Cipd

DEP F301A (L&D) CIPD Assessment drill Template Title of unit/sDeveloping Yourself as an Effective schooling & Development Pr operateiti matchlessr Unit No/s4DEP (L&D) LevelFoundation realisation value4 Assessment methodWritten, Discussion Learning outcomes 1. Understand the get alongledge, skills and behaviours required to be an potent L&D practiti unriv everyedr. 2. Know how to deliver timely and effective L&D attend tos to meet users motivations. 3. Be able to reflect on own practice and development needs and maintain a see for personal development. All activities should be completed execution 1 (Note The CIPD Human Re get-gos Profession represent (HRPM) can be accessed at www. cipd. co. uk/cipd-hr-profession/hr-profession-map/explore-map. aspx ) Write a report in which you briefly summarise the HRPM (i. e. the 2 core paid atomic number 18as, the remaining professional areas, the tidy sums and the behaviours) comment on the activities and knowledge stipulate within an y 1 professional area, at either band 1 or band 2, identifying those you consider most essential to your own (or other set) L&D role. Activity 2With concernence to your own (or other identified) role, out blood line how an L&D practitioner should en positive(predicate) the armed services they return are timely and effective. You should involve understanding customer needs (include examples of 3 antithetic customers and 1 need for separately, and explain how you would prioritise conflicting needs) effective communication (include examples of 3 different communication methods and the advantages and disadvantages of apiece) effective service delivery (include delivering service on time, delivering service on budget, dealing with unvoiced customers, handling and resolving complaints)Activity 3 (Note The CIPD swain Membership Criteria can be downloaded at www. cipd. co. uk/ Membership/transformingmembership/ New-membership-criteria/about-associate-member. htm ) Undertake a self -assessment against the CIPD Associate Membership criteria, identifying any areas you need to develop in station to meet them. Using a template, such as www. cipd. co. uk/cpd/ commission/cpdrecordand political platform, get up a stick out to meet your development needs, including those identified above, and the come uponment of your CIPD qualification.The plan should be for a minimum of 6 months. Discuss your plan with (or provide a written note to) your tutor explaining why you believe CPD to be important and explaining at least 2 of the options you considered for clash your development needs. Activity 4 During the period of your studies, reflect on your performance against the plan, including learning gained from each unit of your qualification, and add reflective comments to the plan. As you progress, identify any supercharge development needs and revise your plan accordingly.Assessment Criteria 1. 1 2. 1 2. 2 2. 3 3. 2 3. 4 3. 1 3. 3 3. 5 manifest to be produced Activitie s 1 & 2 Report of approximately 1500 words Activity 3 A Development Plan/Record Tutors written confirmation that the Development Plan has been discussed (OR a written informative note from the learner). Activity 4 Written records of on-going reflection and, where appropriate, revision of the plan to include further development needs and solutions. NB Activity 4 leave alone therefore not be complete until the end of the programme. ) 4 DEP Assessment Guidance Revised May 2012 AC 1. 1The unseasoneds report should refer to the HRPM, and include a summary of the HRPM (particularly the 2 core professional areas) and an explanation of the activities and knowledge, at either band 1 or 2, of any one of the professional areas. AC 2. 1Learners should identify 3 users of HR services and one need for each.They should excessively explain how conflicting needs would be identified and prioritised. AC 2. 2Learners should identify 3 methods and advantages and disadvantages of each. AC 2. 3The d escription should include delivering service on time delivering service within budget dealing with difficult customers and handling and resolving complaints. AC 3. 1Learners should define and explain the importance of CPD. AC 3. 2Learners should self-assess against the CIPD Associate Membership requirements to identify development needs.AC 3. 3Learners should evaluate at least 2 options for meeting development needs. AC 3. 4The plan should be for a minimum of 6 months. A template is available at www. cipd. co. uk/cpd/guidance/cpdrecordandplan AC 3. 5Learners should provide a written reflection on their performance against the plan, including the learning gained from each unit of their qualification, and update the plan with any new development needs, as they are identified.CIPDPolitical discrepancy as we are a company that has an agreement with Qatar government for the supply of natural boast, It Is authorised to keep our good relation with the country to continue the business. Ne w source of energy Dolphin Energy is a company that supplies gas to the customers, in case of finding any applicable source of energy for gas that is less costly and has no impact to the environment, our company volition shut down down and loses its business. Price changes If the prices of the equipment used in the operation escalated, the price of our intersection point testament increase. New competitor another external factor that would expunge the company is if there is a new company of gas connecter the market.Such competitors will affect our market price, It will pick out an effect on our manpower costs, great deal will compare the quality of the product produced, etcetera 5- How the business is structured Dolphin Energy has so many functions that plays consequential role in the formation. Below, I will be explaining only four-spot functions. Our companys structure Is considered functional structure because It has corresponding connected actively that are groupe d together in discussion sections.Function Discretion Corporate Communications Dolphins integrated communications department handles any communication assayn by the company to all its publics or stakeholders. Strategic and Corporate Planning It is responsible for all stinting and corporate planning duties at Dolphin Energy. SHE It is responsible about the temporalty of the products, the health of the employees, the natural rubberty of the working area, and making sure they are fetching good care for environmental issues.Human Resources They offer services to their employees in natural endowment Management, recruitment, policy, compensation, employee relation, training, and office management. O- Different functions working together Dolphin Energy whole kit and caboodle with different departments very closely in order to make sure operation, the operation works closely with different departments to ensure they are meeting their objective. For example, operation works with hum an resources to circuit quality employees that nurture all the required qualifications skills that are needed for technical skills.Moreover, when an employee Joins the company, operation department will want their new Joiners to undertake whatever kind of trainings to enable them have the needed skills to operate in the field. Quality, health, natural rubber and environment department as soundly works with other functions to reach their goals. SHE facilitates everything that is necessary in the working(a) area to ensure that the employees are working in a safe environment to minimize all the risks that might occur during the operation. SHE will also make sure that our equipments and machines do not harm the marine home ground and cause and eruption or pollution.Further much, SHE wants to educate the employees about some safety matters and they co pop with the training department to implement such trainings. 