NAME: Naif Khalid Alhajri COHORT: 5DVP – July 18
COMPANY: Maaden Co. – Saudi Arabia WORD COUNT No limit
Resubmission: 2.2,2.3 and 3.2
Introduction: The CIPD Profession Map sets out criterions for HR professionals around the
world to demonstrate the activities, understanding, and behaviors needed for the achievement.
The professional map describes the main blocks of actual people management practice across ten
professional specializations and defines eight fundamental behaviors that support good practice
irrespective of specialization.
By using the criteria in the CIPD Profession Map for HR and organization can identify:
Outline great Human Resource
Analyze areas of achievement and improvement
Construct Human Resource competence
Identify success through specialized experiences and association
1
NAME: Naif Khalid Alhajri COHORT: 5DVP – July 18
COMPANY: Maaden Co. – Saudi Arabia WORD COUNT No limit
Resubmission: 2.2,2.3 and 3.2
Source: The CIPD Professional Map (2015), Retrieved from
https://www.cipd.co.uk/learn/career/profession-map
Activity 1: The Effective HR Professional
* Introduce the CIPD Profession Map and explain how it is used by HR professionals and
organizations.
It is based on exploration and teamwork with organizations around the world, and
uninterruptedly revised and reorganized with research to get the most positive HR professionals
and help in revitalizing the organizational environment. Map is not rigid, so anyone can choose
what to emphasis on reliant on your area of work, the level of answerability you have in your
role, and your career advancement ambitions (Kenneth & Rose, 2017).
How the Profession Map is used for individuals:
Continuing Professional Development formation
Planning for an assessment or review
Provision for CIPD membership
Observing for a new occupation
Structuring an instance for progress
Gaining knowledge about the line of work
Discussion preparation
2
NAME: Naif Khalid Alhajri COHORT: 5DVP – July 18
COMPANY: Maaden Co. – Saudi Arabia WORD COUNT No limit
Resubmission: 2.2,2.3 and 3.2
How the Profession Map is used for organizations:
Recognize abilities needed to make alteration happen
Improve job pathways
Recognize team’s competence
Emphasis on performances needed for success
Shape a capability outline
Shape role outlines
Structuring an instance for growth programs
*Describe a range of knowledge, activities, and behaviors (1 of each), from two selected
professional areas, at Band 1 or 2:
It is used by various organizations and HR professionals to demonstrate and construct the
competence for self, team, purpose and organization levels. It is designed from Band 1 start of
the human resource career through Band 4 for senior human resource career. But here we will
focus from Band 1 to Band 2 HR career path. It has been planned to be applicable and
appropriate to all professionals working across the HR continuum so whether you are a beginner
in any field or expert, anywhere you are working in the world, whatever area and/or size of your
company, the CIPD Profession Map is for you (Douglas & Yarn, 2016).
The design ideologies and style of the Profession Map developed to know the following:
3
NAME: Naif Khalid Alhajri COHORT: 5DVP – July 18
COMPANY: Maaden Co. – Saudi Arabia WORD COUNT No limit
Resubmission: 2.2,2.3 and 3.2
It defines what you need to do, what you need to be acquainted with and how you want to
do it within each professional area at four bands of professional competence
It embraces behaviors as well as the practical elements of proficient competence required
in the HR career.
It is well organized around areas of specialized competence, not organization edifices, job
ranks or roles. It has the adaptability to be used in part, or viewed as an entire, with the
core specialized areas acting as the key that is relevant to everyone.
The range of knowledge, activities, and behaviors from the selected professional area for
Band 1:
Band 1 HR professional maintain a relationship at all level of the organization and focus on
activity related to customer support and meting out activities, connecting immediate and ongoing
needs (Kenneth & Rose, 2017).
One Professional Area of Band 1:
Learning and Development: This area ensures that people at all levels of the company possess
and develop the talent, knowledge, and experiences to fulfill the short and long-term aims of the
company and learn, grow and perform.
Range of Knowledge:
Facilitating models and development styles to manage and optimize a learning event and
use of learning principles within the organizational structure.
