In this part of the report you are required to do two things.
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To: Nouf alabdullatif <noufalabdullatif1@gmail.com>
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.
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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 membershipenquiry@cipd.co.uk (mailto:membershipenquiry@cipd.co.uk)
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(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:
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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
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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....'
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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
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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.
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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
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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
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Conflicts among group members is a typical phenomenon that occurs due to various issues. Firstly, the competition of resources within a group may result
in disagreements among group members (Morden, 2017 – Principles of Management). For example, A company allocates $10,000 to a group to facilitate
business research. John, a group member, thinks that the money is much and a balance might remain after performing the study. John thinks that the group should
hold a party with the remaining cash and hide the company's receipt. On the other hand, Tiana thinks that the group should return the remaining money to the
company's finance office. Four group members agree with John, while the other three are with Tiana. The group turns into a battlefield of abuses, with each side
hurling insults to the other. From this perspective, the group has developed conflicts due to resources like money. Therefore, the group can solve resource
conflicts by having policies that address how the group should manage funds allocated to them. For instance, remaining resources will be returned to the
company's accounts office with the receipt to keep records straight.
Secondly, communication breakdown is a major factor leading to conflicts within a group (Morden, 2017 – Principles of Management). For example,
group members are doing a study on factors affecting child development in the community. Everyone has been assigned locations to study. However, Charlie fails
to conduct the study, and it is time to merge the reports. Christine, as the group leader, gets angry with Charlie and decides to quit. Finally, the group has lost
someone important due to a communication breakdown. Members can solve this issue by having policies that address group activities to avoid delays. For
instance, individual reports can be collected at a specific time frame to avoid delays, leading to conflicts.
2. PROJECT MANAGEMENT
Provide evidence of your use of project management skills e.g. objective-setting, defining deliverables, identifying resources, setting timelines, project costing, risk management, monitoring and success evaluation. (AC2.1) (approx 200 words)
Appropriate evidence of the use of your own project management skills is provided Pass
Project management skills are important to enable the appropriate management of projects in a company setting. In my previous group, I used project
management skills to identify the resources needed by the group. Firstly, I had in mind the group's task, which was to identify customer problems and make
improvements to boost business. From this idea, I understood the scope of the project and knew what the group should do (Kerzner, 2017 -Project Management).
Secondly, I made a "plan for the resources" needed by the group (Kerzner, 2017 – Project Management). The group required money to perform research, internet
connection, information technology devices like computers and smartphones, and questionnaire materials for interviews.
Thirdly, as a project manager, I confirmed the "availability of resources" by communicating with the management (Kerzner, 2017 – Project Management).
I handed in the list of resources we needed to execute the project. The company agreed to support the group with the resources. Fourthly, I checked the
"effectiveness of the resources" provided by the company (Kerzner, 2017 – Project Management). This process involved checking their work mechanism,
communicating and sending messages, and maintaining them to operate during the study efficiently. Finally, the group and I identified specific customers to help
in the study. Also, I assigned different members specific responsibilities to facilitate the project activities.
Provide evidence of your problem solving skills during the course of the project – how you identified a particular problem, and then identified and evaluated alternatives. (AC2.2) (approx 125 words)
Evidence of the use of problem-solving techniques is provided - with a useful example on which to base your narrative. Note, it is not necessary or good professional practice, to cite the same reference at the end of every sentence.
Pass
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When executing the project, I realized that two of my project team members were not on good terms with each other. The two members conflicted with
each other, and I decided to solve the problem. Firstly, I identified the problem and found that the two members had ideological differences concerning the project
(Problem Solving Techniques for Project Managers:https://www.project-management-skills.com/problem-solving-techniques.html). Secondly, I determined the
cause of the problem by discussing it with them privately. I found that the two disagreed on a specific step in handling the company's website and communicating
with customers. Thirdly, I came up with various ideas to solve the problem (Problem Solving Techniques for Project Managers: https://www.project-
management-skills.com/problem-solving-techniques.html). I gave them choices to decide on and divided their responsibility during the project. Fourthly, I
selected an appropriate solution that would favor both of them and prevent further conflicts (Problem Solving Techniques for Project Managers:
https://www.project-management-skills.com/problem-solving-techniques.html). Finally, I took action to solve the problem (Problem Solving Techniques for
Project Managers: https://www.project-management-skills.com/problem-solving-techniques.html). I reshuffled the two members in other positions and gave them
new responsibilities after they came in good terms with each other. In the long run, I had solved the conflict that almost affected the project's outcomes.
Explain how you successfully influenced, persuaded and negotiated with others in the course of that project (or other related activity), e.g. using your analytical skills, risk assessment, appraisal of options, etc. (AC2.3) (approx 300 words)
You have provided an interesting and valid anecdote on which to base this discussion - although please note the same comments about referencing apply here.
