7CO03 Task 2 Assignment Answers
7CO03 Task Two Assignment template – the learning journal
Ensure you attach a cover sheet to this document.
Please see your assessment brief for an example of how this should be filled out.
|Date(s)||What did I do||Why?||What did I learn from this?||How have / will I use this?|
Further action points.
7CO03 TASK 2 ASSIGNMENT ANSWERS
Please see your assessment brief for an example of how this should be filled out.
|Date(s)||What did I do||Why?||What did I learn from this?||How have / will I use this?|
Further action points.
23 rd. February 2022
|Read the Cipd factsheet on Ethical practice and role of people professionals||To build on my professional knowledge and skills on the area||The factsheet expounded on some of my dilemmas on the workplace which is having the desire to make ethical decisions and failing to actualise on the same due to business pressures. I learnt that people professionals can help in integrating ethics through recruitment and induction, learning and development, inclusion and diversity, rewarding as well as performance management (Cipd, 2021)|
I also learnt that role modelling as a people professional help to enhance ethical practice in the organisation besides bolsters one’s standing in the company as employees are more likely to trust you when you have proved that by your moral standing is firm.
|I will use the knowledge gained to embed the principles of fairness and transparency in our reward system besides training the line managers on the importance of being fair and transparent when appraising their juniors.|
I will organise a branch meeting with the members of the HR department with a view to brainstorm on some of the ways we can make the company more ethical and thus promote the company brand and inculcate a culture of adhering to ethical practice.
July 15, 2022
|Reviewed the article Cipd Annual Conference: Good Work is about fairness and transparency by JO Faragher that was published on Personnel Today||To gain a better understanding on the principles of fairness and transparency and its significance for people professionals||The paper discusses the insights brought forth on the Cipd annual conference in 2019. Some of the insights highlighted were the increased trends for senior leaders to lose their jobs due to ethical issues as opposed to performance as per the data provided by PWC. Ultimately, the article indicated that there was increased calls for companies to be transparent. Subsequently, good work was categorised into three areas meaning, fairness and collaboration (Faragher, 2019)|
I learnt that promotion fairness and transparency also help the organisation in attracting top talent as employees want to work in organisations that are devoid of discrimination and embrace diversity.
|To develop an internal training on the significance of fairness and transparency at the workplace.|
To conduct an internal audit of how many employees had exited the company due to ethical reasons within the last five years and thus determine whether there was an increasing trend for malpractices.
13th February 2022
|Reviewed the Cipd professional map with a focus on the core behaviours for people professionals and more precisely the habit of valuing people||To build on my knowledge and skills on demonstrating value to people whilst pushing them to deliver on their mandate||I learnt that valuing people begins with creating a shared purpose in the organisation and is nurtured by providing opportunities for their wellbeing as well as championing their voice and ensuring that the same is incorporated in organisational decisions.|
I also learnt that valuing of people in an organisation necessitates modelling compassion, humanity and fairness as the HR and hence actualise the same when going through your daily activities and particularly when dealing with employee issues.
I also learnt that people feel valued when you provide with opportunities for growth while in the company and it need not be an expensive Affair as one can utilise the internal resources for example coaching and mentoring such that employees’ skills are sharpened to prepare them for future management roles.
In addition, simple acts such as listening to the opinions and views of people and incorporating them in decision serves as a sufficient gesture that you value the employees and thus will motivate them to put effort in their jobs.
|I will use the skills and knowledge gained to mentor and coach junior employees such that they understand the roles of a senior HR professionals with a view to pave way for succession development in the company.|
I will also propose to the management to develop a coaching and mentoring program across all departments such that the junior employees work closely with their senior in a bid to learn their responsibilities and attributes and knowledge needed to succeed in a senior role.
4th April 2022
|Listened to a Cipd Podcast on Trust at the workplace.||Build my knowledge on building trust in organisations with a view to promote sustainable development and embrace cultural diversity at the workplace.||I learnt that trust in an organisational set up means different things to the different stakeholders. For example, the marketing specialists might describe it as an attribute or value that needs to be embodied by all the people while the HR describes trust as an asset to the organisation while the legal department might see it as a means to avoid hefty lawsuits. To others trust is simply a human feeling that is acquired over a prolonged period of interaction and hence is earned.|
I also learnt that trust in an organisation can not be build by one person the HR rather it has to be cascaded down from the top to the bottom and horizontally among colleagues.
