DEVELOPING YOURSELF AS AN EFFECTIVE HR/L&D PRACTITIONER

KEY LEARNING - SUMMARY

Reflect on, and identify below, what you have learnt since your last submitted development plan (if this is the first development plan you have submitted for
the programme, then ignore this box on this occasion). Your learning might encompass both what you have taken from your study on the programme as well
as wider learning from work-related activities.
We recommend that you maintain a full Development Record (Learning Log) (available on the VLE) for CPD purposes as you go through the programme (this
does not have to be submitted with your assessments). The box below simply asks you to reflect on your key learning drawn from that and how it links (i.e.
new development needs that you have identified as a result of your learning) subsequently to your updated Development Plan below that you are submitting
with your unit assessment.

- I have a better holistic image of HR implication in achieving company strategy, how context can influence HR and company strategy, how HR supports business and line managers. Internal clients
need different support from HR and it is important to talk to them and clearly understand what they need to be able to best support them in achieving strategys objectives. Practically, I have learned
that I have to meet the stakeholders several times during the year (and I schedule it on my calendar) in a formal and informal context to better understand their needs and business to be able to
support them at my best.
- Attended an entrepreneurial course helped me better understand the implication of the business type and how theses also relate with the mission, vision, structure, resources etc. How hard it is to
create and maintain a company, how hard people and shareholders have to work to receive ROI. Practically, I gained insightful knowledge ands some practical tools to be able to develop my own
personal business.
- Meeting with the key senior leaders of the company and HR leaders, reading the book of Robert Hogan Personality and the fate of organisation and having the MBTI / Hogan personality
assessments I better understand the importance of creating a good relationship network at workplace and externally and mostly the importance of whats in it for me to be able to do my
responsibilities at best and serve colleagues at my best; also, meeting with the stakeholders practically through discussion and examples shared I better understand the role of diversity in the
company and the teams, the difference of communication style and paradigms when relating to another person and personality to be able to influence decisions, the difference that diversity brings in
maintaining a good energy, performance, a positive competition and in innovation; and how important it is for the company to have a good diversity policy in this respect. So, I read closely our policy
and how this is related with our hiring process and recommended some improvements to it to our Head of HR. Since we are in a long restructuring process and hiring activities are freeze after
discussing with the Head of HR the diversity policy should be improved after the strategy is finalized.
- Meeting with an executive coach and a senior leader that followed coaching session I gained a clear understanding of the coaching process and responsibilities, the aim of this development
solution, its challenges, requirements, references and steps to take if willing to develop such skill etc. Though I gain a holistic image about coaching, to be able to take some decision in developing
coaching skills I need more information, therefore to be more practical, I started to follow some Coaching LinkedIn groups to read more articles and discussion about it.

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DEVELOPING YOURSELF AS AN EFFECTIVE HR/L&D PRACTITIONER

- Meeting with one of our vice-president and the Head of HR helped me better understand how current business context and current strategy of restructuring has impacted our organisational
structure, culture, and our capability design. Practically, I have now a better view of our needs and the HR impact and influence of the overall strategy outcome. To be able to put into practice the
knowledge I gained I still consider I need to read more relevant materials while in the same time be more involved in the current HR strategy.

Development Plan
NAME:

Stefana Spatacean

COVERING THE
PERIOD FROM:

January 2014

MEMBERSHIP
NUMBER:
TO:

83725784
December 2014

Planned outcome
What do I want/need
to learn?

Develop a solid
understanding of HR
strategic planning.

What will I do to achieve

this?

What resources or support will I

need?

Initiate strategic planning

discussions with Head of
HR.

Have formal meetings with the

Head of HR to discuss, clarify,
understand current HR strategy,
the impact of HR processes in
the planning, the strategically
challenges etc.

Initiate business acumen

discussions with senior
leaders.

Personal Development time.

Read relevant materials of
HR trends, strategic
planning, practices.

Senior leaders support to gain

business acumen and vies on
how their activity and needed
capabilities impact HR planning.
Relevant materials.

What will my success

criteria be?

Having a clear
understanding of strategy
planning will create a
better holistic image of the
role of HR in the
organisation and increase
my current competencies
and the courage to
challenge business
decisions.

What did I do

What did I learned

I met with Head of HR

to better understand
current HR strategy.

I have a better and holistic

image of HR implication in
achieving company
strategy, how context can
influence HR and
company strategy, how
HR supports business and
line managers. Internal
clients need different
support from HR and it is
important to talk to them
and clearly understand
what they need to be able
to best support them and
achieve strategy
objectives.

