CPD and its Importance Online Tutoring
CPD “is a combination of approaches, ideas and techniques that will help you manage your own learning and growth. The focus of CPD is firmly on results – the benefits that professional development can bring you in the real world…” (CIPD, 2019)
[hbupro_banner id=”6299″]CIPD map based on behaviors, knowledge, and activities for HR professionals across the globe to attain success is essential approach for CPD (CIPD, 2013). CPD is effective to enhance skills and knowledge by linking learning to practice (CIPD, 2019). This helps in increasing confidence, improving professional credibility, and becoming creative to deal with challenges (CIPD, 2019).
CIPD’s Associate Membership
CIPD’s Associate Membership is when individuals foster people solutions, have high skills and knowledge, reflect professional development, remain employable, or hold a CIPD qualification for showing respective excellence (CIPD, 2019a). The Associate Membership requirements include support to line managers and colleagues, improvement of processes and policies, maintenance and production of management information, and engagement in CPD (CIPD, 2019a).
Self-Assessment of Associate Membership Requirements
I self-assessed my performance through feedback from manager and performance review. Below are the ways two development areas with clear part that acts as my strength.
Support line managers and colleagues:
From the information collected through the feedback of manager and my performance review, I have understood this is my strength area since I actively listen to my line manager and colleagues to assist them in the best possible way. My CPD Map tool showed that collaborative is my strength because I ensured that employees feel comfortable to share their ideas without fear. However, a person can always improve oneself. Based on the feedback, I realized that I did pay less attention to ideas of one employee who had just joined the organization. So, I will work on this area.
Maintain and produce management information:
From the information gathered on the basis of feedback of manager and recent performance review, I realized maintaining and producing management information is my strength because I can manage the information related to employees and rewards well. However, I can still improve in this area. I have recorded information of two employees wrong due to my impatient nature where I forget to recheck the recorded entries. So, I need to work on this area.
[hbupro_banner id=”6296″]Development Options
Three development options to meet the needs include coaching, reading a book or journal, and training courses. These development options are explained along with its adequate advantages and disadvantages below.
Coaching:
Coaching refers to a process that aids professional development of an individual (Poel et al., 2014). It enhances learning and development ability and skills as well as behaviour of an individual (Athanasopoulou and Dopson, 2015). It can be costly (Athanasopoulou and Dopson, 2015).
Reading a book or journal:
Reading a book or journal is about choosing and reading the one that is relevant to improve one’s skills. It enhances brain activities and allows a person to learn effectively through researched content. It fosters exposure to new ideas as well as modes of thinking (Leighton, 2019). However, it is time consuming. Also, choosing the right book is a huge challenge.
Training courses:
Training courses refer to a series of lectures or lessons that are vital to teach necessary skills for a specific job. A broad range of specific skills can be acquired (Joyce et al., 2018). These courses enhance productivity and execute realistic particular goals (Joyce et al., 2018). But, certain training courses can be expensive (Joyce et al., 2018). Also, some skills might not be relevant for the work that one is recruited to do (Joyce et al., 2018).
Honey & Mumford’s Learning Styles Theory
Honey & Mumford’s Learning Styles Theory provides four styles of learning, which could be divided into two groups of thinkers and doers (Carbery and Cross, 2015). Thinkers include theorists and reflectors, whereas, doers include activists and pragmatists (Carbery and Cross, 2015). Reflectors prefer learning through observation and thinking regarding what happened (Carbery and Cross, 2015). Theorists learn by comprehending theory responsible for certain actions. Activists learn by doing and engaging in new experiences (Carbery and Cross, 2015). Pragmatists learn by applying new ideas to occurring problems (Carbery and Cross, 2015). It is believed people have preference for certain learning style over others (Carbery and Cross, 2015).
Support line managers and colleagues:
My learning style is activist. This means I learn by trying new things and gaining new experiences. I tend to act prior to taking into account its consequences. I can use training courses since they will help me to improve my skills to think and analyze problems related to a situation from all angles. This would be essential to support line managers and colleagues as well.
Manage and produce management information:
My learning style is activist. I can use coaching because it will develop a skill of rechecking the management information that I recorded. I will take the support of my supervisor for improving my skills of recording data and taking tips about how to not make mistakes or errors whilst recording data. As a result, this would allow me to perform my job to manage and produce management information adequately.