I also learnt that embedding trust in organisations requires brutal honesty with self-such that organisations should not build a company brand based on lies and expecting the employees to trust its processes or procedures or even follow them to the letter.
I also learnt that the ongoing trend is how professional individuals and organisations can maintain trust in the digital space as some people feel that what they do outside work should not be used to judge them .
|I will use the knowledge and information acquired to write a brief on the insights and relay it to all my colleagues at the workspace.|
I will also use the information acquired to build a culture of trust within my social circles and in my professional capacity.
I will continue developing my knowledge on building trust in organisations.
|30th April 2022|
|Read the Book Make Time: How to Focus on What Matters Every day By Jake Knapp and John Zeratsky||Acquire knowledge and skills on how I can better manage my time and thus live a more balanced life.||The book provides sound and logical steps on making time to do that you set do devoid of distractions. Essentially, the authors provide a formula for daily living involving four steps that are Highlight, Laser, Energize and Reflect. In reference to Highlight, it begins by acknowledging that doing more is not equivalent to doing what matters and thus the need to prioritise a single activity for each day. In order to highlight on the activity one can consider urgency, satisfaction or something that will elicit joy in you. Prior to highlighting of the activity, one should rank their priorities and ensure that each activity is slotted for a day.|
The second is laser that recommends that one should remove all distraction in order to have laser sharp focus on the highlighted activity. This can proceed by making it difficult for one to access devices such as logging out from apps and websites and where possible blocking out the sources of distraction.
Third is energize in order to recharge your brain and body. The body is equated to a battery. To this end, the battery is full when one exercises daily albeit in moderation, attempts intermittent fasting and has a conducive sleeping environment.
Fourth is reflection that helps in adjusting and improving your system and thus master a craft or build your knowledge. The book identified with me as many are the times I try to squeeze so much in my schedule which results in me doing so little and frustrated due to unfinished business at the end of the day (Knapp & Zeratsky,2018 )
|I will use the insights gathered from the book to readjust my calendar such that I have time for rest and reflection everyday as opposed setting to a day to rest. I will also practice being absorbed into infinity pools such as my phone and apps such as Facebook, Instagram, TikTok, Twitter and Netflix just before I sleep. This I will do by first uninstalling them from my phone for a period until I feel that I am not dependent on them.|
Upon testing the formula for a month, I will review on the achievements made that month and compare the gains made to previous months. I will also take stock of my feelings and levels of happiness during the experimentation month.
22nd May 2022
|Read the Cipd Fact sheet on Change Management||Build my knowledge within the area of supporting and leading change with a view to promote competitiveness in the wider world of work||I learnt that in the business world change is constant and continuous and hence the need to embrace it with a view to remain competitive in the industry. Change in this regard is manifested in reference to change in consumer tastes, technology, markets and change in governments to mention but a few factors. HR needs to keep tabs of the changes in the business as they impact on organisational strategies and influences employees’ decisions and commitment to work. Failure to manage change can be catastrophic to the business in reference to losing the market position in the industry, losing of top talent, decrease in employee motivation and engagement as well as loss of stakeholder capability. ‘|
More importantly I learnt that people professionals must serve as the stage directors of change in organisations. HR can facilitate and initiate transformative change by working with other business leaders in the company to support changes in the business, facilitating translation of change by effective communication and willingness to work as change advocates with a view to remove obstacle and promote leader visibility (George, 2020).
|I will use the insights gathered to develop a change management policy at my workplace. With a view to provide guided steps on how to approach and mange change.|
I will also use the knowledge gained to evaluate some of the business changes that have been experienced in the last one year and share the same with my department members to evaluate how such changes impact on people management.
