(Solution) 7C003 3.1 Curiosity and passion for deep learning

Competence now (scale 0-10) = 10/10

Justification: (with cross-references to evidence)

By demonstrating curiosity and passion for learning, HR risks were identified and addressed while also increasing personal effectiveness. Same as mentioned in Beaven (2019), I also believe that applying HR learning to enhance personal effectiveness is extremely important. In another reading Marchington, Wilkinson, Donnelly, & Kynighou (2020), I learned and applied that HR learning helps to ensure that I stay up to date with the latest trends and regulations in the field, which helps me to make better decisions and be more effective in my role. For example, HR learning helps me to identify and mitigate risks I face in the workplace, such as discrimination or harassment. Understanding the risks associated with HR and having the ability to recognize and address them quickly helped me to ensure that I remain compliant with the law and protect my employer from costly lawsuits locally. So, demonstrating curiosity and passion for HR learning also shows my commitment to my job and to developing my skills. It shows Almarai that I am eager to improve and stay competitive in the field.

Career and development opportunities for employees can create HR risks for organisations, but can also bring positive outcomes and similar were considered in Almarai (STAR approach given in Appendix 3 for evidences). To ensure a positive outcome, I ensured about  a well-defined career and development framework in place. This framework should include well-defined career paths and clearly communicated expectations for progression. I learned that Almarai should provide employees with access to training and development opportunities, mentoring programs, and other resources that helped them develop skills and contribute to the Almarai’s success. Lastly, I realized it is important to monitor and review career and development opportunities to ensure that they are providing the best possible outcomes for Almarai and employees.

Having a growth mindset, using coaching models such as GRDW, role modelling, and effectuation are important for achieving organisational outcomes. It was interesting to learn and practices these approaches and helped me to create a culture of learning and development, and provide a framework for addressing HR risks in Almarai.

A growth mindset encourages individuals to challenge themselves, take risks, and learn from mistakes. For example, it helped to foster innovation and creativity, while also providing a platform for employees to stretch themselves and grow within Almarai.

Using coaching models such as GRDW can help to create a culture of learning and development. It provided structure and guidance to help employees to identify goals and develop strategies to achieve them. This lead to greater understanding of roles and responsibilities, and helped to identify areas for improvement.

Role modelling can help to create a culture of excellence. By demonstrating the desired behaviour, employees learned from example, developed own skills and behaviours, and strived to emulate the model behaviour.

Effectuation is an approach that helps to identify and manage HR risks. It involved for me in the understanding the objectives and desired outcomes, and then identifying the resources needed to achieve those goals. I learned and made certain that the right people and resources are in place to meet Almarai objectives, while minimising risks.

HR learning is an important tool to help organizations succeed like Almarai. It can help to increase employee engagement and productivity, while also reducing HR risks. People can better understand and address HR risks while also increasing personal effectiveness. HR learning is a great way to ensure that employees are equipped with the knowledge and skills necessary to excel in roles. With HR learning, it is possible to create a culture of learning and growth that will help to ensure the success.

·      I will help Almarai to achieve its strategic goals and mitigate risks.

·      I will identify and respond to potential HR risks in a timely and effective manner.

Appendix 2: Learning journal + CPD

Appendix 3: Evidences

2.     Marchington, M., Wilkinson, A., Donnelly, R., & Kynighou, A. (2020). Human resource management at work: The definitive guide. Kogan Page Publishers.

3.     Santosh, M. A., & Prajapati, S. G. (2022). Employee Engagement And Organizational Culture’s Effects On Productivity: A Theoretical Concept. New Perspectives On Commerce & Management Volume-1, 258, 121.