PROFESSIONAL DEVELOPMENT 14
Running Head: PROFESSIONAL DEVELOPMENT 1
Professional Development
Name: Hadeel Al Shuaibi
Cohort: MAY 2021
Unit: 5CO03
Tutor: Hayley Montgomery
Task 1
People Professional
The term professional refers to working in a specialized field requiring extensive training, such as a business analyst, lawyer, or instructor. In the Human Resource (HR) management arena, the term professional refers to a field of work and expertise. The Chartered Institute of Personnel and Development (CIPD) is a professional body specializing in setting standards for managing workplaces. Their primary role is to revolutionize working environments. By so doing, CIPD has rebranded the HR role and, in some capacity, began referring to them in their standard term, people professional. The primary function of a people professional is to advocate for the company and the employees (“New profession map | CIPD profession map,” n.d.). To do this, they have to establish specific corporate policies, develop them, manage, and maintain them to curve the corporate values out of them. By so doing, the company and other stakeholders will earn the expected benefits. To achieve these goals, people professional is required to have a set of skills enriched by core knowledge about people practice, technology, and people, culture and behavior, core behaviors, evidence-based practice, and business acumen (“New profession map | CIPD profession map,” n.d.). Extensive research by CIPD has presented the following requirements for appropriate acting and thinking of people professionals.
Ethical Values
In the quest to achieve a specific goal, we are drawn to define our lines of action and, while at it, evaluate those actions as to whether they are valuable or not. In a working environment, people are going to treat you in response to how you treat them. Such relationships are determined by individual ethical values that dictate a person’s character (Murdock, 2017).
Professionalism has required me to stick to a guiding factor of three ethical values that I treasure the most. My three most effective ethical values are responsibility, honesty, and trustworthiness. In the workplace, I believe in accepting accountability for one’s behavior, statements, and work performance. By maintaining this standard, I can assist my organization reach its set targets and making the right decisions. Being honest to my colleagues and clients is another ethical value I abide by in practicing my profession. For instance, in business, when you are always truthful with consumers, it shows them that you can be trusted and that you mean what you say. It gives people confidence that they can trust your commitments. Upholding such decency is the basis of developing higher ethical standards. Trustworthiness is one of the standards that have evolved from the virtue of responsibility. Through my commitment to integrity and benevolence while relating to my workmates, I never have the affinity for unfairly exploiting the susceptibilities of my colleagues for personal gain. To maintain such a standard, I have had to cultivate a bedrock of honesty
People Practices
The processes and strategies we apply throughout the employee lifetime are known as the people practices. People practices include analyzing learning requirements, building talent pools, formulating policies, analyzing individual data, handling complaints, and recruiting people. People practices are essential in the lifecycle of an employee for the employer to get the best out of an individual (“Chapter 4: The human relations school – Organizational communication,” n.d.). One of the requirements to develop an employee’s talent is by exercising situational decision-making. To do this, I could avoid a “one-size-fits-all” approach by making realistic decisions or choices and taking into account the individual scenario or environment. An example of such a practice is developing a new approach to ensure that employees learn how to make confident choices depending on the surrounding environment’s circumstances.
To bring such a system into action, I would ensure that all the employees feel part of the decision-making process. When employees’ thoughts and ideas concerning the matter in context are considered in reaching the ultimate decision, they feel valued by the organization where they work. The sense of autonomy would get the message across much more quickly. When an ethical dilemma is presented, I would promote my values and ensure that I am a leading example to others. To handle such matters, I can encourage employees through ethical training to uphold the systems of reporting such matters as a deterring effort for such behavior. As people professionals, we must be specialists in the fields of people, work, and transformation. A key element of this is having a solid grasp of a variety of people practices and understanding how different practices interact with one another and function together in an integrated manner.
Human Relations Theory
The proponents of this theory focus on individual needs and the resultant behavior from the individuals and groups. It suggests that many people, such as employees in an organization, will enjoy the most when they are recognized through involving them in decisions affecting the daily activities. Human Relations Theory’s main proposition is on ensuring well-being of individuals. One of the benefits of this is that it motivates employees to work hard since they feel valued by their respective organizations. Additionally, when individuals are treated fairly and justly, they aim to appreciate their organization. They do this by putting more effort into ensuring they help their employer meet the set targets. The theory also argues that the relationship between individuals or groups determines how well they can achieve their objectives (Nicotera, 2019). With inclusivity in a group, every individual feels valued and recognized. As a result, they feel that they must work hard for the group, thus resulting in the group’s success. The structure of an organization is made up of formal elements, while individual interactions are among the organization’s more informal characteristics. The organization is a type of social system because it has a standard set of interdependencies between persons, groups, and institutions that form a coherent whole.
