Developing Professional Practice

Developing Professional Practice

Activity 1: The effective HR professional

CIPD Profession Map
The model is used by the companies to set out standards for the HR professionals for various roles that they play such as their activities, behavior and knowledge. These criteria helps in defining the success of the professional. However, the map measures the standards of the HR professionals based on various professional areas such as employee relations, employee engagement, organization design, resourcing and talent planning and others (Weerakkody et al. 2016). 
The HR professionals use the map to scale out their capabilities and it helps the companies to share the success of the professionals and the way they behave in the organization at every stage. 

Range of Behaviors of Resourcing and Talent Planning and Employee Engagement 

Role of CIPD Profession Map on HR Professional

The CIPD professional map shows the characteristics, knowledge, skills and behavior an HR professional have in various band in order to be a successful HR in an organization. However, the behavior, knowledge and skills of the professionals is judged according to the various elements or professional areas such as leading HR, organization design, organization development, resourcing and talent planning, employee engagement, employee relations and others. These professional areas demonstrate the various roles that a person needs to play being a HR in an organization. This shows that HR professionals has to carry out varied activities in an organization from recruitment to maintaining collaboration among the recruited employees throughout their term of work (Weerakkody et al. 2016). The professional areas shows that being an HR means they have to take decisions on various grounds such as the activities to focus on, the behavior accepted in the organization, the time spent in an activity, offer client service and others. However, the roles and its responsibilities differ according to the bands they belong to. However, two professional areas are common for all HR professionals such as strategy and solutions and Leading HR. thus, they have the role of working for the organization by taking people of the organization along with them.

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Activity 2: Group dynamics and conflict resolution

Factors Influencing Group Dynamics

There are various factors that determine group dynamics such as the social status of the person, assigned roles of the group members, communication style and the role of a leader. Each of these factor influence every group or team activities that takes place. I was able to identify similar factors when I participated in a group work in my college. I was playing the role of a group leader and thus, had to go through various stages from forming to completing the objective of the group successfully (Forsyth 2018). While carrying out the group work I followed Tuckman’s model of team management and used these factors to influence my group effectively. 

  1. Forming: this was the first stage in which the team was fully depend on the leader that is me for giving them direction and responsibility of work (Betts and Healy 2015). As the task was to develop a research project with primary research, there was various activities to be done. In this I first explained the actual objective and purpose of the project and then decided to divide the work. While doing this the factor of social status of the team members in group dynamics influenced me in distributing responsibilities. 

  2. Storming: in this stage the members were in the verge of showing and stating their own capabilities to me as I was about to decide their responsibilities. However, in this stage I was able to distribute their respective roles to the team members depending on the capabilities they showed. Further I coached them in case there was certain lags within them. 

  3. Norming: in this stage the team members were very clear about their respective roles. In this stage the other factors of group dynamics took place such as determining the effective communication tools. This is because communication tools is necessary to communicate within the team members and stay updated with the progress of the team. We chose an online communication tool in which we can form a group and keep updating about the progress. 

  4. Performing: last was performing stage in which we were all set to start the project work with the desired responsibilities. Disagreement did arise while carrying out the project; however, it gets easily resolved (Betts and Healy 2015). In this stage the factor of personal effort and loyalty was visible as the team members started giving their own effort to move forward with the project by resolving any kind of conflict which formed a barrier for them. 

Resolving Conflict within the Group

There were two conflicts that took place while I was carrying out a team project as a leader. The first conflict was in the first stage while I was allotting the responsibilities to the members. Everybody was wanting to get the roles according to their own wish. Second conflict was visible while carrying out the project as there was conflict of ideas while doing the research. Both the conflicts was solved using the heat model of conflict resolution and TKI-IBR model (Folger, Poole and Stutman 2017). 
First Conflict 
Conflict while assigning roles to team members (TKI-IBR model)
TKI style of conflict resolution:
I used the collaborative style of conflict resolution stated by the Thomas-Kilmann Conflict Mode Instrument (Folger, Poole and Stutman 2017). In this style I resolved the conflict with collaboration and tried to meet the needs of every people in the team. Thus, while assigning roles to each one of them I made it clear about the reason that how they are fit for that particular role. By doing this I acted assertively, yet in a cooperative manner.
IBR style of conflict resolution:
I also used the IBR model which shows the interest based relational approach in solving conflict. I did gave attention to the interest of the team members separately while assigning the roles. Each member was effectively given a chance to showcase their abilities in front of me. After judging on their presented skills I took the decision by proper justification. This resolved the conflicts that members had regarding their roles. 
Second Conflict 

Table: HEAT model
Source: (Folger, Poole and Stutman 2017)

Activity 3: Project management

Current Business Project
The recent project which my company is taking recently is the new product development project. I work as a part of the project team that is taking up a product development initiative to improve the position of the business. Product development is considered to be one of the important step of an organization as it offers the business to see the future opportunities and scope. However, the process of product development is not easy as it involves various credentials to consider under them such as technical, marketing, cost and financial uncertainties. 

Two Project Management Techniques

While planning the project that the company will undertake I followed two project management techniques such as SMART objectives and Costing of the project (Toffler 2016). This is because these two techniques helps in describing the other factors of the planning as well. 