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NAME: Naif Khalid Alhajri COHORT: 5DVP – July 18
COMPANY: Maaden Co. – Saudi Arabia WORD COUNT No limit
Resubmission: 2.2,2.3 and 3.2
Activities:
Assemble, analyze and plan on competency and learning needs of the organization and
able to contribute with colleagues/managers to meet specific needs.
Behavior:
Give and seek assistance to subordinates and managers to ensure development, placement
and career management processes offer fair access to opportunity for all and share
knowledge of technology to support a learning culture.
The range of knowledge, activities, and behaviors from the selected professional area for
Band 2:
Band 2 HR professional manage a range of activities from maintaining a relationship to advising
on product and services. It also focuses on meeting deadlines, reviewing and following.
One Professional Area of Band 2:
Performance and Reward: Help generate and sustain a high-achieving organization culture by
delivering programs that remunerate and recognize key employee competences, skills,
behaviors, experience and performance, and ensure that reward systems are applicable, fair and
cost-effective.
Range of Knowledge:
5
NAME: Naif Khalid Alhajri COHORT: 5DVP – July 18
COMPANY: Maaden Co. – Saudi Arabia WORD COUNT No limit
Resubmission: 2.2,2.3 and 3.2
Review elements of the reward package and how they combine to attract, engage and
retain. Use methodologies and approaches for collection, analysis, and evaluation of data
for reward and recognition
Activities:
Providing service to the client, handling issues, and providing flexible options and
recommendations to make them satisfied and happy. Take measures and resolve
problems satisfactorily.
Behavior:
Band 2 HR professionals are helping to analyze data regarding performance and reward.
Collect data and grow insights from reward functional and performance surveys.
*Show how the elements of the CIPD Profession Map are used to demonstrate what it
means to be an HR professional keeping in view the current Profession Map.
The CIPD professional Mapping is done through various professional areas, elements of
behavior, and professional competence which are flexible to imply. Every element of the CIPD
Profession Map is so well versed with actual working styles of an individual and an organization
that it helps to improve the efficiency and effectiveness. It helps to demonstrate what it meant to
be an HR professional in the following ways:
Help in delivering and analyzing an instantaneous service according to current and long-
term issues.
6
NAME: Naif Khalid Alhajri COHORT: 5DVP – July 18
COMPANY: Maaden Co. – Saudi Arabia WORD COUNT No limit
Resubmission: 2.2,2.3 and 3.2
HR professionals should be the problem-solving attitude at all levels of an organization
Help to construct awareness in terms of conflict, advise, grievance, a selection that
determines trustworthiness (Douglas & Yarn, 2016).
Structuring and analyzing a variety of interactive skills including communication,
attending, affiliation management, motivating.
Augmenting knowledge in the organization and facilitate decision making.
Developing technical skills and knowledge and maintaining effective communication
within and outside the organization with all stakeholders.
Creating collaborations with other functions and overcoming close-minded differences.
Constructing and maintaining the organizational image and personal impact.
Develop insights to focus on strength and weakness of the organization. Able to analyze
the market and global competence.
Enhancing and understanding, associating, referring, promoting, engaging and
communication skills.
Activity 2: Group Dynamics & Conflict Resolution:
7
NAME: Naif Khalid Alhajri COHORT: 5DVP – July 18
COMPANY: Maaden Co. – Saudi Arabia WORD COUNT No limit
Resubmission: 2.2,2.3 and 3.2
2 a. Select a theory/model to describe the factors which influence group dynamics. Apply this
theory to an example of team development
The larger the faithfulness of a group toward the group, the better is the inspiration among the
team members to achieve the goals of the group and the bigger the likelihood that the group will
achieve its goal. Group dynamics is a set of behavior and psychosomatic processes that occur
within a social group or between groups. It refers to the "nature of groups, the rules of their
growth, and their interrelations with individuals, other groups, and larger institutions. It applied
for problem-solving, teamwork, and to become more pioneering and dynamic as an organization
as a whole. The idea will provide you with the fortes, triumph influences and actions of group
dynamics, along with other professional tools.