3rd June 2022
|Attended a Cipd Branch event focusing on people professionals and sharing ideas and emerging trends in HR.||To network with peers and benchmark on how they were using impactful behaviour and aligning it to the core values and vision of their respective companies.||I learnt that there is a variety of new ideas and approaches that are available to people professionals in the quest to demonstrate impactful behaviour.|
I also learnt that whereas we work in different industries with diverse organisational values they intersect in the modern world owing to the increased calls for organisations to demonstrate ethical practice in their conduct for business. As such, it is paramount that HR professionals remain curious and learn on how they can link employee behaviours to set business strategies. For example, this can proceed by rewarding ethical behaviour with promotion or opportunities for self-development.
I also learnt for business outcomes to be successfully achieved then the output of the employees with reference to their actions needs to also be focused on. To the end, the HR should recommend how employee behaviours can impact on the business outcomes.
From the people I talked to I learnt impactful behaviour is more often than not linked to the organisational culture. This is premised on the idea that human behaviour is integral on the development of a healthy working environment and a positive culture at the workplace.
|I will use the information acquired to develop a good practice manual on impactful behaviour in organisations. I will also commit to update the manual on annual basis given that modern day business environments change rapidly.|
I will use some of the insights acquired from my colleagues such as rewarding impactful behaviour with non-financial rewards such as recognition and providing them with training and development activities
|15th August 2022||Reviewed the Cipd factsheet on learning and development strategy and policy||To build on knowledge on the importance of learning and development in organisations and how the same can be promoted by the HR.||I learnt that learning and development in organisations involves developing the capabilities, skills and competencies of the workforce. Organisation have the burden of encouraging their employees to adopt a culture of learning given that they are operating in volatile business environments that are susceptible to change and hence the need for employees to acquire 21st century skills in the quest to remain competitive.|
I also learnt people professionals have a duty of continuously updating themselves while at the same providing an enabling environment for employees to have opportunities for continuous professional development. I also learnt that there are various methods that can be adopted in delivery of organisational learning including face to face, digital or blend learning. I also learnt that when costing learning and development initiatives one should consider
I learnt that passion for learning in accordance with the Cipd professional map can also be applied formally or informally such as seeking for feedback from colleagues. As well as enc encouraging a culture of recording a journal with a view to reflect on professional experiences and thus draw lessons that can enhance one’s decision-making.
|I will use the knowledge gained to organise for an internal training that will focus on reminding the staff about the core company values and the behaviours that align to those values and the company strategy|
I will also organise an informal meet up of the HR department with a view to share ideas on professional experiences and emerging trends at the workplace.
|12th June 2022||Conducted an Online research on the CPD Cycles||To Build my knowledge and skills on recording my CPD journal as a people professional and thus transform it to become more professional and linked to my practice||I learnt that the CIPD recommends that recording with a view for CPD should be planned and based on reflection of the learning acquired. I also learnt that the CPD cycle comprises of seven stages that include identifying your professional journey thus your beginning and your projected growth plan. Second stage is planning that details how you intend to achieve your goals and the expected outcomes. The third stage is act that necessitates acting on your plan and thus remaining open to learning experiences. Fourth stage is reflection that recommends making each day a learning experience by reflecting on your experience in reference to your work. Fifth is application that requires developing opportunities|
To translate theory into practice and hence putting the learning into work. Sixth is sharing that involves spreading the knowledge gained to others in your community, seventh is impact that measures the impact of the learning in relation to efficiency at work.
I also learnt that it is important to continue updating your CPD journal when on a career break or when out of job because it helps you remain update on the trends in your line of work and enhances your knowledge and skills. In addition, it helps one to articulate the value of experience and also learn from life challenges and upon reflection on how you solve them incorporate some of the methods in your line of work. For example, how well you deal with family conflict can also be applied in a workplace context (Cipd, 2019).
|I will use the knowledge gained to write an article as a guest blogger on how professionals on a career break can ensure that they stay up to date with trends and changes in their line of work. As well as detail jhow they can ensure that their current skills and knowledge are applied at the social levels.|
|2nd September 2022||Reviewed the Cipd Factsheet on People Analytics.||Build my knowledge within the area of people analytics process with a view to better understand people analytics and enhance my application in the development of people solutions in our company||I learnt that people analytics process comprises of nine critical steps including planning that entails development of activity objectives whilst giving consideration to design questions and stakeholder requirements|
Defining of critical success factors- hence making clear the measure of success for instance user feedback, project impact or on time delivery
Data audit through identification of the quality of available data with a view to demonstrate areas of improvement prior to progressing to the next step
Design the process- can proceed by allocation of roles to the team members, defining the resources required to execute the objective and mapping out the stakeholders in the project
Design data collection strategy whilst being considerate of time needed and the control processes that are required.
