REFLECTIVE

REPORT WRITING

TABLE OF CONTENTS

June 2022
1. INTRODUCTION..................................................................................................................3

1.1. MY CONTINUOUS DEVELOPMENT PLAN...............................................................................3

2. REFLECTIONS..................................................................................................................... 3

2.1. DEVELOPING PROFESSIONAL PRACTICE (5DVP/01).............................................................3

2.2. USING INFORMATION IN HUMAN RESOURCES (5UIN)..........................................................4
2.3. BUSINESS ISSUES AND THE CONTEXT OF HUMAN RESOURCES FUNCTION (5CHR)...............4
2.4. MANAGING AND COORDINATING THE HUMAN RESOURCES FUNCTION (5HRF)...................5
2.5. RESOURCING AND TALENT PLANNING (5RST).....................................................................6
2.6. REWARD MANAGEMENT (5RMT)........................................................................................7
2.7. EMPLOYMENT LAW (5EML)................................................................................................8
2.8. CONTEMPORARY DEVELOPMENTS IN EMPLOYMENT RELATIONS (5DER)............................9

3. CONCLUSION...................................................................................................................... 9

3.1. MY PERSONAL DEVELOPMENT PLAN.................................................................................10

4. APPENDICES...................................................................................................................... 10

4.1. APPENDICES (PDP).............................................................................................................10

4.2. APPENDICES (CPD)............................................................................................................12

5. REFERENCE....................................................................................................................... 16

1. INTRODUCTION

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According to the CIPD, continuing professional development (CPD) “is a combination of
approaches, ideas and techniques that will help you manage your own learning and growth.”
It can be a formal or an informal practice which aims to develop professional expertise and
competence (Collin, et al., 2012). CPD is multifaceted in nature whereby everything
happening at the workplace can be classified as CPD, this could be structured, reflective or
unstructured. A planned CPD, such as the CIPD Level 5 Diploma in HRM allows individuals
take charge of their career development and aspirations. It enhances current skills and reduces
knowledge shortfalls, whilst giving the individual a competitive edge in the job market.

1.1. My Continuous Development Plan

At the inception of this programme, I was motivated to acquire new skills that will improve
my abilities and help me channel it into my role as a sole Human Resource Manager at two
schools. My intentions were to apply each knowledge to practically to support the team, so I
carried a lot of research for each module and inserted key aspects of my learning into the
workplace. The CPD broached me to new theories and concepts which assisted me to deliver
sound decisions during the pandemic, and by adding entries to the document

2. REFLECTIONS

2.1. Developing Professional Practice (5DVP/01)

The approach to the first unit was slow due to some external influences, such as the COVID-
19 pandemic, tight work schedule and lack of reliable resources. In tackling this assessment, I
developed a plan and included a timeline to address each goal. The first goal was to study the
materials provide on the portal before attempting the assignment. Part of my goal was to
endeavour to complete the formative in order to receive some guidance for the summative
assignment.

The 5DVP provided a foundation into human resource management through some concepts
and ideas unfamiliar to me. The core foundation was the CIPD 2018 HR Profession Map
which provides a compass for all HR practitioners to understand what is required to be
successful in their role. The HR profession map serves as a critical tool to understand my role
and positively impact the organisation and employees. Also, by understanding the HR model
developed by David Ulrich (1997), this offers me guidance in executing my role and the
employer’s expectations.

The CIPD Code of Professional Conduct, which was new knowledge to me, presented me
with insights on the mandatory standards and behaviours bestowed on all HR professionals.
By studying and adhering to these obligations which are categorised under the following four
headings, Professional Competence and Behaviour, Ethical Standards and Integrity,
Representative of the Profession and Stewardship, I am able monitor my work and behaviour
professionally and ethically.

The theories on team dynamics and conflict resolution provided a clear perspective, and the
ability to apply it among the staff at my workplace. Tuckman and Jensen’s breakdown on
patterns and behaviour assisted in learning the importance of defining roles and
communicating comprehensively the objectives of any project undertaken. Regarding conflict
resolution, models such as the Thomas-Kilmann model helped create a streamlined process of
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handling conflicts, and as a HR manager resolving conflict is constant, hence the application
of these models helps with time and stress management.

Engaging in projects is a key part of my role, thus researching on project management led me
to a deeper understanding on how to manage projects through problem-solving, influencing,
persuading and negotiating. By learning the different styles of negotiation, I make sure that I
have evidence to support my argument and apply already obtained techniques as well as the
ones studied under this unit to persuade employees and candidates.