In a business setting, groups are a very collective organizational entity and the study of groups
and group dynamics is an important area in terms of efficiency and effectiveness. The Social
identity theory is described as a theory that predicts certain intergroup behavior on the basis of
perceived group status differences, the perceived legitimacy, stability and perceived ability to
move from one group to another. Originally it is formed by Henri Tajfel and John Turner. This
theory suggests that a company can transform individual behaviors if it can adjust their self-
identity or part of their self-concept that derives from the understanding of an emotive
attachment to the group. The elements of the social identity theory:
The interpersonal-intergroup continuum:
8
NAME: Naif Khalid Alhajri COHORT: 5DVP – July 18
COMPANY: Maaden Co. – Saudi Arabia WORD COUNT No limit
Resubmission: 2.2,2.3 and 3.2
A continuum between interpersonal behavior and intergroup behavior which is
determined by the individual characteristics and interpersonal relationships that exists
between only two people. Intergroup behavior was determined by the social category
involvements.
Positive distinctiveness:
In social identity theory, it is assumed that individuals are basically motivated to achieve
positive distinctiveness and it is defined by varying degree as per the interpersonal-
intergroup continuum. Individuals endeavor to accomplish or to maintain optimistic
social identity (Ken & Dovey, 2012).
Strategies by implying the social identity theory on team development:
Apple industry is growing worldwide and become the second largest multinational
company because of its product, services, technologies, and talent. Without skillful and
knowledgeable employees it is impossible to attain such a position. It needs proper team
development which works on groups to accomplish their and organizational goal. Details
a variety of strategies helps to achieve positive distinctiveness.
Individual mobility helps to engage the individual to improve their personal ambitions
which help in a group task.
Social creativity helps to create competence and zeal to work with maintaining
cohesiveness
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NAME: Naif Khalid Alhajri COHORT: 5DVP – July 18
COMPANY: Maaden Co. – Saudi Arabia WORD COUNT No limit
Resubmission: 2.2,2.3 and 3.2
Social competition is predicted to occur when group boundaries are considered resistant,
and when status relations are considered to be reasonably unstable.
Social Identity Theory
Source: Rex Heer, (1997), A Comprehensive Guide To The Wonderful World of Psychology
2b. Describe two examples of conflict resolution methods/models and apply these
methods/models to an example of a conflict that did/may occur.
Conflict resolution is a set of methods and procedures involved in enabling the peaceful windup
of conflict and vengeance. Dedicated group member’s effort to resolve group conflicts by
10
NAME: Naif Khalid Alhajri COHORT: 5DVP – July 18
COMPANY: Maaden Co. – Saudi Arabia WORD COUNT No limit
Resubmission: 2.2,2.3 and 3.2
energetically collaborating information about their conflicting causes or principles to the rest of
the group and by engaging in collective negotiation. Magnitudes of resolution characteristically
equivalent to the dimensions of conflict in the way the conflict is processed. Resolution based on
thoughts beliefs, ambitions and ideologies (Douglas & Yarn, 2016).
Two Methods of Conflict Resolution with an example:
Apple industry is facing constant criticism for grabbing raw materials and engaging in the unfair
promotion and advertising. The conflict between the organizations can be resolved by the
following methods.
Persuasion: Encouraging someone to do something that they may not want to do is
unquestionably a skill that can be learned. It involves enthusiastically paying attention to
their point and finding similar ground to settle the problem (Douglas & Yarn, 2016).
Arbitration: It is an alternative dispute resolution without involving regulatory bodies. It
is an effective method to settle the problem and it is legally enforced by the laws.
Elements of Group Dynamics and Conflict Resolution:
Elements of Group Dynamics:
o Group Development- Groups grow based on doings, relations, and feelings. The
individuals share common activities; they will have more interaction and will develop
11
NAME: Naif Khalid Alhajri COHORT: 5DVP – July 18
COMPANY: Maaden Co. – Saudi Arabia WORD COUNT No limit
Resubmission: 2.2,2.3 and 3.2
attitudes (positive or negative) toward each other. Individuals form associations based on
the implied anticipation of mutually advantageous exchanges based on trust and felt
compulsion on the other hand individuals get a sense of distinctiveness and self-esteem
based upon their involvement in prominent groups.