I met with three

influenced senior
leaders of the
company to
understand their
challenges and their
view of how HR can
support their business
objectives and
capabilities.
Read People journal
materials and CIPD
recommended book to
better understand HR
culture, structure,
division, how HR
supports business and
line managers

Target dates for

review and
completion

End of April
2014

Attending that course

helped me better
understand the implication
of the business type and
how theses also relate
with the mission, vision,

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DEVELOPING YOURSELF AS AN EFFECTIVE HR/L&D PRACTITIONER

Attended an
entrepreneurial course

What do I want/need
to learn?
Build and increase
internal network.

What will I do to achieve

this?
Study influencing
approaches and
personality types.
Continue to perform HR
activities at high standards
but initiate discussions
with colleagues on how to
better respond to changing
circumstances in order to
maintain strong
relationships.
Seek opportunities to be
involved in projects out of
my responsibilities.

What resources or support will I

need?
Take personality assessments
tests to understand my type,
increase relationships, and
adapt my influential skills.

What will my success

criteria be?
Build trustful relationships
will increase my
competencies and
services.

Seek constructive feedback from

HR colleagues on my current
relationship building skills.

What did I do

Met with three key

senior leaders.
Started to read
Personality and the
fate of organisations
book by Robert Hogan
Took MBTI and Hogan
personality
assessment.

Seek senior leaders inputs

about current business views,
challenges, the support they
need from HR.

Discussed with HR
colleagues related to
my current internal
relationship network.

Take new responsibilities/

projects.
Read relevant materials.

What do I want/need
to learn?
Develop coaching
skills

What will I do to achieve

this?
Initiate discussions with a
senior leader that followed
coaching in order to
understand the aim, steps
activities taken, methods
used etc.
Read coaching materials.

What resources or support will I

need?
Identify and read relevant
coaching materials.
Identify a top management
member to whom to discuss a
coaching case.

What will my success

criteria be?

Gaining coaching knowhow and abilities will help

increase my listening and
communication skills,
support colleagues,
increase trustful
relationships.

structure, resources etc.

How hard it is to create
and maintain a company,
how hard people and
shareholders have to work
to receive ROI.
What did I learned

I understood the
importance of creating a
good relationship network
wherever the workplace,
and externally.
I better understand the
diversity role in the
company and how
important it is to have a
good policy in this respect.

July 2014

Better understanding of
the importance of whats
in it for me and difference
of communication style
and paradigms when
relating to another person
and personality to be able
to influence.

What did I do

What did I learned

Met with a senior

leader that followed
coaching session and
an executive coach.

Better understand the

process, the aim of this
development solution, its
challenges, requirements,
references and steps to
take if willing to develop
such skills etc.

Enrolled as a member
of Romanian Career
Counselling
Association

Target dates for

review and
completion

Target dates for

review and
completion
December 2014

Following the

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DEVELOPING YOURSELF AS AN EFFECTIVE HR/L&D PRACTITIONER

discussion of
International Coach
Federation and
Coaching at Work on
LinkedIn.

What do I want/need
to learn?

What will I do to achieve

this?

Learn more about our

organisation strategy,
culture, structure, and
design etc. to be able
to think more
strategically and
increase my
performance.

Read materials related to

these aspects

Learn more about our

companies leading,
impact-oriented and
forward-looking
relevant HR data

Discusses with senior

leaders of the company
and external hr colleagues
Discuss my decisions with
Head of HR to ensure I
have encompassed a
holistic and strategically
thinking in my outputs.
Read materials related to
these aspects
Discuss with our Head of
HR and Payroll Manager

What resources or support

will I need?
Meetings and discussions with
internal senior leaders, Head of
HR, external HR colleagues
Relevant materials

What will my success

criteria be?

What did I do

What did I learned

Increased trustful
perception of my work and
guidance from the leaders
and colleagues of the
company due to better
solutions and guidance.

Met with one of our

vice-president and the
Head of HR to better
understand current
business context and
how current strategy
of restructuring
impacts capability
design and
organisational
structure and culture.

Gained more insights

about companys business
capability design,
organisational structure
and culture in the current
context.

Increased appreciation
from my manager.

Specific meetings to be
organised in this respect
Reading relevant materials

I will be able to sustain

and influence business
decisions through relevant
and business-HR impact
correlation data.

Target dates for

review and
completion

December 2014

December 2014

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CIPD Enterprises 2013