The CIPD emphasised on the importance on Continuing Professional Development, by

stating that a successfully HR professional aims at becoming a thinking performer. The
qualities helped me in my role, to ensure that I am up to date with HR news globally and
locally and participating in short courses, webinars and activities, that increases my
knowledge, and ability to apply it practically.

2.2. Using Information in Human Resources (5UIN)

This particular unit was attempted much later due to the lack of resources available. At first
glance I realised it required in-depth research. Initially, I found the 5UIN very challenging to
address because of the specific requirement of rendering my input by recommending
solutions. However, after conducting personal research, and reading through the feedback
from my tutor and support tutor, I created a breakdown to address the question.

The research process was comprehensive and enabled me to learn various ways of addressing
issues as well as different important concepts that can be applied in my organisation. I
approached the literature review by using a SWOT analysis to address the business problems
faced in my organisation. This required reviewing recent data from exit interviews and
surveys, speaking to my line manager and collating information relevant to this review.

By attempting it last, I understood why it was placed as the second unit to address because it
would have assisted me in drafting the other assignment, and I would have avoided some
issues. But this was generally a good experience because I had sufficient time to understand
the expectations and carry out thorough research.

At its core drafting this business report helped me develop new research skills and
knowledge. During my drafting process I had a work task to address certain issues and
present it in a business report format. 5UIN enabled me to apply this ability and has
encouraged me to fine tune this skill.

2.3. Business Issues and the Context of Human Resources Function (5CHR)

As we are currently in a rapidly transforming business landscape, my role as a HR Manager

requires me to stay updated with trends and changes that relates to the department and
organisation so that I can devise strategic plans accordingly. At the inception, COVID-19 was
a challenge that required proper training and investment to ensure compliance, employee
safety and security. The 5CHR unit enabled me to scrutinise objectively the external factors
and business issues that affects the education sector by making use of analysis tools which
simplifies the process.

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The research for this report was successful because there was an ample amount of resources
available to attempt the assessment. I embarked on it by first attending the online lecture,
then I studied the lecture notes on the portal. The importance of this process is that it sets a
foundation on how to address the questions. It also introduces me to new theories and
different methods of dealing with issues in the workplace.

Understanding business environment is vital if a company wants to be successful and achieve

its goals, therefore by studying some of the tools (PESTLE, SWOT and Porter’s five forces)
required for analysing business issues, I was able to critically evaluate potential factors that
may affect the new school year and applied it practically to avoid unwanted surprises and
prepare the team and our stakeholders of the variables. This was particularly helpful as the
results were consistent, and I was able to gain useful insights from various data.

Working in education in my opinion is a very sensitive sector, especially during COVID-19,

hence the HR department at my workplace endeavoured to keep abreast with information that
are likely to shape the department. A major force that impacted my role was technology and
transitioning from physical working to remote working. It therefore challenged me to acquire
the right tools to remain competitive despite the pandemic. This demonstrated the efficiency
of my department and helped maintain the school’s brand and reputation.

Being fairly new in the HR sphere, I found that the methods used to evaluate business
performance although extremely informative and useful, were difficult to grasp at first.
Unfortunately, this aspect is usually outsourced by my organisation, however, it made me
realise that this is a crucial skill that I need to develop. The Balanced Score Card (BSC)
method was later adopted to evaluate employees’ performance as a learning step to apply
knowledge and learn from any errors made before it can be used to evaluate the business
performance of the organisation.

An important aspect is accountability and business ethics which the CIPD Code of Conduct
emphasises on, and which helps in lessening ethical conflicts. This reiterated how crucial the
Code of Conduct is to all HR professionals and enabled me to apply it in my activities and
tasks.

2.4. Managing and Coordinating the Human Resources Function (5HRF)

The 5HRF exposed me to so many concepts which were previously unknown to me. It
required in depth research especially in learning and understanding change management
theories, HR evaluation, HR service delivery and High-Performance Working Practices
(HPWP). This challenged me, especially with time management in producing an assignment
that tackled the questions thoroughly.

One major issue I encountered whilst attempting the assessment was the vast availability of
resources, which required methodical scrutiny on my part to ensure the use of reliable
information. I was concerned about how much time I would spend on the activities, and at the
same time focused on ensuring I absorbed quality and useful information without missing any
important fact that will assist me in my position as a professional. However, 5HRF was an
interesting unit to study, because it allowed me to apply the theories practically. Bamboo HR
software. It became less difficult to understand the process and systematically initiate it.