o Group Types- There is two types of the group present in the organization formal and
informal. It is based on task, command, or functional groups. Informal groups formed
because of interest, background, friendship or reference (Morton & Kissen, 2018).
o Group Structure- The group structure is a pattern of relations among members that hold
the group together and help it achieve assigned goals. It can be described by size, roles,
norms, and cohesiveness. Groups are structured to share a task and it gives ample
opportunity to the members to enhance their productivity. A role defines the specific
responsibility and duties of the assigned work. Norms help to maintain standards of
behavior that are shared by each member. It helps to facilitate the group survival and
trustworthiness. Cohesiveness implies the bonding which provides strength.
Elements of Conflict Resolutions Methods:
Negotiation is the maximum straightforward means of settling differences. It is two-way
communications between the parties of the conflict with the aim of trying to find a result.
Mediation is an intended process in which an unbiased person (the mediator) helps with
communication and encourages settlement between the parties which will allow them to
reach a jointly satisfactory agreement.
12
NAME: Naif Khalid Alhajri COHORT: 5DVP – July 18
COMPANY: Maaden Co. – Saudi Arabia WORD COUNT No limit
Resubmission: 2.2,2.3 and 3.2
Arbitration is the proposal of a disputed matter to an unbiased person (the arbitrator) for
decision. It is made an out-of-court method for solving a dispute.
Litigation is the usage of the court of law and the civil justice system to decide legal
arguments. Litigation can be used to force the opposing party to partake in the solution.
Activity 3: Project Management Summarize a recent or current business project (large or
small) which you are familiar with (leading or as part of a project team). (Brief context)
Project management is the presentation of procedures, approaches, understanding, skills, and
involvement to achieve the project objectives. It is a particular set of processes designed to
complete a singular goal. I was working in a community school where the modern technique of
teaching is not implemented and students are not taking participation in learning. I was appointed
as a guest teacher but I facilitate to bring upgraded education technology to introduce a modern
technique of teaching. The project was proposed to introduce a technology in a given timeframe
and cost. For this project technology bidding is done to frame the equipment in one classroom
because of cost and teachers are provided adequate training by the technical staff hired under
project management. An innovative approach is developed solve a problem of students who are
not able to access the upgraded technology. It is a first time experience for me to utilize my
strategies to develop a project for school to have a modern education. Teachers saw it will be
beneficial for them and also for students. Teachers are fully convinced to get a firsthand
guidance by technical staff to learn how the lessons can be taught by using videos and audio.
13
NAME: Naif Khalid Alhajri COHORT: 5DVP – July 18
COMPANY: Maaden Co. – Saudi Arabia WORD COUNT No limit
Resubmission: 2.2,2.3 and 3.2
3a. Describe how you have applied two project management/planning techniques during
this project (show examples of their application).
Two Project Management Technique applied in this project are:
PERT technique is used for defining and controlling the tasks that why technology is
important for education. Then PERT charts and Critical Path Method (CPM) charts are
used interchangeably by me to display the total project with all scheduled tasks shown in
sequence in front of the management.
Gantt charts are used to show schedule time task assignments in days, weeks or months
where students get more benefit in their assessment and teachers are given enough time to
adopt the new technology. Realistic representations were made to convince school
management that implementation of technology would not take extra time and cost.
3b. Describe how you have applied a technique(s) to analyze and resolve a problem during
this project (relate a model/theory to your example)
The problem which I faced during execution of the education technology was that school had
insufficient budget and not having the sponsor. I had to convince the school management to
acquire the education technology in subsidized price by the help of the local authority, but later
problems arose of hiring the technical staff that can implement the technology and provide an
14
NAME: Naif Khalid Alhajri COHORT: 5DVP – July 18
COMPANY: Maaden Co. – Saudi Arabia WORD COUNT No limit
Resubmission: 2.2,2.3 and 3.2
adequate training to the staffs / teachers in limited budget. To acquire the education technology
in limited budget with technical support I use the pert technique with the help of decision tree
model to make decision and to decide which the best choice is by knowing the possible
consequences, chance and the cost of the decision.
