CIPD LVL5 Acacia Effective and Efficient Hr Professional Case Study hi there .. help to solve this case study with respective of HR employee which will hel | Course Hero

CIPD LVL5 Acacia Effective and Efficient Hr Professional Case Study hi there .. help to solve this case study with respective of HR employee which will help me to pass my CIPD LVL5

and write please the solutions on forms itself as attached . ( fill three tables )

LO1: Understand what is required to be an effective and efficient HR professional

LO2: Be able to perform efficiently and effectively as an HR professional

LO3: Be able to apply CPD techniques to construct, implement and review a personal development plan GROUP 1
20 Minutes for each learning outcome 1, 2, 3
Ensure you are capturing your discussions and conversations
LO1: Understand what is required to be an effective and efficient HR professional.
1.1 Evaluate what it means to be an HR professional with reference to the CIPD’s most current Profession Map.
Select one from the map
one the first page
Core Knowledge
Core Behaviour
Specialist Knowledge
Area Selected
How are/have these evolved in your organisation?
LO2: Be able to perform efficiently and effectively as an HR professional
2.2/3.3 Explain how you successfully influenced, persuaded and negotiated with others in the course of the project (or other
related activity).
Influenced
Persuaded
Negotiated
Active Listening
LO3: Be able to apply CPD techniques to construct, implement and review a personal development
plan
3.1 Undertake a self-assessment of HR professional practice capabilities to identify continuing professional
development needs
What do I want/need to
learn?
–
What will I do to
achieve this?
What resources or
support will I need?
–
–
–
What will my success criteria be?
–
Developing Professional Practice
(5DVP)
Cohort – Riyadh
Tutor
Assignment Submission
Evidence to be produced/required
A portfolio of evidence of approximately 2600 words in total
(excluding the PDP) that responds to each of the four tasks.
You should relate academic concepts, theories and professional
practice to the way organisations operate, in a critical and
informed way, and with reference to key texts, articles and other
publications and by using organisational examples for illustration.
All reference sources should be acknowledged correctly, and a
bibliography provided where appropriate (these should be
excluded from the word count).
5DVP FINAL SUBMISSION
?
Acacia Learning declaration and assessment sheets
?
Updated development plan in its full original format landscape, the remainder of the
submission should be portrait format
?
CPD record for the past 12 months
?
Reflective statement on what you have learned from each unit of study and how
you will apply the learning to an HR/L&D role (200-250 words per unit, 1600 – 2000
words)
Learning Outcomes
?
LO1: Understand what is required to be an effective and efficient HR
professional
?
LO2: Be able to perform efficiently and effectively as an HR professional
?
LO3: Be able to apply CPD techniques to construct, implement and review a
personal development plan
Learning Outcome 1 – 1.1, 1.2
LO1: Understand what is required to be an effective and efficient HR
professional
1.1 Evaluate what it means to be an HR professional with reference to the
CIPD’s most current Profession Map.
1.2 Describe the elements of group dynamics and conflict resolution methods
CIPD New Profession Map – 2018
Click here for the Maps
What key professional areas and behaviours relate to this unit?
You’ll be able to use the new Profession Map to:
1. build capability in yourself, teams and
organisations
2. develop expertise in emerging areas of practice
3. drive sustainable organisational change
4. be a more confident, decisive and credible
people professional
5. prove your value as an expert on people, work
and change.
New Profession Map
CIPD New Profession Map
‘The world of work has moved on since we launched the CIPD
Profession Map in 2013. New specialisms, ways of working
and priorities have emerged as roles have diversified – and
with them, the role of the people profession has changed
forever.’
‘The 2013 Map still retains its relevance and validity, but we’ve
just evolved into a new Profession Map to guide our
profession into the future.’
CIPD 2018
What is the New Profession Map?
? work across business contexts – The new Profession Map helps you make sound decisions regardless of
context, even when there are no rules or precedents to guide you.
? show business your true value – The new Profession Map shifts the focus from the activities you carry out to
the impact you make and the value you create, making it easier to prove your worth.
? reflect the full breadth of the people profession – The new Profession Map gives due prominence to L&D
and OD&D, both as core and specialist components of the standards.
? inspire more people to join our profession – We’ve brought the new Profession Map to life with success
stories showing the real impact people professionals are having on employees, organisations and wider
society.
? have people at its heart – The new Profession Map features core behaviour areas focusing on ethical
practice, inclusive working and valuing people.
? simplify things – We’ve written the new Profession Map in clear, direct and jargon-free language.
? be relevant in a globalised world – This is a truly international standard.
Driving Purpose
The fundamental purpose of the people profession is to champion better work and
working lives. Creating roles, opportunities, organisations and working environments