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Another area that helped was learning about the ways to evaluate my department. I enjoyed
studying this, because recently the staff were given a form to evaluate my performance, and
as the sole HR person my concern was the reliability of the data. But by being broached into
a more organised and objective method of evaluation, I was confident to suggest and
introduce the different approaches to HR evaluation to the senior management team, and on
two separate occasions the BSC and Benchmarking was used to appraise my department.

As the sole HR Practitioner in my workplace, all HR and administrative tasks are conveyed to
my department, and with over ninety employees, I tend to be occupied with tasks that affects
some significant objectives. This was much realised by researching on the core objectives of
HR as well as other characteristics of the organisation. Authors such as Klerck (2009) and
Paauwe & Boon (2009) provided a clear distinction of HR roles that are considered
significant. Through this knowledge I suggested a few Enterprise Resource Planning (ERP)
that could be used at the workplace to streamline my activities and increase productivity
amongst the team.

This unit has also enabled me to review the employee handbook and HR policies and modify
certain areas that were irrelevant and outdated due to new implementations and development
currently experienced in my workplace.

2.5. Resourcing and Talent Planning (5RST)

Resourcing is a crucial aspect of my role because I have to consider the geographical location
of my workplace. The labour market is tough to discover talents, particularly teachers and
this is due to it being a developing city. It is accurate to refer to it as a tight labour market
because most qualified people are based in Lagos where there are better opportunities. This
essentially means that I have to ensure that my resourcing and talent planning practices are
efficient and effective to hire the top candidates available and retain key employees.

I thoroughly enjoyed researching for the 5RST because it required obtaining wide-ranging
information. In the process of answering the questions, I usually attempt them in order,
however, here I decided research one question later because I was indecisive on the country I
wanted to compare with the United Kingdom. The indecision was based on the availability of
data, knowledge and the desire to learn something new. In my opinion, using Nigeria would
have been an easy choice and because Nigeria is a developing country, I did not think it was a
strong enough comparison which was why I chose the United States of America, as they are
both developed and strong economies.

Data collection for this unit was straightforward and without too much scrutiny on its
reliability, hence it made the experience enjoyable. I absorbed vast knowledge from learning
about ways to position an organisation during a tight and loose market. This came handy
during the management meeting where the team was brainstorming on strategies, and by
conveying this information it put me in a position of a professional. There were some new
concepts, such as Employee Value Proposition (EVP), that required further explanation, and
the 5RST granted me with the opportunity to transfer knowledge to my colleagues.

I was impressed by the UK’s commitment to workers with the implementation of schemes
and policies to improve the skills of workers. During my research, I encountered a wide
amount of data was available on the roles of government, employers and trade unions in
ensuring that future skills are met; some of which were outdated and ambiguous. Therefore,

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my research skills was tested by ensuring I was reading and using accurate and up-to-date
information. It increased my ability to find consistent literature.

Activity 3.1. in the assessment instilled new information on workforce planning and the
Atkinson’s Flexible Firm model. Although workforce planning is a complex exercise, the
CIPD laid it out in the most simplified way, which is easy to adopt. I was first broached to the
tools of workforce planning by studying this unit, hence I ensured I studied widely in
understanding how these tools can be incorporated in organisations, I believe studying widely
affected the time available to me to finish each unit.

The turnover rates in my organisation has been a constant issue, thus the question on
retaining talent was crucial to me. Although, I stay updated with CIPD newsletters which
provides tips on improving the workplace, conducting research enabled to understand ways to
curb this issue with attrition rates. In my essay, I provided two approaches (training and
development and compensation) to retain employees, but by evaluating the practices in my
organisation, I realised there were communication and transparency issues which could be
improved on.

A limitation that I have to admit in Nigeria’s employment law is the protection of data. The
collection and use of data is normally carried out without consent. Although the Nigeria Data
Protection Regulation 2019 provides for strict procuring of consent, but practically this isn’t
the case. I therefore used this opportunity to incorporate policies which ensures that our
organisation does not misuse people’s data as those information obtained are crucial, hence
must be safeguarded.

2.6. Reward Management (5RMT)

This particular module presented me with the opportunity to look into my organisation’s
reward management system and review the practices and also improve my skills. Rewards
and benefits is an area that that I needed to strongly improve on, hence it was very important
for me to take advantage of the research process.