Pass
As a project manager, it can sometimes be difficult to influence, persuade, and negotiate with team members to adhere to specific policies or follow your
way. In my group, I successfully implemented the three aspects in the following ways. Firstly, I listened clearly to every team member's ideas (Persuading,
Influencing, and Negotiating skills: https://libguides.wigan-leigh.ac.uk/c.php?g=667800&p=4736456). Indeed, people tend to have different opinions that can be
valid at some point. Therefore, I collected everybody's views concerning the project, including the mechanism of executing it. Secondly, I clarified issues and
argued cases using logic (Persuading, Influencing, and Negotiating skills: https://libguides.wigan-leigh.ac.uk/c.php?g=667800&p=4736456). I led the group in
brainstorming every opinion raised by the members. I looked at the positive and negative effects, including how every idea might impact the project's outcomes.
Thirdly, I used positive language and avoided negative language that could portray hate towards any individual's opinion (Persuading, Influencing, and
Negotiating skills: https://libguides.wigan-leigh.ac.uk/c.php?g=667800&p=4736456). I argued by addressing the team members why their opinions did not
satisfy the project's goals.
Fourthly, I encouraged the group to think of alternative ways of executing the project (Persuading, Influencing, and Negotiating skills:
https://libguides.wigan-leigh.ac.uk/c.php?g=667800&p=4736456). For instance, the team members and I brainstormed on the possible ways of collecting
customer opinions concerning the business. Finally, the team members and I came into an agreement by deciding on particular methods to execute the project
(Persuading, Influencing, and Negotiating skills: https://libguides.wigan-leigh.ac.uk/c.php?g=667800&p=4736456).The team was comfortable collecting
customer opinions using online media, communicating to customers via phone calls, and using questionnaires to interview customers. This proved that the team
members' influence, negotiation, and persuasion were successful since every person agreed on a specific method to execute the project. Indeed, a common
agreement led by influence, persuasion, and negotiation can positively affect the project's outcomes, thereby solving the problem and making the right decisions.
3.
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
12/15/2020 Oakwood International Online Services - Send Assignment Report
onlineservices.oakwoodinternational.co.uk/myReport.php?cohortID=579&assignID=5DVP 10/10
“Persuading, Influencing, and Negotiating Skills.” (2020, April 7). Retrieved from https://libguides.wigan-leigh.ac.uk/c.php?g=667800&p=4736456
(https://libguides.wigan-leigh.ac.uk/c.php?g=667800&p=4736456)
“Problem Solving Techniques for Project Managers.” Retrieved from https://www.project-management-skills.com/problem-solving-techniques.html
(https://www.project-management-skills.com/problem-solving-techniques.html)
Forsyth, D. R. (2018). Group dynamics. Cengage Learning.
Morden, T. (2017). Principles of management. Routledge.
Kerzner, H. (2017). Project management: a systems approach to planning, scheduling, and controlling. John Wiley & Sons.
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. 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
Project management concepts and group dynamics play a functional role in the workplace. Firstly, group dynamics can help individuals in the workplace develop teams to execute a company's assignment. For instance, people can use group dynamics like forming, storming, norming, performing, and adjourning in a group setting. Secondly, group dynamics can provide knowledge to team leaders o what they expect in every group stage. This makes them ready to tackle every issue that they encounter within the group appropriately. Thirdly, managers can make use of conflict resolution skills to tackle disagreements among members and encourage de-escalation. This creates a conducive environment for business activities and executing projects. Fourthly, managers can also utilize problem-solving methods in the workplace. Since workplace problems like conflicts, lack of trust, and transparency affect systemic operations, problem-solving methods can effectively address various issues and prevent negative impacts on the company and project outcomes. Finally, managers can apply influence, persuasion, and negotiation skills to execute the project effectively. Also, managers can use these skills to promote cohesion, focus, and manage the project to achieve its goals.
Overall Comments 5DVPA You have provided a useful summary of key issues relating to the role of the HR professional, Nouf - but you need to rewrite your CPD comment.
Well done, so far.
5DVPB Please see comments above.
5DVPC You have provided appropriate evidence of your understanding of this aspect of self-development and CPD issues.
Well done.
5DVPD Overall, your report provides useful and valid information. However, you do not seem to understand how to write a CPD comment - please see the comments above.
Nevertheless, well done, so far.
Date Work Assessor Comments 2020-12-02 11:45:34 Project management concepts and group dynamics play a functional role in the workplace. Firstly, group dynamics can help individuals in the workplace develop teams to execute a company's assignment. For instance, people can use group dynamics like forming, storming, norming, performing, and adjourning in a group setting. Secondly, group dynamics can provide knowledge to team leaders o what they expect in every group stage. This makes them ready to tackle every issue that they encounter within the group appropriately. Thirdly, managers can make use of conflict resolution skills to tackle disagreements among members and encourage de-escalation. This creates a conducive environment for business activities and executing projects. Fourthly, managers can also utilize problem-solving methods in the workplace. Since workplace problems like conflicts, lack of trust, and transparency affect systemic operations, problem-solving methods can effectively address various issues and prevent negative impacts on the company and project outcomes. Finally, managers can apply influence, persuasion, and negotiation skills to execute the project effectively. Also, managers can use these skills to promote cohesion, focus, and manage the project to achieve its goals. This is not a CPD comment - it is further discussion of the topic. 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....'