that help get the best out of people, delivering great organisational outcomes, in turn
driving our economies, and making good, fair and inclusive work a societal outcome.
A shared purpose is important to maintain our collective identity as a profession, an
understanding of what’s important, what we stand for, and what we’re trying to
achieve. This is what we’ve distilled into the new Profession Map.
The new Profession Map won’t tell you what to do, but it will show you how
being principles-led, evidence-based and outcomes-driven leads to better decisions
in any situation.
CIPD 2018
Principles led – Evidence Based Outcomes
Principles Led
Driven
Work matters, People Matter, Professionalism Matters
Evidence Based
The new Profession Map won’t tell you what to do, but, amongst
other things, it will show you how being evidence-based contributes
to making better decisions in any situation.
Outcomes Driven
The greater our impact, the greater our value
Our impact on work, Our impact on people, Our impact on
professionalism, Our impact on individuals
Core Knowledge
? People practice
? Culture and behaviour
? Business acumen
? Analytics and creating value
? Digital working
? Change
Core Behaviours
? Core behaviours: overview
? Ethical practice
? Professional courage and influence
? Valuing people
? Working inclusively
? Commercial drive
? Passion for learning
? Insights focused
? Situational decision-making
Specialist Knowledge
? Specialist knowledge: overview
? Employee experience
? Employee relations
? Diversity and inclusion
? Learning and development
? Organisational development and design
? People analytics
? Resourcing
? Reward
? Talent management
When you could use the
HRPM….
Building a
case for
development
Learning
about the
profession
Position
Yourself
against the
map
Interview
preparation
Seeking a
promotion
Looking
for a new
job
Developing
specialist
expertise
Preparing
for an
appraisal
or review
Collaboration….
Online Google Drive group
work
Assessment Criteria 1
15 minutes
Learning Outcome 2 – 2.1, 2.2, 2.3
LO2: Be able to perform efficiently and effectively as an HR professional
2.1 Apply project management techniques
2.2 Apply problem-solving techniques
2.3 Apply a range of methods for influencing, persuading and negotiating with
others
Communication Methods….
Client
Stream
Market
Research
Client
Feedback
Programme
Think about your organisation and how
they communicate with employees.
Surveys
Communicatio
n
Procurement
Services
Give 3 different communication
methods explaining the advantages
and disadvantages of each.
Knowledge
Management
Proposal &
Presentation
Design
Meredith Belbin – Team Roles 1981….
Resource
Investigator
Teamwork
er
Shap
er
Monitor
Evaluator
Completer
Finisher
Plan
t
Meredith Belbin YouTube
Video
Coordinator
Speciali
st
Implement
er
Project Management in HR
Project Management Tools and techniques
Various tools assist in effective situational analysis, problem solving and decision
making.
?Work Breakdown Structures
?Gantt Charts
?Critical Path Analysis
?Ishakawa Fishbone Diagram
?RAM (Responsibility Assignment Matrix)
Fishbone Diagram
Gantt Chart
?Developed by Henry Gantt (late 1800s early 1900s).
?Type of bar chart that displays activities as bars measured against a horizontal time
scale.
?Activities listed down LHS on vertical axis.
?Time along horizontal axis – i.e. calendar dates or expected completion time.
?Many variations of the chart, but normally includes activities, people, durations.
Collaboration….
Online Google Drive group
work
Assessment Criteria 2
15 minutes
Learning Outcome 3 – 3.1, 3.2, ,3.3
LO3: Be able to apply CPD techniques to construct, implement and review a
personal development plan
3.1 Undertake a self-assessment of HR professional practice capabilities to
identify continuing professional development needs
3.2 Produce a plan to meet personal development objectives based on an
evaluation of different options
3.3 Reflect on performance against the plan, identify learning points for the future
and revise the plan accordingly
Options to meet development needs….
•
•
•
•
•
•
•
•
•
•
Experience
Networking
Training course
Podcasts
Reading
Shadowing
Secondment
Coaching
M-Learning
Job Rotation
•
•
•
•
•
•
•
•
•
•
Mentoring
Counselling
Seminars
Conferences
Workshops
Forums
E-learning
Blended learning
S-Learning
Buddying
VARK Horn, R (2009) The Business Skills
Handbook. London: CIPD
Collaboration….
Online Google Drive group
work
Assessment Criteria 3
15 minutes
Assignment Submission
Evidence to be produced/required
A portfolio of evidence of approximately 2600 words in total
(excluding the PDP) that responds to each of the four tasks.
You should relate academic concepts, theories and professional
practice to the way organisations operate, in a critical and
informed way, and with reference to key texts, articles and other
publications and by using organisational examples for illustration.
All reference sources should be acknowledged correctly, and a
bibliography provided where appropriate (these should be
excluded from the word count).
5DVP FINAL SUBMISSION
?
Acacia Learning declaration and assessment sheets
?
Updated development plan in its full original format landscape, the remainder of the
submission should be portrait format
?
CPD record for the past 12 months
?
Reflective statement on what you have learned from each unit of study and how
you will apply the learning to an HR/L&D role (200-250 words per unit, 1600 – 2000
words)
Conclusions?

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