The information gathering on the 5RMT was a challenge as they were scarce. However, I
invested more time to ensure that my facts were accurate. For example, the research on
business drivers on rewards decision took longer time to find information, although on the
surface it seems too simple to tackle, but there were several authors that shared their
information that was contrasting, hence creating more confusion on what was required in the
assessment.

Another area I met some challenges was the analysis on my organisation on the factors that
influence reward. In retrospect, I think the reason I encountered issues was because there
were so many variables to consider. Rewards is an elusive aspect for my organisation because
cultural behaviour tend to influence it. What that means it that most Nigerians believe in
more money than other forms of benefits. At one point we suggested paying 70% of our
employees’ health insurance whilst they cover the remainder of 30%. The staff protested
against this and requested for the cash equivalent of the 70% to be paid directly into their
bank accounts, ignoring health insurance completely.

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The gathering and presenting of reward intelligence was an important aspect to learn
thoroughly as this was new to me. Unfortunately, I have not practicalised benchmarking yet,
however I believe in the near future this knowledge will be useful. It presented itself as a
useful tool which can assist HR professionals to inform pay decisions. In regard to new
concept, total reward, although simple to grasp was a theory, I only learned by studying the
unit. As a professional, after completing this module I carried out a mental appraisal of skills
that I needed to develop. I realised that technical skills cannot survive without actual
knowledge and facts; learning and knowing these theories and concepts, and also being able
apply them helps an HR professional progress to strategic positions in organisations.

The Self-determination theory (SDT) developed by Edward Deci and Richard Ryan was an
interesting motivation theory to study, especially when making comparison with other growth
and motivation theories such as, Maslow’s Hierarchy of Needs, Herzberg’s Two-Factor
theory or McGregor’s X and Y theories. A significant aspect of the 5RMT is channeling these
theories into my activities to get better results. I find myself referring back to the lecture
notes whenever I find myself struggling professionally, and those information helps me deal
with the situation accordingly.

Adhering to the word count was difficult because there were so many solid information that I
was keen on using to support my answers, and due to being overly motivated to share these
facts, I missed answering activity 3.2 which caused a ‘not yet pass.’ This made me
understand the importance of being thorough and re-checking my work.

2.7. Employment Law (5EML)

I have always been passionate about employment law perhaps because of my professional
background in law. Although naturally it will be expected that a qualified lawyer will tackle
this module effortlessly, that wasn’t the case for me. The information required to address the
questions were comprehensive in my opinion, perhaps because I am not familiar with the UK
laws, thus this impelled me dig through so much information to determine and weigh suitable
ones.

The great thing about tasks that are comprehensive is that they tend to present useful
information, which boosts ones’ knowledge on the topic, and this was indeed my experience
with the 5EML. I managed to read widely in order to produce a good report. I also found it
interesting to discover the similarities between the UK tribunal court system and Nigeria.

Learning specifically about the UK’s law caused me to make comparison with Nigerian law
and discover that our employment legal system almost mirrors Britain’s’ practices. Most of
the concepts were familiar to me but it provided me with a much clearer understanding and
erased any previous doubts I had. The Employment Relations Act 1999 with the support of
the Acas Code of Practice on the rights of employees in discipline and grievances outlined
the rights and requirements very distinctly and practically for adherence.

The fortunate aspect about undertaken this unit is how it serves as a refresher and reminder
about the importance of adhering to rules and regulations and being fair and just in
professional dealings. I will admit that not all information comes easily to me which means I
would need to revisit certain texts, but 5EML was a notice to work harder on knowing what is
required of me as a professional. I was able to reflect on the huge layoff my organisation

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went through during COVID-19. I believe if I had studied it prior to that time, I would have
handled the situation differently and know how to advise the senior management team better.

This module inspired me to make a few changes in our employee handbook, by giving
specific details. For example, the rights of employees during grievances. I was able to ensure
that the information wasn’t ambiguous or misleading by following the directions provided
under this unit.

2.8. Contemporary Developments in Employment Relations (5DER)

In this particular unit there were areas that I experienced challenges, especially the question
on the indeterminate nature of employment relations. Initially, the information I gathered
were not substantial to address the question properly, it therefore required me to conduct
further research, which automatically disrupted my planning, as I did not foresee that the
question would need more attention. But, by increasing my research, it increased my
researching abilities and knowledge. In that particular question I gathered Karl Marx’s
viewpoints and compared it to Ciccarelli and Harvey; a combination of this information
opened my mind to how employment relationship is indeed indeterminate.

