Chartered Institute of Personnel and Development Test Report

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Updated: Feb 12th, 2024

Table of Contents

Introduction: An HR Practitioner and the CIPD Requirements
The Assessment Procedure: CIPD Standards vs. the Practitioner’s Skills
The Plan for the Further Development: Key Points to Remember about
Conclusion: the Progress and a Look Forth into the Future
Reference List

Introduction: An HR Practitioner and the CIPD Requirements

Being an HR specialist means always keeping in pace with the new and improved standards. Needless to say, these standards are apt to changing quite often as the information on the HR theory updates.

The Assessment Procedure: CIPD Standards vs. the Practitioner’s Skills

SWOT Analysis

	Strengths	Weaknesses
Opportunities	Knowledge of various HRM strategies: The opportunity to develop efficient problem solutions	Knowledge of various HRM strategies: The lack of experience for picking the appropriate strategy
Threats	The possibility of losing the track of professional development: Learning new methodologies	The possibility of losing the track of professional development: Forgetting the acquired knowledge

Part 1 Reflecting back

What do you consider were the three most important things (planned or unplanned) that you learned last year? Please also briefly describe how they were learned?
1	Among the most important things, the key HRM strategies, are the most cignificant. I have laerned about these issues by studying the mechanisms of corporate structure in motion.
2	Anotheer essential issue that I have learned is the key types of knowledge management (Saas, 2011). Analyzing the means of information distribution was extremely important.
3	Finally, the the stages of the innovation pocess should be mentioned. With the help of the newly acquired knowledge, I am able to change the model of a company organizational behavior, knowledge sharing model, etc.
Please summarise the value you’ve added to your organisation/clients/customers over the last 12 months through your professional development?
I have helped structure the model of the comapny organizational behavior, which iis thebulk of company’s success (Punnett, 2012) and improve knowledge sharing process.

What have been the tangible outcomes of your professional development over the last 12 months and what aspects of your work have changed as a result? Please give a brief explanation of why you’ve chosen to comment on these specific activities?

I have learned to plan the actions of several dozens peopel weeks ahead and learn to assign peope for the jobs that suit them perfectly. The given skills are bound to help make the company prosper.

Who else has gained from your professional development and how?

The people who worked with also learned a number of important issues concerning the HRM practice that I shared with all the compny staff. Explaining them the principles of knowledg saring, I managed to help them improve their performance by using all the information at the company’s disposal.

The Plan for the Further Development: Key Points to Remember about

Part 2 Moving forward

How do you identify your learning and professional development needs?

My learning and professioanl development needs can be identified by the gaps in my knowledge. The more problems I encounter i my practice as an HR practitioner, the better I understand what I need to study.

What are the three main areas or topics you wish to develop in the next 12 months and how will you achieve these?
1	In the next two months, I am going to study the idea of strategic Human Recruitment management. An innovative stratgey in the HRM sphere, the given technique will allow forr more hiring opportunities and better allocation of the personnel (Armstrong, 2008).
2	I also hope to help peple realize the significance of knowledge sharing.
3	Finally, I hope to optimize the company production process by improving the organizational behavior of the company staff and perfecting the existing knowledge sharing system.
What are the key differences that you plan to make to your role/organisation/clients/customers in the next 12 months?
I am going to reinvent the company’s perspective of what knowledge sharing is and to help people realize thatsharing ideas will not lead to their ideas being stolen, whcih is the current concern of the employees.

When will you next review your professional development needs?

To perect my professional skills, I will have to review the professioanl development needs regularly. Since the requirements update quite often, it ca be supposed that reviewing my skills and needs every two months will be enough.

Conclusion: the Progress and a Look Forth into the Future

It is clear now that, to reach even higher level of professional development, it will be needed to focus on training my professional skills and trying to acquire more detailed knowledge concerning the issues learned.

Reference List

Armstrong, M. (2008).Strategic human resource management: A guide to action. Philadelphia, PA: Kogan Publishers.

Punnett, B. J. (2012). International perspectives on organizational behavior and human resource management. Armonk, NY: M. E. Sharpe.

Saas, V. (2011). The link between knowledge management and human resource management. New York, NY: GRIN Verlag.

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