Norming: In this stage, group members begin to share group expectations and recognize differences among themselves. Members also encourage cohesion and identity to strengthen and bring the group together (Forsyth, 2018– Group Dynamics). Additionally, members may divide responsibility appropriately among each other to facilitate group operations efficiently. Group members also develop a cooperative effort to move the group forward. Performing: At this stage, the group is mature and capable of handling vital issues. Group members emphasize unity and focus on resolving conflicts through discussions. Also, members use rational processes based on the group's goals to make appropriate decisions (Forsyth, 2018 – Group Dynamics). The group develops the aspect of cohesiveness to push them forward. Adjournment: At this stage, the group my slip. However, groups tend to demobilize due to various reasons. In most cases, groups adjourn after completing the assignment (Forsyth, 2018– Group Dynamics). Other groups may stay permanent until death. In this stage, members become sad since they part ways with others. An individual should understand group dynamics elements from an HR perspective since it plays an essential role in forming business groups. Business enterprises mostly use group dynamics to form groups and accomplish vital assignments related to business and research (Forsyth, 2018 – Group Dynamics). Therefore, group dynamics are essential when forming groups to discuss an issue or conduct research, and they are applicable in the real world. Explain how conflict might arise within a group setting - provide 2 examples within an HR Context, and suggest ways of overcoming these (AC1.2) (approx 225 words) Conflict resolution methods are described - you have provided useful examples (although, hopefully, the first one occurs only rarely!). Pass 12/15/2020 Oakwood International Online Services - Send Assignment Report onlineservices.oakwoodinternational.co.uk/myReport.php?cohortID=579&assignID=5DVP 8/10 Conflicts among group members is a typical phenomenon …  Assignment – 5DVP - Part A This document is for guidance only – to be used in the classroom workshop. Your actual assignment must be completed on the electronic template you will find on Online Services. © Oakwood International Ltd. All rights reserved. Page 1 Part A (AC 1.1) (950 words) In this part of the report you are required to do two things. You are required to conduct research and produce a report on the role and contribution of the HR professional within organisations and how the CIPD’s Profession Map helps to define this. You should then produce a report of approximately 950 words to cover the following points:  An evaluation of what it means to be an HR professional in the contemporary and emerging business environment. (AC1.1)  The range of knowledge, skills and behaviours required by HR professionals and stating why these are important (use the terminology from the CIPD Profession Map and illustrate with examples as appropriate). (AC1.1)  How the CIPD Profession Map is used to define and evaluate what HR professional do. (AC1.1) ADDITIONAL REQUIREMENTS  In addition to the above, in a short paragraph, briefly describe how you will transfer the new knowledge and skills gained during this assignment into working practices.  You should also include 3-5 references from up to date and relevant sources in order to support your findings.