Studying further literature on employee voice and organisational performance imbued me

with information which can be adopted in my organisation to give them a competitive edge.
This literature provided evidence to support how direct voice can influence organisational
performance, and sometimes this can be done through trade union. Having this knowledge
equipped me with the confidence to present it to the senior management team to consider
trade union recognition, and also the importance of giving our employees the opportunity to
express their expectations or grievances, without stigmatisation.

There were certain areas which were focused on the procedures in the UK, thus carried out
further research on how it is operated in Nigeria. These topics are, industrial action,
alternative dispute resolution (ADR) and developments in employment law. By learning these
areas and staying up to date, I used this opportunity to re-draft certain policies that did not
align with certain regulations and presented it to my line manager. This assisted me in
realising how expansive my role is and also delicate especially in regard to compliance.

I discovered that employee representation is flawed in my workplace, and this seemed to be a

pattern in private organisations in Nigeria. The organisation does not provide a clear structure
on how staff can influence decision-making, and this was a concern, especially as a HR
professional as I have a duty to ensure that employees have a voice. It was difficult to
approach the management team on this issue because I had previously suggested including
one or two staff members to join the weekly management meetings, but this was still debated
on. However, I positioned my role as a conduit for the team to express their voice if they had
any issues. Once I received verbal grievance, I then conveyed it to team objectively but also
confidentially.

The 5DER exposed me to a lot of knowledge and allowed me to review my role in the
organisation. I came to the realisation that although I had a busy schedule, there were very
important areas that were suffering due to the lack of information, hence this unit delivered
the tools that I can use to ensure that I am well-rounded HR practitioner.

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 3. CONCLUSION

In conclusion, this was a huge learning experience for me. It allowed me to objectively
evaluate my skills and knowledge in HR. I struggled with time management; trying to juggle
work, home and the course. I ended up requesting for a consultancy role at my organisation
because I realised how much commitment was required to complete this programme. The
CIPD Level 5 diploma in HRM enabled me address issues like a professional and reinstilled
my confidence. 5UIN is a unit that stood out to me because when I initially approached it, I
thought allocating four weeks will be sufficient to complete it, however, it challenged me
even more, especially because of the attention it required.

3.1. My Personal Development Plan

Personal Development Plan (or PDP) is a documented plan that outlines goals, strengths,
weaknesses and areas of improvement. It is regarded as an essential tool which helps you
target career or personal growth. By using the SWOT analysis, I am able to see a realistic
picture of who I am professionally, as it highlights my strengths, weaknesses, opportunities
and threats. PDP supports the idea that learning is a constant and life-wide activity. It is
basically a framework that helps you analyse your knowledge, skills, capabilities and
qualifications.

This process and experience has enabled me to identify the areas that requires improvement,
but also encouraged me through certain aspect I thrive in. There are quite a number of areas I
plan on developing; however, I shall address each of them by focusing on the areas I find
challenging the most. Reward management is an area that I want to immediately improve on
because strategic rewards can influence productivity and the overall performance of the
organisation.

4. APPENDICES

4.1. Appendices (PDP)

Personal development plan

NAME: Theresa Odigie MEMBERSHIP NUMBER: 564996831

COVERING THE PERIOD

July 2020 TO: May 2022
FROM:

Planned outcome
What is your planned outcome for the period of time your PDP covers?

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 What will my success
criteria be? how have I
Target dates
What do I want/need to learn What will I do to achieve What resources or support implemented my learning
for review and
and why? this? will I need? and what impact has this
completion
had (at work/outside of
work)?
Become more customer and Learn generally about how Support from management to To get the numbers August 2020
business focused / Growth to create a profitable meet and discuss with increased in order to increase
strategies business and also liaise with clients; study good customer revenue, I shall draw up a
customers directly. relationships and business proposal on how to achieve
strategies this.
Study the organisation’s
goals, visions and strategies
previously utilised to
increase clients
Learn about furloughing Network with other HR Organisations’ policies, To ensure to furlough September 2020
employees legally and ethically professionals, and do Labour Act 2004, Trade employees by following
thorough research on Union Laws, ask Lawyers regulations
regulations and policies that and HR Professionals
cover this area

Learn about onboarding new hires Take up a short course on Online resources, To onboard successfully by October 2020
onboarding effectively recommended books, providing all the information
support from my supervisor required