People Practice Initiative
Employees are known to respond to practical actions rather than abstract promises and communications. For instance, if employees have given detailed feedback, they deserve a response through active employee engagement initiatives. Employee engagements are driven by four primary features; development, alignment, enablement, and leadership. A practical example of establishing employee engagement is by allowing employees to connect with the voice of the customer. Customers are the big picture; hence their voice is usually the primary route to ensuring that you connect with their desires. The company can host a panel for its customers to achieve an intimate connection. In such a meeting, the customers share their experiences and reviews of its products or services. It is expected that their study will include both the positive and the negative impacts they might have experienced. Understanding the significance of the product or service and the potential failures of the same is essential to structuring a development plan for the future. Such an initiative is essential to developing employee and customer relations to boost the work environment and boost productivity.
Employees want to feel significantly engaged and suitably involved in the operations of the business. They also want to believe that their skills are well-matched to their position, thus creating realistic expectations about the role, for example, while recruiting is critical. When a role’s day-to-day experience falls short of expectations, it has a significant influence on engagement. Engaging employees, therefore, will see the quality of their work improve through an increased level of personal investment. Employees who are enabled believe they have the necessary resources and tools to complete their tasks. Employees, after all, want to know that their time and resources are being spent in the proper direction. Employees want to see innovation and that the firm retains a solid market position at a higher level.
Task 2
Activity 1: The Context of Professional Development
The department of human resources has experienced some tremendous changes due to newly introduced technologies and platforms of management. The value human resource professionals offer to the companies by building corporate motivations and consequently increasing productivity levels. *As established before, management and setting up a corporate culture are now different and automated. In addition to this, more research-based evidence has been impactful in turning the tide of HR activities. The change has been from the mundane administrative tasks such as personnel management and focused on more forward-thinking strategies that manage employee engagement and build a solid corporate culture. *
As a way of exposing people to new skills and knowledge continuing professional development has to merge with the latest HR systems. To track progress, HR professionals use modern technology to record and analyze newly acquired skills and knowledge. The application phase of CBD has to be the most impacted stage in the evolving HR role, which is required to present evidence-based practical benefits of new skills and benefits. As a result, they have to employ modern technology to monitor, record, and report. By so doing, they can identify effective CBD, characterized by proper documentation processes, individually driven, and focus on thoughtful review and learning.
The evaluation of the professional development program is critical. Its primary objectives are to increase the professional development program’s quality and determine its overall efficacy. *Brown (2003) stated that “an evaluation should be incorporated into the professional development program during the planning phase. *There are three forms of evaluation: pre-formative, formative, and summative assessment. This assessment occurs during the professional development session or at regular intervals during the program. Participants are expected to offer feedback, comments, or recommendations on the methodologies and how the program may be improved in the future.
Activity 2: Self-Assessment & PDP
My great strength has been my consistency in upholding values. I have been able to preserve the values of honesty, respect, accountability, and trustworthiness in my professional relationships. These ethical values are crucial to creating a solid team focused on attaining a similar goal. Similarly, my application of professional principles and values in decision-making is another strength of the professional assessment. On the other hand, it has been brought outward that my consideration of consequences and implications is not as high as it should be. Similarly, I have been behind on reporting some questionable practices among the people in the organization. Therefore, my objective is to sharpen these weak points to improve my professional development to successfully cover the caveats of professionalism as expected by my organization’s corporate culture.
I shall commit to learning and improving my professional skills using the available tools to resolve my weaknesses. For my weakness in raising concerns about people practices and policies that are not consistent with values and legislation, I plan to become more open to speaking up my mind regarding matters that appear inconsistent with corporate values and legislation. Once I gain better interpersonal relations and communication skills, I can stop feeling the need to hold back and accommodate such practices. Similarly, on my weakness regarding lack of proper consideration in the purpose and implications of actions, decisions, and people practices for all stakeholders, I plan to heighten my concentration levels to note all the smaller details accompany every action.
Additionally, I plan to read at least two professional development books a month to improve my networking and professional relationships. To achieve this, I will work on my time management skills and productivity to create room for learning more. By so doing, I will also be able to learn how to give and receive feedback effectively.