For perfectly determining the need of technology in school, specific activities and
milestones are identified. I also address the proper sequence of activities from convincing
to bidding the educational technology for the school. My focus is also to tackle the
problem by analyzing the situation. By the help of decision tree I am able to know the
possible outcomes and it will be helpful to make decision.
With the help of the PERT technique, I construct the action order information, a network
diagram can be drawn showing the sequence of the successive and parallel activities
which I have learned during my studies. I advise and give detail plan to implement
education technology through proper technique.
Estimate the required time to implement the technology in the classroom. And make the
critical path to evaluate the start and finish time of the implementation for the reason of
many obstacles. Regular follow up is essential and it required time to time examination
whether the students and teacher adapt the technology and it also requires maintaining the
equipment.
PERT Chart to implement the Education Technology:
15
NAME: Naif Khalid Alhajri COHORT: 5DVP – July 18
COMPANY: Maaden Co. – Saudi Arabia WORD COUNT No limit
Resubmission: 2.2,2.3 and 3.2
16
Start
Talk to the School for Education Technology
Talk to the Sponsors and Local
Authority
Hiring of Technical Staff
Positive response to implement Technology
Acquire the education Technology with the
support of Local Authority
Support of Technical Staff in implementing
the Education Technology and
providing training to the staff
Successful implementation of
the Education Technology and
adaptation of the technology
NAME: Naif Khalid Alhajri COHORT: 5DVP – July 18
COMPANY: Maaden Co. – Saudi Arabia WORD COUNT No limit
Resubmission: 2.2,2.3 and 3.2
Decision Tree Model to make appropriate decision for implementing the Education Technology:
Yes No
Yes No Yes No
Yes No
3c. Explain how you successfully applied each of the three following techniques - possibly
during the course of this project.
17
Education Technology in adequate time and budget
Convince to Management and Local Authority
Acquire from local Sponsors
Support of Local Authority in
providing funds
Support of local authority to
provide technical staff
Subsidized Self-Funding
Funds for Education
Technology
Acquire form outside
NAME: Naif Khalid Alhajri COHORT: 5DVP – July 18
COMPANY: Maaden Co. – Saudi Arabia WORD COUNT No limit
Resubmission: 2.2,2.3 and 3.2
1. Influencing: Behaviours and skills to enable skilled influencing were identified by Gillen
(2001): (Probe and listen) I Listen actively to others. If you listen to them they will
probably listen to you. (Summaries) I may understand what the other is saying but prove
that you do by summarizing. You can also emphasize key points. (Refer to) If the other
person agrees with your summary you can then draw attention to something that supports
your theory or a point that has already been agreed. (Suggest) Suggest a solution that
occurs naturally from the earlier discussions. Again, it is important to actively listen and
suggest solutions rather than insist or tell.
To introduce a modern education technology in a community school where
underprivileged students able to access the new way of teaching, it is my duty to influence
the school authorities to talk to the regulatory bodies if they introduce the technology or
give concession (Probe and listen). I worked with school management to even persuade
guardians and teacher to think about the future of children so that more and more students
enroll for school (Summaries). After a lot of discussions I came with a suggestion that we
implement the new way of teaching with the advance classes grades as first faze for 1 year
then reevaluate and see the outcome, I referred to the agreed by my school principal about
my suggestion, and then everybody look forward to implement technology (Refer to &
Suggestion).
18
NAME: Naif Khalid Alhajri COHORT: 5DVP – July 18
COMPANY: Maaden Co. – Saudi Arabia WORD COUNT No limit
Resubmission: 2.2,2.3 and 3.2
2. Persuading- It is not possible to implement technology without the help of school authorities. They worked together with me to persuade regulatory bodies to implement the modern day technology in government-aided school. In my opinion, French and Raven’s power sources for persuading like referent power and expert power are the best way to convince the regulatory authorities to provide help in implementing the technology. It needs ethical persuasion strategies so that all poor socio-economic students get the benefit and get success in the long-term. The best way to persuade the authorities to let them know that they are meant to be there to help and support under privileged people.