Acquire HRIS knowledge and Learn what is in the market Time to carry out my To bring about overall October 2020
understand the technology that will for small businesses research and way options as productivity and efficiency
assist my organisation’s efficiency especially for the education well as practicing their uses of task.
sector. Also, develop my IT
skills to increase
productivity
Learn about rewarding employees Finding different benefits Our current policies, speak Firstly, put forward a October 2020
efficiently and also recognising staff can receive, and update to management and staff to proposal recommending staff
their contribution even those on a our policies after consulting discover better ways of that deserve a pay raise.
smaller scale with management rewarding their contributions Also, propose other ideas of
and achievements. rewarding employees

Gain more knowledge on how HR Study more and participate Recommended books, To continuously applying November 2020
practitioners performs effectively in webinars that focuses on articles on CIPD websites knowledge acquired to my
and efficiently, because I want to the subject, and apply myself and webinars online tasks.
contribute positively and be a daily.
proactive HR professional.

Understand the CIPD Profession Read the lectures notes on Support from the ICS learn Define my role as HR November 2020
Map has a clearer vision of my Developing Professional support team to elucidate on Manager properly and
direction as a HR practitioner and Practice and the CIPD areas that I might not support my team with the
study the concepts of team to website for clear understand; the use of the right resources
manage my team objectively and understanding. lecture notes; journals;
accurately. online resources
Carry out research and read
on the concepts on teams.
Gain more knowledge on Study the British curriculum British curriculum and To conduct interviews with December, 2020
recruiting well-rounded teachers and observe teachers in their access to Google classroom teachers asking questions
classroom relating to the British
curriculum

Improve my presentation skills By continuous involvement Approval from my line To be good at my craft March 2021
in presentation and work on manager, time, commitment, without fear of being
the constructive feedback and team support. insufficient and confidence
received on the evaluation boost.
after each presentation.

Improve on my public-speaking Schedule a course in the Time and commitment The ability to confidently June 2021
skills future, read books on public- convey information publicly.
speaking, learn more and
wide, and practice with my

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 mentor.

Carry out personal research Lecture notes, tutor support, Strong knowledge in July 2021
Business issues and the context of and complete the 5CHR online lecture, time, business issues to support
human resources (5CHR) assessment commitment and research the senior management team
assessment notes. in my organisation.

Improve on my training and Conduct more trainings and Allocation of time to part- Build Individual August 2021
development skills use the evaluation feedback take in non-HR trainings and Development Plans (IDP)
to develop areas that might team support. and practice on the
need improvement; observe individual and collective
and learn from colleagues trainings for successful
that are skillful in this area. outcome.

Complete the Employment Law Conduct research on the Times, lecture notes, attend To successfully complete it September 2021
(5EML) assessment and gain more topics to produce the online lecture, research on and receive a pass, and most
knowledge on employment law in answers for the assessment. the topic. be equipped with new
other jurisdictions knowledge.

Develop my consultancy skills to Undertake a consultancy Time, financial support and Professional independence October 2021
work for the organisation in a programme depending on the commitment. and progress.
different capacity available of time, or attend
webinars and read articles to Gain access to articles and
navigate through this webinars.
transition
Research on the Resourcing and Read the lecture notes and Lecture notes, guidance from November 2021
Talent Planning unit assessment attend the online class. Carry Support tutor on ICS Learn, The confidence to convey
out personal research on time to conduct research and knowledge obtained to the
each question. draft the report. senior management team

Gain different industry/sector Search for consultancy role Time set for interviews, Getting a new role to December 2021
experience or full-time role depending networking. Update my CV. implement already acquired
on the flexibility HRM knowledge.

Learn more about Workday HCM Take up a course after Time and finances To successfully complete a January 2022
ERP system completion of the CIPD Workday training and
course, however, in the efficient at its use.
meantime watch webinars.

Complete the Reward Management Conduct personal research Times, lecture notes, attend To successfully complete it February 2022
assessment (5RMT) on Reward Management online lecture, research on and receive a pass, and most
summative assessment. the topic. importantly gain new
strategies of rewarding
employees.

