Developing Professional Practice in Hrd
3.
Assessments for Developing
Professional Practice
Assessment Activity 1
Assessment Activity 1 The L&D professional as an added value contributor Learning Outcome
• Be able to perform efficiently and effectively as a collaborative member of working groups and teams and as an added-value contributor to the organisation.
Scenario You are working with a manager to help meet his section’s development needs. He has been with the company for several years and has always had control of his development budget (decentralised). Until recently HRD has been seen as a reactive support function, but your role has evolved to reflect the changing nature of the HRD function as it becomes more of a strategic business partner. Development budgets have also become centralised completely to the HRD function. You have conducted a needs analysis and the manager’s view of his team’s development needs doesn’t match your own findings. To complicate things, some small groups have emerged in his section, with conflicting views on the need for development and what form it should take.
Task
Your approach to meeting the development needs favours on the manager doing some on-the-job coaching and providing shadowing opportunities elsewhere in the business. The manager strongly disagrees, believing that the performance issues can be rectified by his team attending a short off site training course. He now believes more senior management intervention is needed to resolve the growing disagreement between you both. • What do you think are the potential sources of conflict between you and the manager? Firstly the manager’s length of service, having been with the company for “several years” suggests that he possibly sees himself as an expert in his role and is averse to the changing culture of the HRD function. He may lack understanding of my role as a strategic business partner having been used to the function previously providing reactive support. Is he resentful about a
Assessments for Developing
Professional Practice
Assessment Activity 1
Assessment Activity 1 The L&D professional as an added value contributor Learning Outcome
• Be able to perform efficiently and effectively as a collaborative member of working groups and teams and as an added-value contributor to the organisation.
Scenario You are working with a manager to help meet his section’s development needs. He has been with the company for several years and has always had control of his development budget (decentralised). Until recently HRD has been seen as a reactive support function, but your role has evolved to reflect the changing nature of the HRD function as it becomes more of a strategic business partner. Development budgets have also become centralised completely to the HRD function. You have conducted a needs analysis and the manager’s view of his team’s development needs doesn’t match your own findings. To complicate things, some small groups have emerged in his section, with conflicting views on the need for development and what form it should take.
Task
Your approach to meeting the development needs favours on the manager doing some on-the-job coaching and providing shadowing opportunities elsewhere in the business. The manager strongly disagrees, believing that the performance issues can be rectified by his team attending a short off site training course. He now believes more senior management intervention is needed to resolve the growing disagreement between you both. • What do you think are the potential sources of conflict between you and the manager? Firstly the manager’s length of service, having been with the company for “several years” suggests that he possibly sees himself as an expert in his role and is averse to the changing culture of the HRD function. He may lack understanding of my role as a strategic business partner having been used to the function previously providing reactive support. Is he resentful about a
References: and a separate Bibliography of sources consulted but not specifically mentioned in preparing your response. These do not count towards your word count. Understand what is required to be an effective and efficient HRD professional Tips CIPD Assessment Criteria met from this activity 3.1 Describe the elements of group dynamics and conflict resolution methods. 3.2 Apply a range of methods for influencing, persuading and negotiating with others. 3.3 Explain the presence of political behaviour and how it impacts on achieving organisation objectives.