Activity 3: Reflective Practice
In my experience, I have been tasked with assigning my colleague to different workstations depending on their abilities. In my view of the array of activities at hand, I proceeded to make several assumptions regarding what each of my co-workers could do. My first assumption was that the gravity of work would allow for collaborative working, and hence no one would be stuck. Secondly, I assumed that the time at our disposal would be enough to correct any mistakes that would arise. In the process, I assigned several colleagues to workstations that were not suited to their abilities. This went ahead to slow the completion process as well as the quality of the final products. To ensure this did not culminate in further issues down the line, I took it upon myself to identify what was wrong with every product presented and appropriately consult on how we could make corrections. Additionally, I motivated the team to remain vigilant in working to restore the expected quality. From this experience, I learned the aspect of proper communication and employee engagement when you are assigning them to tasks. By engaging them in the decisions, you will easily identify their strengths and thus avoid instances like this one.
Working inclusively is vital to a corporate culture to drive the efforts towards a uniform direction. The first example of my experience with inclusive working happened in a project where we were meant to work in groups. The entire process had more than five teams doing different jobs to deliver on the same objective. The tools in use were similar. To be precise, there was computer software meant to be used in the whole project. However, everyone could not collect all the information and still be able to deliver on their objectives. To support the execution of the project, we decided that every team will utilize a given section of the software to collect certain information and, through a conveyer-belt method, build a continuous support system to hasten the completion of the project. My second example is in the presentation phase. Since we had all specialized in a specific section of the project, we had to set time and bring each other up to speed before presenting our findings and final results to the board. The whole endeavor was a success, and it taught me the value of collaboration and teamwork.
References
Chapter 4: The human relations school – Organizational communication. (n.d.). Pressbooks @Granite State College – Openly licensed texts authored and adapted by GSC faculty and staff. https://granite.pressbooks.pub/organizationalcommunication/chapter/chapter-4-ethics-and-organizational-communication/
Murdock, A. 2017. Culture and core values. Private Action for Public Purpose, 179-200. https://doi.org/10.1057/978-1-349-95214-4_8
New profession map | CIPD profession map. (n.d.). CIPD People Profession. https://peopleprofession.cipd.org/profession-map#gref
Nicotera, A.M., 2019. Human relations theory. In Origins and Traditions of Organizational Communication (pp. 106-127). Routledge.
Brown, Bettina Lankard. 2003. “Careers Forum”. Australian Journal Of Career Development 12 (2): 54-63. doi:10.1177/103841620301200208.
Appendix
Task 1 – Self-assessment against profession map standard
Professional map standard
Perform well Score 30
Perform satisfactorily
Score 20
Requires further development Score 10
Reason for judgment
1
Make responsible choices about your work, applying professional principles and values
30
I have been actively involved in in-person development processes that are ethically acceptable within the corporate culture.
2
Consider the purpose and implications of actions, decisions, and people practices for all stakeholders
20
While My actions thus have been ethically principles, my performance during decision making has not achieved the full requirement.
3
Raise concerns about people practices and policies which are not consistent with values and legislation
20
Similar to my former standard, there are times when raising concerns about inconsistent people and practices has not been done to the utmost.
4
Provide examples and reasons for the choices you make and the advice you provide
20
There are instances where I have managed to present satisfying and fitting examples for the choices, I make but in other times, I have lacked this element.
5
Demonstrate professionalism and consistency in what you say and do to build trust
30
The values of honesty and trustworthiness have been pillars of all my professional relations. This I have performed perfectly.
Development Plan
NAME:
MEMBERSHIP NUMBER:
COVERING THE PERIOD FROM:
TO:
Planned outcome
Where do I want to be by the end of this period? What do I want to be doing? (This may be evolutionary or “more of the same”.)
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?
What are my target dates for review and completion?
How to raise concerns about people practices and policies which are not consistent with values and legislation
Be more open to speaking up my mind concerning the matter that appears inconsistent with corporate values and legislation.
Better interpersonal relations and communication skills.
Once I stop feeling the need to hold back and accommodate such practices.
I set my target dates on 1st December 2021
I want to learn how to consider the purpose and implications of actions, decisions, and people practices for all stakeholders
I will heighten my concentration levels to be able to note smaller details accompanying every action.
Better listening skills and critical thinking skills.
My success criteria shall be the attainment of subconscious discernment of such implications of an action.
I set my target dates on 13th January 2022. Four months from today.
The post PROFESSIONAL DEVELOPMENT 14 Running Head: PROFESSIONAL DEVELOPMENT 1 Professional Development Name: Hadeel appeared first on PapersSpot.