level - Blogs - DPG Community2024-03-28T10:05:05Zhttps://community.dpgplc.co.uk/blog/feed/tag/levelGraduation Time!https://community.dpgplc.co.uk/blog/graduation-time-20182018-10-04T16:16:43.000Z2018-10-04T16:16:43.000ZAdy Howeshttps://community.dpgplc.co.uk/members/AdyHowes<div><img src="https://storage.ning.com/topology/rest/1.0/file/get/127798174?profile=RESIZE_400x&width=400"></div><div><p>It’s coming up to that time of year when we hold our annual graduation ceremony for those that have recently completed their <a href="https://www.dpgplc.co.uk/courses-qualifications/human-resources/the-cipd-human-resource-management-advanced-certificatediploma/">Level 7 in Human Resources or Human Resource development</a>.</p>
<p>Held in a stunning venue in London, the event is a chance to reflect on the hard work of participants who have completed this extensive level of development on our CIPD programmes. It’s also a chance to celebrate the support provided by our team and facilitators here at DPG.</p>
<p>If you have recently completed your <a href="https://www.dpgplc.co.uk/courses-qualifications/human-resources/the-cipd-human-resource-management-advanced-certificatediploma/">Level 7 programme</a> with us, you should have received your invitation by now. It contains all the details you need about the venue, ceremonial robing arrangements, and what you need to know if you’d like to bring others with you.</p>
<p>If you’ve not received an invitation or have any questions, please feel free to call the team on 0330 660 0220.</p>
<p>During the event, there will be short presentations to congratulate those completing their programme, and a presentation of certificates. There will also be the chance to network whilst enjoying a glass of bubbly and canapes.</p>
<p>On behalf of the team here at DPG, I’d like to say huge congratulations to everyone that has completed <em>any</em> CIPD programme with us. Qualifications like this are an important step in building great workplaces.  HR and L&D play a significant part in this. The knowledge and skills you gain on CIPD programmes stand you on good ground and benefit your career for a lifetime.</p>
<p>If you’re not yet <a href="https://www.dpgplc.co.uk/">CIPD qualified</a>, or looking to move up to the next level, please do talk to our programme advisors at DPG who will look after you in making the right choice for you.</p>
<p>In the meantime, we look forward to seeing some of you at this year’s DPG graduation ceremony.</p>
<p>Congratulations all.</p>
</div>Useful Organisational Development Referenceshttps://community.dpgplc.co.uk/blog/useful-organisational-development-references2014-02-18T19:42:38.000Z2014-02-18T19:42:38.000ZAdy Howeshttps://community.dpgplc.co.uk/members/AdyHowes<div><p>Hi All,</p><p>I thought you might find the following links useful if you're researching Organisational Development - either because you want to or because one of your assessments requires you to!</p><p>Here they are:</p><p></p><p><strong>CIPD Profession Map (last accessed 18 February 2014) <a rel="nofollow" href="http://www.cipd.co.uk/cipd-hr-profession/profession-map/">http://www.cipd.co.uk/cipd-hr-profession/profession-map/</a> </strong>- Quite useful when talking about the relationship between Organisational Development and HR and HRD</p><p> </p><p><strong>CIPD Fact Sheet on Organisational Development (Revised November 2012, last accessed 18 February 2014) <a rel="nofollow" href="http://www.cipd.co.uk/hr-resources/factsheets/organisation-development.aspx#link_0">http://www.cipd.co.uk/hr-resources/factsheets/organisation-development.aspx#link_0</a></strong><a rel="nofollow" href="http://www.cipd.co.uk/hr-resources/factsheets/organisation-development.aspx#link_0"></a> - Some useful definitions of Organisational Development along with some research and CIPD commentary on the subject.</p><p><strong> </strong></p><p><strong>Organization Development Strategies and Models (Beckhard, 1969, Organization Development Network (<a rel="nofollow" href="http://www.odnetwork.org/">http://www.odnetwork.org/</a> last accessed 18 February 2014)</strong> - The Organisational Development Network, must contain some useful content on the subject of OD.</p><p><strong> </strong></p><p><strong>The Kirkpatrick Methodology (Kirkpatrick Partners, <a rel="nofollow" href="http://www.kirkpatrickpartners.com/OurPhilosophy/tabid/66/Default.aspx">http://www.kirkpatrickpartners.com/OurPhilosophy/tabid/66/Default.aspx</a> last accessed 18 February 2014) </strong>- useful when talking about how best to measure the impacts of OD activity. After all the Kirkpatrick model can be appropriately used for this.</p><p></p><p>Hope that helps</p><p>Ady</p><p></p><p></p></div>HRD Level 5: Knowledge Management Assessmenthttps://community.dpgplc.co.uk/blog/hrd-level-5-knowledge-management-assessment2013-11-17T12:03:46.000Z2013-11-17T12:03:46.000ZAdy Howeshttps://community.dpgplc.co.uk/members/AdyHowes<div><p>Hi All,</p><p>I've been doing some work on my Knowledge Management Assessment for HRD Level 5. I've put below a few useful links if you are working on this. But also, could do with some help...