Data collection- With reference to the HR function it can be collected from existing data sets such as attendance record or gather new data such as conducting a survey on employee engagement.
Data Analysis-evaluation of the data in cognizance of the stakeholder’s requirements
Data Reporting- the report should focus on solution to the identified problem and recommendations to the same
Evaluation- entails revising the process again and assessing impact and where necessary up dating it.
|I will use to the knowledge acquired to attempt to solve the challenge of time keeping at the workplace. I will follow the process as detailed by Cipd and gather the data from the attendance register. Basing on the results on department with the highest levels of early attendance in the last month I will recommend for non-financial rewards with a view to deter the practice of coming to work late.|
I will also use the process in conducting my research project for CIPD.
|3rd June 2022||Reviewed an online article titled Creating an organic thirst for learning in an organisation||To enhance my knowledge and understanding of what entails organic learning with a view to develop a literature review of my Manuscript in the same topic.||I learnt that organic learning is characterised by several aspects including the fact that learning is decentralised such that the whole organisation is at some point involved in facilitating or supporting learning. It is also exhibited by an environment where every staff in the organisation is willing and ready to help in a bid to succeed in execution of tasks given that organisations are systemic but are bound a common objective. It is also characterised by a positive attitude that emphasises that what matter us the skills and knowledge acquired and applied at the workplace as opposed to certificates or degrees (Bhattacharjee, 2017).|
I also learnt that a culture of organic learning can be instilled in an organisation by supporting a growth mindset among the employees such that challenges are seen as opportunities for growth and stretching one’s abilities as opposed to taking it as failure. It is also supported through supporting risk taking and failing forward as advocated in Daring Greatly by Dr. Brene Brown. This is hinged on the fact that failure is accompanied by valuable lessons that can enhance organisational performance.
It can also be enhanced by entrenching behavioural hiring where candidates are selected basing on their intrinsic drive to learn and find solutions to potential problems. In addition, it is entrenched by enabling knowledge sharing behaviour by ensuring that the organisational structure enable sharing of information with a view to enhance business performance and solve problems (Bhattacharjee, 2017).
|I will use some of the insights acquired to instil a culture of organic learning in the organisation for example convincing the management to give employees two hours in a week to work on an individual project linked to the organisational strategies and sharing the insights gained form the project to the rest of the staff on a quarterly basis, The employee with the most innovative project will also be rewarded. To further promote sharing of knowledge all the projects will be featured in the annual company magazine and shared on the company website and social media profiles. The winning project shall be competitively selected by an external stakeholder in a bid to avoid biasness.|
|6th July 2022||Reviewed the article by Rushabh Doshi Titled Frameworks for Making Complex decisions on Medium||To build my knowledge and understanding on frameworks to refer to when making complex decisions.||The article begins by appreciating that in general life is a series of complex decisions. It then argues that human beings understand complex systems by breaking them down into straightforward mental models. The author presents three major frameworks that can be utilised in making decisions on complex issues such as|
Reducing dimensionality that suggests that making complex decision can proceed by decomposing the problem into smaller choices along each dimension
The second framework is Mediating Assessments Protocol (MAP) that comprises of three major elements advanced assessment definition, independent assessments and final evaluation. It is essentially used in structuring one-off decisions (Robison, 2020)
The third framework is the WRAP model that is an abbreviation for Widening your frame, Reality test assumptions, Attain detachment and Prepare failure (Nickson, 2020). Application of such frameworks when making complex decisions helps organisations and individuals to allows us to counter some cognitive biases as well as effectively make long term choices.
|I will use the knowledge gained to attempt to translate the framework in actual working contexts with a view to evaluate their efficacy to modern day organisations|
I will also record the application process of the framework both in my professional and my personal life with a view to help me reflect.