Also, I would use the funnel approach provides a useful model for exploring behaviours that enable the HR professional to persuade others without them feeling manipulated:
Preparation:
Decide on the outcome that is desirable/required Develop an outline of a reasoned argument – include relevant facts and background. Identify back-up points – additional factors that may support your point of view Consider possible counter-arguments prepare a considered response Consider the needs and wants of the other party
During the discussion:
Argue logically Emphasize the positive aspects of the argument Listen actively to the other party Adopt a calm but assertive manner. Use open and welcoming verbal body language. Be clear and confirm the agreed outcomes or what needs to happen next.
3. Negotiating with others- To grab an effective and efficient upgraded technology it is
required to negotiate with contractors to provide up to date technology at reasonable cost.
The school authorities and government regulatory bodies talk through a proper channel of
communication so that nobody gets a loss and at the same time the community school gets
the advanced education technology with proper technical expertise. The RAPDAC model
19
NAME: Naif Khalid Alhajri COHORT: 5DVP – July 18
COMPANY: Maaden Co. – Saudi Arabia WORD COUNT No limit
Resubmission: 2.2,2.3 and 3.2
for negotiation is widely used to negotiate and here to acquire the upgraded technology I
with the help of school management build positive rapport with the local authorities,
analyze the need/interest, and come up with positive agreement after a close debate to
acquire the technology in appropriate rate and in return school management has to
promote the positive actions of the local authorities in the community.
R - Rapport: As the name suggests, it signifies the relation between parties involved in negotiation. The parties involved in negotiation ideally should be comfortable with each other and share a good rapport with each other.
A - Analysis: One party must understand the second party well. It is important that the individual understand each other’s needs and interest. The shopkeeper must understand the customer’s needs and pocket, in the same way the customer mustn’t ignore the shopkeeper’s profits as well. People must listen to each other attentively.
D - Debate: Nothing can be achieved without discussions. This round includes discussing issues among the parties involved in negotiation. The pros and cons of an idea are evaluated in this round. People debate with each other and each one tries to convince the other. One must not lose his temper in this round but remain calm and composed.
P - Propose: Everyone proposes his best idea in this round. Each one tries his level best to come up with the best possible idea and reach to a conclusion acceptable by all.
A - Agreement: Individuals come to a conclusion at this stage and agree to the best possible alternative.
C - Close: The negotiation is complete, and individuals return back satisfied.
Source: https://www.managementstudyguide.com/models-of-negotiation.htm
20
NAME: Naif Khalid Alhajri COHORT: 5DVP – July 18
COMPANY: Maaden Co. – Saudi Arabia WORD COUNT No limit
Resubmission: 2.2,2.3 and 3.2
Source: Alex N, (1969), PMI Phases of Project Management
Activity 4: CPD
4a. Undertake a self-assessment of HR professional practice capabilities to identify your
Continuing Professional Development needs.
Self-assessment of HR professional practices identify that what qualities you possess and
what is required to be developed:
Analyzing current and time-consuming term issues and operational problem-solving for a
line manager or group.
Improve function and understanding how to get things done across limitations.
Try to work in a group and build trust by delivering service in collaboration rather alone.
21
NAME: Naif Khalid Alhajri COHORT: 5DVP – July 18
COMPANY: Maaden Co. – Saudi Arabia WORD COUNT No limit
Resubmission: 2.2,2.3 and 3.2
Who will take the lead? Try to become a leader who manages and persuade the team
members to work for their betterment and for the organization.
Value others and encourage to do better rather to jealous from else achievement.
Able to handle grievance within our area of work and able to reduce the conflict.
To be a good HR professional focus is to be given to the broader agenda rather than
individual agenda.
Increase self and organization business value.
The intermediate and time-consuming term, progressively multifaceted strategic and
operational problem-solving at all levels.
Develop the core HR professional areas like insights, strategy and providing solutions.
Taking a view of the whole of the organization’s commerce, not just the operation.
Effective management of various activities ranging from visioning, clarifying, appealing,
concerning, preparing and supporting others.
Collaborating with and persuading a wider sphere of internal and external stakeholders.
Developing an understanding of the commercial and monetary drivers that drive worth
and stance risk.
4b. Produce a Professional Development Plan (PDP) which sets out your professional
development options with stated three objectives.