</p><p><strong>Has anyone got, or can point me in the direction of, any useful reading on "knowledge productivity and competitive advantage"</strong> I need to understand what these mean and how they relate to the world of knowledge management. </p><p>Drop me a comment below if you know any resources where I can read more up on this.</p><p>In the meantime, some useful reading for you on the subject of Knowledge Management:</p><p></p><ul><li>Peter Senge founder and director of the Society for Organisational Learning and author of the book The Fifth Discipline (2006);</li><li>A blog on Knowledge Management (<a rel="nofollow" href="http://knowmgt.blogspot.co.uk/2007/08/difference-between-tacit-and-explicit.html">http://knowmgt.blogspot.co.uk/2007/08/difference-between-tacit-and-explicit.html</a></li><li><a rel="nofollow" href="http://www.cipd.co.uk/onlineinfodocuments/journals/byatoz.htm">“Diagnosing cultural barriers to knowledge management” by clicking here.</a> (Academy of Management Executive; Nov2000, Vol. 14 Issue 4, p113-127</li></ul><p></p><p>Thanks</p><p>Ady</p><p></p><p></p></div>HRD Level 5 Workshop 3 and 4: Contemporary Developments Assignment Helping Handhttps://community.dpgplc.co.uk/blog/hrd-level-5-workshop-3-and-4-contemporary-developments-assignment2013-10-15T11:04:04.000Z2013-10-15T11:04:04.000ZAdy Howeshttps://community.dpgplc.co.uk/members/AdyHowes<div><p>Hi All,</p>
<p>If you're working through HRD Level 5 Contemporary Developments Assessment, I thought you might find the following list of links and references useful. I did. If you have any more please post them below.</p>
<p>Thanks</p>
<p>Ady</p>
<p><a href="http://storage.ning.com/topology/rest/1.0/file/get/1357393?profile=original" target="_self"><img class="align-right" src="http://storage.ning.com/topology/rest/1.0/file/get/1357393?profile=original" width="292" height="379"></a></p>
<ul>
<li><a rel="nofollow" href="http://www.cipd.co.uk/onlineinfodocuments/journals/byatoz.htm">A Unifying Definition for Human Resource Development Profession</a> – Reference: Human Resource Development Quarterly; Summer1992, Vol. 3 Issue 2, p175-182 inc.</li>
</ul>
<p> </p>
<ul>
<li><a rel="nofollow" href="http://www.cipd.co.uk/onlineinfodocuments/journals/byatoz.htm">Researching human resource development: emergence of a critical approach to HRD enquiry</a> – Reference: International Journal of Training and Development; Mar 2006, Vol. 10 Issue 1, p17-29 inc</li>
</ul>
<p> </p>
<ul>
<li><a rel="nofollow" href="http://www.delni.gov.uk/leitch_finalreport051206%5b1%5d-2.pdf">Leitch Review of Skills: Prosperity for all in the global economy – world class skills (The Leitch Report)</a> Reference: Department for Employment and Learning website (<a rel="nofollow" href="http://www.delni.gov.uk">www.delni.gov.uk</a>) last accessed <i>12 September 2013</i></li>
</ul>
<p> </p>
<ul>
<li>Learning and Development (Fifth Edition) – Rosemary Harrison (2009) – Chapter 2 National Skills Strategy, p48-49</li>
</ul></div>HRD Level 5 Workshop 6: Managing the HRD Function Assessment Task 1https://community.dpgplc.co.uk/blog/workshop-6-managing-the-hrd-function-assessment-task-12013-10-15T10:30:00.000Z2013-10-15T10:30:00.000ZAdy Howeshttps://community.dpgplc.co.uk/members/AdyHowes<div><p>Morning All,</p>
<p>For the benefit of me and my fellow study crew on the 2013 Spring Manchester Group, I’ve put my notes below on how I might tackle the first task on the assessment for Workshop 6: Managing the HRD function. If this is any use to anyone else on the community that’s great too.</p>
<p><strong>Managing and Co-Ordinating the HRD Function - Assessment Task 1 Helping Hand</strong> </p>
<p>The first par<a href="http://storage.ning.com/topology/rest/1.0/file/get/1357366?profile=original" target="_self"><img style="width: 279px;" class="align-right" src="http://storage.ning.com/topology/rest/1.0/file/get/1357366?profile=RESIZE_320x320" width="250" height="381"></a>t of task brief one says:</p>
<p><i>Draw up a short mission statement for the HR function in an organisation you are familiar with consisting of five clear and distinct statements. Each should reflect your view of current and future priorities. </i></p>
<p>For this part of the task mission statements can relate to departmental objectives for HRD. So perhaps choose <strong>five objectives of HRD</strong> e.g. creating customer experience, robust performance management system, retention etc. This links to objective 1.1 which says <strong>Identify major organisational objectives that the HRD function is responsible for delivering</strong>.</p>
<p> </p>
<p>The second part goes on to say <i>“Go on to justify your choice, making reference to major developments in the organisation's business environment.”</i></p>
<p>This second part seems to require us to <i>“</i><i>Explain how these objectives are evolving in the contemporary environment”</i> according to objective 1.2. To me this sounds like a good place to <strong>talk about how the structure of HRD has/hasn’t changed in the business</strong> to support these objectives. </p>
<p>Perhaps reference to <strong>Ulrich’s model</strong> may be of use here as well reflecting on the <strong>70:20:10</strong> approach to future learning.</p>
<p> </p>
<p>Hope this helps. If anyone has any useful links in relation to the above, I'd appreciate them posted below.</p>
<p>Any advice on the remainder of the assessment gratefully received! </p>
<p> </p>
<p>Ady</p></div>