|18th March 2022||Reviewed several blogs expounding on the range of communication tools available for organisations.||To build my knowledge and skills on the range of communication that can be adopted by a people professional with a view to influence within and beyond the organisation.||I learnt that organisational communication can be categorised into external communication that focuses on sending and receiving of messages from stakeholders outside the organisation while internal communication focusing on sending and receiving of messages within the company.|
Lemarco (2018) provides that one can enhance oral communication skills by engaging in role playing with family members and colleagues and seeking constructive feedback on the same. Effective role playing can help one to utilise empathy in a bid to influence the type of audience that is there. In addition, one can use body language to demonstrate assertiveness and confidence in knowledge being communicated and thus influence the audience. (Lemarco, 2018).
Herman (2020) provides several communication tools that can be adopted for internal communication including intranet that is essential in promoting a culture of knowledge sharing, mobile intranet app that is essential for essential workers as it allows employees to engage irrespective of their location and internal newsletters that can be shared digitally via emails or company intranet boards. Others include instant messaging tools that is essential when dealing with a remote team, blogs where employees and their leaders can post with a view to share their thoughts and social media tools that cater only to the employees such as slack.
There are also several communication tools that are available for external communication including email that is fast and allows storage for future use, social media platforms such as Facebook, Instagram, TikTok that can be used to reach out to a wider audience and thus promote company brand as well as company website that serves as an ideal tool to inform external stakeholders about the values and core business of the company.
|I will use the knowledge gained to create social media accounts for the company where I will be coordinating the posts with a view to promote the company brand as well as attract talent to the company. I will also note any negative comments in a bid to improve on the content posted and highlight on the positive attributes of the company with a view to get new clients and promote relationships with external stakeholders. I will the platforms to subtly influence both the internal and external stakeholders|
|15th June 2022||Reviewed an online article by Remi Zunino (2019) titled Political acumen: 5keys to developing it.||Build my knowledge on how to navigate the political landscape at the workplace.||I learnt that it is very natural and organic for there to be politics at a workplace because the main assets in an organisation are people who are social beings. I learnt that being political does not necessarily mean engaging in negative energy such as manipulating those around you rather it can also be a skill to adapt to the workplace environment. Zunino (2019) provide ways of developing political acumen including understanding how a group of people works in reference to norms, values and rules. This helps one to manoeuvre and respond to colleagues at the workplace. The second way is decoding the culture of the organisation and subsequently adjusting to it this can proceed by understanding the codes of a group for example exchanging pleasantries in the morning or having morning devotion. The third way is adapting to the interlocutor hence being flexible while remaining firm in your convictions. This necessitates one to adjust his or her point of view. The fourth way is by being aware of the strategic players in your environment and thus using them wisely to push your agenda or influence your workmates.|
Ultimately, I learnt that for one to develop his or her political acumen one has to develop a real sensitivity to the objectives of the company as well as have an attachment to the stakes.
|I will use the knowledge acquired to establish a political standing in the company and using the key influencers in the company to push through some of the policies that I have recommended.|
I will also make it a habit to have after work conversations with my colleagues in order to understand their values and their interests in a bid to better relate with them.
I will also join social groups among employees such as Whatsapp and post my opinions in a bid to influence and contribute to organisational conventions.
|23rd July 2022||Conducted online research on the importance of networking in organisations||To build on my knowledge and skills on ways of networking as well as the benefits associated||I learnt that at an individual level, networking is essential in career progression and in searching for employment. For example, a study cited by Eatough (2021) found that 31% of job seekers find a placement through their networks such as professional connections and thus serves as an essential tool for career development.|
I also learnt that organisations also benefit from networking by finding new opportunities that could help in increasing revenue generation, reliability and relevance, increasing organisational visibility, building and maintaining relationship with other stakeholders such as suppliers as well as keeping up to date with the latest trends and discovery in their profession (Harp, 2022)
|I will use the knowledge gained to develop a company policy on networking with a view to enhance my company’s networking with other industrial player as well as providing opportunities for employees to network with a view to promote career progression.|
I will use the insight acquired to organise for a social working conference for all the staff members within the company and subsequently record its success or lack thereof on my CPD record to further build on my insights.