Every person is different and possesses a different set of traits which reflect in their working
style. To be an HR professional you have to deal with several issues like induction, orientation,
22
NAME: Naif Khalid Alhajri COHORT: 5DVP – July 18
COMPANY: Maaden Co. – Saudi Arabia WORD COUNT No limit
Resubmission: 2.2,2.3 and 3.2
selection, learning and development, conflict resolution, grievance handling etc. You have not
only focused on your career path but also to the organization success. You cannot work alone but
need to be a focus on team building. CPD Professional mapping help to understand that what
traits we have to do a work and what is required to learn. It also displays knowledge and
behavior is required in a specific professional area to work for organization development. This
PDP plan helps me to know what I have and what I need. It is a way to manage your self-
development process by asking a few questions about your professional development within the
objectives need to be achieved.
Objectives-
Improve job performance keeping in view the use of technology and systems.
Increased duties and responsibilities keeping in view the current position and future
position.
Developing Relationships keeping in view teamwork and group effort.
The Professional Development Plan based on the objectives of a range of professional area,
behavior, and knowledge given in CIPD HR Professional Mapping:
Areas What I possess What is required
Core Areas
23
NAME: Naif Khalid Alhajri COHORT: 5DVP – July 18
COMPANY: Maaden Co. – Saudi Arabia WORD COUNT No limit
Resubmission: 2.2,2.3 and 3.2
Insights Using personal
understanding and develop
solutions to update work
and activities
Evaluate and deduce
complex information to gain
vision about the
organization, its customers
and employees
Strategy Provide appropriate relevant
information to support the
tactics involved for the
problem.
Develop plans and solutions
to support achievement of
organizational requirements
and align with HR and
organization strategy
Solutions Support the delivery and
evaluation of planned
solutions for programs and
projects.
Identify probable risks to
carrying out of people
policy and plans.
Professional Area
Learning and Development Knowledge of my current
job
Development for tackle the
difficult situations
Employee engagement Engagement in job with
positivity.
Induce optimist attitude in
my subordinates to work
efficiently
24
NAME: Naif Khalid Alhajri COHORT: 5DVP – July 18
COMPANY: Maaden Co. – Saudi Arabia WORD COUNT No limit
Resubmission: 2.2,2.3 and 3.2
Employee Relation Believe in group effort Try to become a group
leader
Service delivery and
information
Maintaining a proper
clients delivery services
within time
Need to focus on whole
supply chain process.
Organization development Need to develop strategy for
other core areas.
Behavior
Curious Interested in finding out
about the organization
issues and their role
Enthusiastically seeks ways
to develop understanding of
organizational and sector
matters and developments.
Decisive Thinker Evaluates the value of
information and data before
put on it to a decision
Need to gather information
from multiple sources,
analyses and reviews it
before making a decision.
Skilled Influencer Understand how to
influence within the culture,
authority structures and
policies of the organization
Builds relationships with
key present and upcoming
influencers, working within
and around policies and
25
NAME: Naif Khalid Alhajri COHORT: 5DVP – July 18
COMPANY: Maaden Co. – Saudi Arabia WORD COUNT No limit
Resubmission: 2.2,2.3 and 3.2
formal methods
Collaborative Makes a positive
involvement to the team,
supportive in day-to-day
work.
Try to builds a sense of
team spirit, boosting shared
possession of objectives and
deliverables.
Knowledge
Set of skills Fulfill current requirements Need learn to cater upper
level
Participation Local attend seminars and
conferences
Internationally attend
workshops and conferences
Team Building Managing current group Need to tackle group
conflict
The CPD Cycle:
Identify: Though I am expertise in my area and makes a positive involvement to the team,
supportive in day-to-day work, but want to support and develop solutions to update work and
activities.
26
NAME: Naif Khalid Alhajri COHORT: 5DVP – July 18
COMPANY: Maaden Co. – Saudi Arabia WORD COUNT No limit
Resubmission: 2.2,2.3 and 3.2
Plan: Through the adequate support from the mentor, proper training and taking part in
conferences/seminars will improve my capabilities to rethink about the problems and tackle
the problem by providing appropriate solutions.
