uired of each core HR area, so as to better understand how to progress from band to band in any specific chosen area (whether through additional learning needs, sourcing the required resources, or simply a requirement to make improvements in their current working practices), and can be used for salary and promotion negotiation, interviews, appraisals and as a tool to plan your CPD. It is updated regularly by the CIPD, with input from HR professionals, and is an important tool, not just for HR professionals developing themselves, but in aiding them in developing their employees and organisations.

“HR should be not be defined by what it does but by what it delivers – results that enrich the organization’s value to customers, investors, and employees”

(Ulrich, D., 1998, p.124)

Describe a range of knowledge, activities and behaviours (1 of each), from two selected professional areas, at Band 1 or 2.

Learning and Development delivery is a key skill to not only ensure staff are trained appropriately, but to ensure ongoing development of all levels of staff and to help aid with retention and morale. You need to be able to talk passionately about L&D, impressing upon others it’s importance and benefits, and ultimately influencing them to take advantage of such opportunities. This can only be achieved if you have the knowledge of the pros and cons of a variety of L&D delivery methods, so that you are better informed to encourage others to partake.

Resource and Talent Planning Induction is the first stage of an employee’s engagement with the organisation and it is vital that this is achieved both effectively and accurately, as it can affect the employee’s integration with their team, their ability to conduct themselves and ultimately the success of their crucial settling period. You must ensure all levels of the organisation have the skills to conduct inductions, using the tools learnt, and impressing upon them the importance of this process. The HR role should be seen as this credible source of support for the organisation in this matter, being able to provide the relevant advice and guidance to all colleagues.

Activity 2 Group Dynamics & Conflict Resolution (1.2)

Select a theory/model to describe the factors which influence group dynamics. Apply this theory to an example of team development.

I joined a newly built and launched Hotel property as the Conference Sales Manager, and the team was formed, made up of two individuals from the Company and the rest where all new. Using the Tuckman Model, the group transitioned quite typically through the stages. In the Forming stage, the team were getting to know each other, s