SMART Objectives

Table: SMART Goals

The SMART objectives help in defining the actual motive behind taking up the project and the direction it should move. 

Costing of the Project 

Cost is another crucial technique that needs to be defined while taking up a project. This is because without a proper budget it is difficult to reach the actual motive of the business. Budget comprises of the cost the business will require in various stages of the business such as from planning till bringing the project in the market. Thus the next technique we used was deciding the budget of the project. The total budget of the project was estimated to be $30,000 including everything from planning till supplying the product in the market. I as the team member was part of the budget making team as well and we had to do various research before reaching to an estimated budget for the product. 

Techniques to Resolve a Problem in Project Management

While carrying out the project there was one problem that the business faced that is the price that it should set for the new product. This is because setting up a price is not an easy task as it requires to consider various aspect such as the customers, the cost, the profit and others. Thus, this problem was solved using Porters Five Forces Analysis technique which helped the business to analyze the industrial situation before setting up a pricing strategy (Indiatsy et al. 2014). 

  1. Bargaining power of the suppliers: the suppliers face low bargaining power in this industry because of no switching cost and availability of suppliers in the market. This is because the supplies needed for producing a juice is not a technical product and it is easily available everywhere. Thus, the suppliers are afraid of losing their business. 

  2. Bargaining power of the buyers: bargaining power of buyers are high in a beverage market because of high competition and various companies selling similar product, moreover, due to no switching cost the buyers can switch from one company to other easily. 

  3. Threat form new entrant: threat to new entrant is low in a beverage industry because the initial investment to start a beverage company is high. Thus, it becomes difficult for a new company to take up such huge investment initially. 

  4. Competitive Rivalry: rivalry from competition is high in the beverage industry because there are large number of company operating in the beverage market selling similar products to the consumers. Each of the competitors are also trying to offer the best product in a best price to the consumers. Thus, there is a continuous scene of rivalry going on in the beverage market among the competitors. 

  5. Threat from substitutes: the beverage industry faces high threat from the substitutes as there are large substitutes in the market such as the carbonated drinks, hot drinks and others. They are also coming up with diet drinks which increases the threat even more because there will be large option available for the consumers in the market to choose from. 

Thus, a picture of the industry will help the business to design their strategy and know the areas, which they can control such as the cost and the price needs to be what the consumer demands. This is because by analyzing the intensity of competition, my company will be able to judge the pricing strategy they want to take up so that they can achieve better recognition in such as situation as well. 

Application of three techniques 

There are various models than can be used in order to carry out the three technique in carrying out the project effectively such as persuading, negotiating and influencing. Each of this techniques is important in determining my ability to working effectively in a team work. 

  1. Persuading: I used my persuading skills while hiring the professionals for the new manufacturing unit. I used a rational model of persuasion in which I explained the new hires about the work they will learn here and the opportunity the company is offering them (Gass and Seiter 2015). This helped me persuade these new hires in a logical way to accept the job with the payment range my company was offering. 

  2. Influencing: the next incident I faced in the project was influencing the buyers to buy our new product. This was done during our marketing activities while deciding the lines for the advertisements and web pages. In doing so I followed the commitment and consistency principle of the Cialdini’s six principles of influence (Borges et al. 2017). I designed lines which show a sense of commitment to the buyers. 

  3. Negotiating: while negotiating with the suppliers about the cost of supplies I again used the rational model of persuasion and logically explained them the benefit they would get if they keep a business relationship with our company (Gass and Seiter 2015). Thus, we were able to cut down our cost of manufacturing the new product. 

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  • Betts, S. and Healy, W., 2015. Having a ball catching on to teamwork: an experiential learning approach to teaching the phases of group development. Academy of Educational Leadership Journal, 19(2), p.1.

  • Borges, S., Durelli, V., Reis, H., Bittencourt, I.I., Mizoguchi, R. and Isotani, S., 2017, October. Selecting Effective Influence Principles for Tailoring Gamification-Based Strategies to Player Roles. In Brazilian Symposium on Computers in Education (Simpósio Brasileiro de Informática na Educação-SBIE) (Vol. 28, No. 1, p. 857).

  • Folger, J., Poole, M.S. and Stutman, R.K., 2017. Working through conflict: Strategies for relationships, groups, and organizations. Routledge.

  • Forsyth, D.R., 2018. Group dynamics. Cengage Learning.

  • Gass, R.H. and Seiter, J.S., 2015. Persuasion: Social influence and compliance gaining. Routledge.

  • Indiatsy, C.M., Mwangi, M.S., Mandere, E.N., Bichanga, J.M. and George, G.E., 2014. The Application of Porter’s Five Forces Model on Organization Performance: A Case of Cooperative Bank of Kenya Ltd. European Journal of Business and Management, 6(16), pp.75-85.

  • Toffler, A., 2016. Writing SMART, short-term outcome objectives.

  • Weerakkody, V., Osmani, M., Waller, P., Hindi, N. and Al-Esmail, R., 2016. Situating continuing professional development in life long learning in Qatar. International Journal of Business and Management, 11(11), p.81.

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