Act: To gain training and support from the mentor I will first build cordial relation and work
cooperatively for positive outcomes.
Reflect: The best way to reflect my outcomes is to evaluate my decisions and working with
the help of mentor and supervisor.
Apply: I should assess my future development need with the help of the SWOT analysis
which will help me to know the strengths and weakness and how should I perform in difficult
situations.
Share: I will share my acquired new skills with my team mates in collectively functioning
and reducing conflicts.
Impact: the most important thing I have learned is to conserve proper formally and
informally in the organization and try to understand the problems with different angle and
help to provide better solutions.
Development Record:
What do I What will I do What resources What will be Target date for
27
NAME: Naif Khalid Alhajri COHORT: 5DVP – July 18
COMPANY: Maaden Co. – Saudi Arabia WORD COUNT No limit
Resubmission: 2.2,2.3 and 3.2
want/need to
learn
to achieve this or support I will
need
my success
criteria be
review and
completion
Positive
Involvement
with the team
Active
Participation in
seminars and
conferences,
team work
Good Mentor
and appropriate
methods to
tackle the
situation
Effective
presentation and
Positive
outcomes of the
work and
cohesiveness in
the group
Target Date- 15
June, 2018
Completion
Date- 15 July
Plan and
develop
solutions for the
achievement of
organization
with the support
of the
management
Gain trust and
importance
among the
senior
management
that I am
capable to learn
and acquire
skills to take
tuff decisions
Organization
polices and
guidelines,
direction of
immediate
superior
To work with
upper
management in
decision making
Target Date- 16
July
Completion
Date- 16
August
28
NAME: Naif Khalid Alhajri COHORT: 5DVP – July 18
COMPANY: Maaden Co. – Saudi Arabia WORD COUNT No limit
Resubmission: 2.2,2.3 and 3.2
Activity 4c: Reflection on your PDP.
Recommended changes which are required after six month of PDP submission:
Learning and development activities can keep on changing as you achieved one level and
try to move up in your career keeping in mind the organization success as well. Here are
a few recommendations which need to be achieved to enhance your performance:
Leading the foremost professional area in my given job and addressing the HR challenges
at the organizational level whether short or long term.
Considering the company and industry genuineness and the client’s prerequisites,
developing strategies and plans.
Improving performance excellence, productivity, accurateness, flexibility and thoughtful.
Longstanding multifaceted and strategic problem-solving and long-term trusted
professional / consultant working on various issues.
Handling the performance and delivery of others on whom presentation depends and
giving sufficient time to coach and support.
Developing an understanding of the business in the context of the industry and global
competence.
Developing a way to think about risks and how to overcome the problem.
29
NAME: Naif Khalid Alhajri COHORT: 5DVP – July 18
COMPANY: Maaden Co. – Saudi Arabia WORD COUNT No limit
Resubmission: 2.2,2.3 and 3.2
References:
Mark E. Haskins,(2011), Assessing professional development program impact, Journal Strategic
HR Review,1,15,15-17.
30
NAME: Naif Khalid Alhajri COHORT: 5DVP – July 18
COMPANY: Maaden Co. – Saudi Arabia WORD COUNT No limit
Resubmission: 2.2,2.3 and 3.2
R. G. Tugwell, ( 1960), People, Jobs and Economic Developmnt, A case history of Puerto Rico
supplemented by recent Mexican experiebces. A. J. Jaffe. Free Press, Glencoe, Ill., 1959. 381,
3408, 138, 1206-1207.
Bill Richardson, (2018), Learning contexts and roles for the learning organization leader,
Journal: The Learning Organization,1, 1, 15-33.
Ken Dovey,( 2012), Learning about learning in knowledge‐intense organizations, Jornual: The
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Kenneth H. Rose,(2017), The Project Management Institute Project Management, Project
Management Journal, 3, 30, 56-57.
Douglas H. Yarn, (2016), Transnational conflict resolution practice: A brief introduction to the
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3, 19, 303-319.
Andy Bruce, (2013), Managing Project, Project Management, 5, 60, 102-115.
Morton Kissen, (2018), From group dynamics to group psychoanalysis, Washington, D.C,
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