7- The shade of the government activity and how it affects the opera tions I believe Dolphin Energy has a mixture of task and power culture. It is considered a role culture because each employee is assigned to a particular role or Job they have all their tasks and roles listed in their Job description. When we have everything pacified, it will help us know what each individual does and therefore no duplication in work.On the other hand, we can say that our organization is a task orient culture as well. That is because Dolphin I-JAKE and Qatar work together in so many projects as a aggroup to complete tasks for example, our training department in I-JAKE works with Stars to reach the departments goals and objective. The teams will be doing a specified task to complete it in a time and budget given. This meld culture has a positive impact on the organization because it will get the most efficiency out of his effort done having everything with guidelines unless working in teams in common projects and assignments.Activity B 1- Organization system Th e companys strategy is to have an economic wealth as well as creating business prospects for I-JAKE nationals and ICC citizens for the future. Our company has make headway vision and mission that is set which makes the employees well aware of where the company is heading and what is their future objective. Having the vision and mission clear will create order therefore will help us in proportioning our tasks. 2- How does HER strategy subscribe tos the organization strategy?The HER does a lot of things that supports the organizations strategy. startle from recruiting a competent employee to developing them. The HER work closely with other departments as one team to reach the organizations strategy. Below is a list of some the things the HER does to support Dolphin Energy Objectives HER Strategy Supporting Organizations Objectives Recruitment HER uses the exceed ways to hire an employee. For example, we deal with hiring brokers that would get us the best people in the market.Mor eover, we hire people through referral programs where an existing employee refers someone who is confident to take the Job. As well, HER have internal posting for the employees who would recommend themselves to undertake the posted position. We use technology for the hiring process candidates can now come across all the open posts on our website to compensation team participates in researches, surveys and benchmarking with companies who equal to us so we are updated with the latest paying trends and we are competing with similar industries in the market.When the company does such things, it will retain current employees peculiarly the elevated potential and talented ones. Retain Talent Management atomic number 53 thing TM is responsible for is induction sessions which the new Joiners undertake to familiarise them with the companys departments and its work nature. This will help the employee adapt faster and work more effectively when working with different divisions. Differen t development plans for fresh potassium alum students and existing employees.Offering scholarships and sponsorship to educate our employees and make them update their skills and knowledge to achieve the companys goals. Having game potential programs and succession planning which helps the employees get motivated and it will kick upstairs them work harder to achieve the companys strategy. How can HER/L&D professional support line managers and their staff? The HER and learning and Development support line managers in so many different ways. Some of these things are HER helps line managers in recruiting well qualified candidates to fill the vacant position.They do that through see C.V. and exploreing for candidates that has the skills required for the Job and then they do interviews and psychometric tests for them. When HER hires high talented people, it will help them accomplish work in cost-efficient and effective way to meet the business goals. This way the HER will be eatin g the best talent out there in the market. Learning and development helps the new Joiners have a brief orientation through all the departments in the company to give a good topic about the business and how each department operates.This will help the employees know everything about our business and help them work better with the division to achieve the goals of the company. Having HER updates sessions that would help the HER employees and line managers know the latest updates that is happening in the HER which will help them understand how the process is and what HER services is offered. Offering best practices in Learning and development, which will encourage and motivate the employees to perform better. Help line managers to achieve their KIP to achieve the organization objectives. Ensuring that the employees are working in a good working environment. 4- How does HER/L&D contribute in the successful of an organization? To define success, first we need to know what things that m akes the organization successful. Organizations have a lot of objectives each year, general objectives will be ambiguous, so one of the keys to success is to have a clear objectives. For example, avian clear mission, vision, strategy and goals clear and it should be known to everyone throughout the organization.Everything the organization does, for example, the policies and procedures that are written, he different types of programs we offer, the services we provide, etc are all intelligibly linked to the companys objectives for being successful. Lurch mentioned, there are four ways to a successful organization strong relation with their internal clients and they act as a focal point for certain divisions. This can be done by having good relation with the senior management in order to align the HER strategy with the business objectives. Change Agent is the team that participates in changing the management team and then communicate internally to everyone to ensure smoothness of the process and then gain their trust. Change agent will ensure that the employees are adapting to new changes. Administration Expert it acts in a professional in the way that it executes its Job and uses the organization resources in an efficient manner. Employee Champion it plays as a core of the HER. HER should represent the employees, look for their best interest and make sure that strategic initiatives are balanced.