Personal Development Plan
| NAME: | MEMBERSHIP NUMBER | ||
| COVERING THE PERIOD FROM: 1st April 2020 | TO: 31st December, 2020 |
| What do I want/need to learn and why | What will I do to achieve this? | What resources or support will I need | What will my success criteria be? | Target dates for review and completion |
| Support line managers and colleagues | I will take a training course | Affiliated training courses list | I will be giving equal significance to ideas of all employees | 30th September, 2020 |
| Maintain and produce management information: | I will take coaching | HR manager | I will be not making any errors in recording data related to employees and rewards | 31st December, 2020 |
Review
The associate membership requirements identified are support to line managers and colleagues and management and production of management information. I am going to work on both associate membership requirements. Firstly, I will work on support to line managers and colleagues since it can affect the relations and motivation of employees, which in turn can impact productivity. I will take training course to ensure I consider ideas of all employees significant. Besides, I will work on management and production of management information since the error in the report is a serious issue that can affect the management of entire information. For developing this, I will talk to my HR manager and take coaching from the individual.
I will begin with focusing on the associate membership requirement of support to line managers and colleagues since it is can affect motivation and productivity of other employees, affecting retention rate of the company. It will take a 6 months course for this one. Following this, I will focus on the associate membership requirement related to management and production of management information. Coaching for three months by HR manager will be effective.
I mentioned behaviors related to collaboration, courage to challenge, curious, and skilled influencer in 40552/05. Among these, I want to develop curious and skilled influencer behavior to control my emotions and to prepare for meetings well. I will control over-curiosity and develop skilled influencer behavior by reading books or journals on emotional intelligence and ways to prepare for meetings. My priority will be to work on my emotions related to over-curiosity.
I want to develop knowledge regarding artificial intelligence since it is the future of the human resource department. It will be used in several HR processes, including recruiting and training (Meister, 2019). I will take up a training course for this one as well.
New PDP
| What do I want/need to learn and why | What will I do to achieve this? | What resources or support will I need | What will my success criteria be? | Target dates for review and completion |
| Support line managers and colleagues | I will take a training course | Affiliated training courses list on internet | I will be giving equal significance to ideas of all employees | 30th September, 2020 |
| Maintain and produce management information: | I will take coaching | HR manager | I will be not making any errors in recording data related to employees and rewards | 31st December, 2020 |
| Behaviour related to curiosity and develop skilled influencer | I will read books. In doing so, I will be completing every book in a month. | Books such as Working with Emotional Intelligence, Elephants Before Unicorns: Emotionally Intelligent HR Strategies to Save Your Company, Meeting Excellence: 33 Tools to Lead Meetings That Get Results (Stokes, 2019) Goleman, 2009, Parker and Hoffman, 2010). | I will be able to manage my emotions well to control my over-curiosity and prepare effectively for meetings | 31st March 2021 |
| Artificial intelligence | I will take a training course | Affiliated training courses list on internet | I will be efficient in using artificial intelligence for carrying out HR processes | 31st December, 2021 |
References
Athanasopoulou, A. and Dopson, S. (2015) Developing Leaders by Executive Coaching: Practice and Evidence. UK: OUP Oxford.
Carbery, R. and Cross, C. (2015) Human Resource Development: A Concise Introduction. UK: Macmillan Education.
CIPD. (2013) The 2013 Profession Map. Available at https://www.cipd.co.uk/learn/profession-map/2013-profession-map (7 March 2019).
CIPD. (2019) About CPD. Available at: https://www.cipd.co.uk/learn/cpd/about (9 March 2020).
CIPD. (2019a) Associate Membership. Available at: https://www.cipd.co.uk/membership/become-member/professional/associate (9 March 2020).
Goleman, D. (2009) Working with Emotional Intelligence. USA: A&C Black.
Joyce, P., Harrison, S. and Milner, D. (2018) Business for Cambridge International AS & A Level. UK: Oxford University Press.
Leighton, M. (2019) The 31 most influential books ever written about business. Business Insider. Available at: https://www.businessinsider.in/international/news/the-31-most-influential-books-ever-written-about-business/articleshow/72877302.cms (9 March 2020).
Meister, J. (2019) Ten HR Trends In The Age Of Artificial Intelligence. Forbes. Available at: https://www.forbes.com/sites/jeannemeister/2019/01/08/ten-hr-trends-in-the-age-of-artificial-intelligence/#17a010c83219 (9 March 2020).
Parker, G.M. and Hoffman, R. (2010) Meeting Excellence: 33 Tools to Lead Meetings That Get Results. USA: John Wiley & Sons.
Poell, R.F., Rocco, T.S. and Roth, G.L. (2014) The Routledge Companion to Human Resource Development. UK: Routledge.
Stokes, C. (2019) Elephants Before Unicorns: Emotionally Intelligent HR Strategies to Save Your Company. USA: Entrepreneur Press.