Complete Contemporary  Carry out personal Time, lecture notes, online  To successfully March 2022
Developments in Employment research on the 5DER resources, employees’ complete 5DER and
Relation (5DER) assessment and assessment using permission and manager’s receive a pass, and
obtain further knowledge on online resources and support. most importantly gain
influencing a diverse workplace. textbook. I will attend further knowledge on
online lecture for employment relations.
clarity on the  Improved
requirement. communication with
 Understanding the the team and stronger
personalities of staff by relationships to build a
working closely with suitable environment
them and attending for employees.
webinars on diversity
in the workplace.

Improve my knowledge on Hold a significant role in the Line manager support, Successful implementation April 2022
corporate restructuring process. current restructuring of the guidance from team of a new department. Update
accounting department. members, and study organogram. Provide updates
materials. on job descriptions.

Complete the Using Information in Carry out research using Time, lecture notes, tutor To achieve a pass in both May 2022
Human Resources (5UIN) and online materials and support, personal research assignment and complete the

12
Managing and Coordinating the available texts. notes and online lecture. CIPD Level 5 Diploma in
Human Resources Function HRM programme
(5HRF) summative assessment.

4.2. Appendices (CPD)

CPD Reflection/Development record

NAME: MEMBERSHIP NUMBER:

COVERING THE PERIOD

TO:
FROM:

How have/will you

Key dates What did you do? Why? What did you learn from this? use this?
Any further action?

To become an effective and Learning about professionalism, Implement the

CIPD Level 5 Diploma HRM efficient HR professional teamwork, project management. acquired knowledge in
July 2020
Course (5DVP) my role as a HR
Manager

A course on Professionalism Approach my tasks with Topics such as the principles of The knowledge learnt
on Alison - ‘Business Etiquette professionalism, and train professional behaviour, interview from this course was
and Professionalism’ staff on how to behave etiquette and how to behave conveyed into a
professionally when participating in a training with our
July 2020
lunch/dinner meeting employee, and also
demonstrated in
meeting and relating
with clients

Developed an understanding of Personally, to be a well- How fostering good relationships Continue to develop
how to communicate with rounded HR professional, with customers can increase my business acumen
customers and increase the and deviate from the business sales. and build on my
September, 2020 organisation’s revenue conventional attributes of networking skills
being focused on
administration and
transition to a business
partner of the organisation

To expand my knowledge Leave request, payroll This is still ongoing.

HRIS Knowledge: Received on efficient administration Once I have obtained
training on SAP ERP backend of an organisation, ensuring sufficient knowledge, I
October 2020
system. effective time management shall convey it into my
by using digital options to work activities, to
Learning other systems such as process activities. assist our staff in being
SAGE effective.

Proposed to management ways To ensure staff are The importance of showing I intend to expand on
of rewarding staff. recognised for their appreciation. staff benefits (flexible
contributions which and non-flexible)
October, 2020
increase engagement and
productivity

To ensure safety of all our I acquired an in-depth knowledge Was able to convey
October 2020 COVID-19 Training and stakeholders. on what Coronavirus is, its that knowledge in a

13
 Assessment symptoms; transmission of the training with our staff
virus, how to keep safe, and on their interaction
protect oneself and importance of with one another and
physical distancing our clients during
COVID-19
Listened to a webinar on To improve my What leadership is, and the Used this to improve
leadership - The ABCs of effectiveness as a leader fundamental perspectives on team decisions, by
Ethical Leadership leadership. ensuring that meetings
November 2020
are not monopolised by
one individual, and
solve various decisions
A course on Professionalism Approach my tasks with Topics such as the principles of The knowledge learnt
on Alison - ‘Business Etiquette professionalism, and train professional behaviour, interview from this course was
and Professionalism’ staff on how to behave etiquette and how to behave conveyed into a
professionally when participating in a training with our
March 2021
lunch/dinner meeting employee, and also
demonstrated in
meeting and relating
with clients
A course on Leadership – I took another leadership Strategies for leading in a Implemented the
‘Leading Your Team’ course in order to gain changing world; how to approach takeaways in a training
June 2021 different perspectives on complete organisational systems, for our employees
the concept. and how to handle leadership
challenges

Followed up on the Individual In order to enhance Developing the IDPs allowed to Was able provide
Development Plans that I productivity and ensure explore individual roles and learn advice on areas I
July 2021 created for each staff self-development for each more about the important that wasn’t confident on
addressing their professional staff. each employee plays. before.
needs

COBIS Conference for To learn how to manage the Strategies to managing teachers; To understand
Bursars, Business Managers HR department in schools. ways to network with educators. teachers’ needs better
August 2021 and HR Staff and managed their
queries effectively.

I gave a presentation to the The economic climate in The importance of collating It will be applied in
Board of directors. Nigeria has been harsh accurate data and producing developing the pay
recently and employees are objective arguments. grading system to
struggling with staying provide fair salary for
September 2021 motivated, so I put together the employees.
rewards strategies and
reason for a 50% salary
increase to be considered
by the Board.
To properly draft PDP for How to tailor it individually and Create staff PDP using
Personal Development Plan teachers using their collectively using areas of the guidelines
(PDP) training sessions performance appraisal interest, previous performance provided. This is
October 2021
feedback. appraisal feedback forms and scheduled to be done
new technology or trends. twice a year.
Occupational Health and Provide a healthy The importance of OHS and This is a key training
Safety (OHS) training workplace for employees ways to protect all stakeholders. that is used during on-
November 2021 and stakeholders for a more Understand legal requirement boarding. I shall re-
productive environment. and protect the long-term health train staff to refresh
of the organisation. their memory.
To ensure due diligence  Only the Federal Inland This will be updated
Attended a training on the new and gain knowledge on an Revenue Services (FIRS) whilst paying
updates on the Finance Act evolving law. shall be responsible for the education tax and other
2021 administration, assessment, relatable taxes required
collection and accounting by the organisation.
of levies and taxes, except
otherwise authorised.
December 2021
 Companies engaged in
educational activities shall
be subject to corporate
income tax.

 The education tax has

increased from 2% to 2.5%
of assessable profits.
To assign specific goals for Learnt how to build a Create each
January 2022 Key Performance Index (KPI) employees for individual measurement framework using employee’s KPI uses
development meeting success and the success of six steps (determine the goal, information during the
the organisation. primary KPIs, secondary KPIs, training and assist

14
 diagnostic metrics, targets and employees in
benchmarks). understanding their
KPIs.
I learnt the different I intend to use it during
I wanted to communicate communication styles and how to interviews and
Webinar on effective better during presentations, communicate with people on presentations.
communication skills for in order to encourage an different levels.
professionals interactive audience.
February 2022

To manage crisis properly The stages of crisis and to By ensuring the

Crisis management webinar and assist my team in conduct scenario planning. Ways organisation does not
coping with crisis. to minimise risk through fall into an unforeseen
March 2022 evaluation of situations. crisis and knowing the
techniques to apply
which will help them
cope.
I have been taking informal I am considering a role in a I have been able to learn the Once I become
French lessons to help be non-governmental basics. proficient, I’d look into
development my knowledge on organisation and French is HR roles in NGOs in
April 2022
the language. one of their main languages Francophone countries
and further develop the
skill.
Attended a webinar on how to Preparing to transition to a The key takeaways for me was to Will use this in the
be interview for a Senior HR more senior role in a ‘be myself’ and avoid sounding near future during job
position different organisation at the mechanical to impress interviews.
May 2022 completion of the CIPD interviewers. Also, the
programme, importance of understand what
the role entails as well as the
organisation’s vision and values.

CPD Plan/Personal reflection

MEMBERSHIP
NAME:
NUMBER:
COVERING THE PERIOD
TO:
FROM:

Planned outcome
What is your planned outcome?

What were my weaknesses / What were my key learnings in this

What roles have I had? What were my strengths in the role?
restrictions in the role? role?

HR Manager:  Being able to select strong  Automation in HR – Not  Understand employee needs
 Trainer candidate for specific roles; subscribing to digital
 Mentor / Adviser  Having a legal background to method of dealing with HR  The importance of automation
understand policies and laws, and tasks in the workplace
being able to interpret them
 Time management – Not  Teamwork – understanding
 Public speaking - Learning new being able to completely various personalities
concepts and conveying it to staff. manage my time in trainings

 Researching on specific
courses/training for mentee to
develop themselves

15
Head of Legal  Understanding the legal  Inability to multitask Prioritisation of tasks/activities
requirements for IT companies  Inability to delegate tasks
 Vast knowledge in employment
law
 Legal drafting
 Contracts and Agreements review
 Negotiation
Head of Human Resources  Insufficient knowledge of
(Volunteer)  Leadership skills non-for-profit policies and Work with deadlines and build on
regulations time management skills.
 Collaboration
 Self-critical

5. REFERENCE

Journal

Collin, K., Heijden, B., & Lewis, P. (2012). Continuing Professional Development.
International Journal of Training and Development. Vol. 16. No. 3.

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