(Solution) 7C003 Demonstrate curiosity and passion for deep learning
New User Gifts
First Order Deal get Ksh 200 Off.
Original price was: £ 20.00.£ 10.00Current price is: £ 10.00.
Payment Methods:
Description
Solution
Learning Outcome 3: Be able to apply learning to enhance personal effectiveness.
| Assessment criterion | 8 – Demonstrate curiosity and passion for deep learning |
| Starting point |
Initial ability rating: 9
Justification for this rating: In this part, I have rated myself as 9 which means complete knowledge/skill for demonstrating curiosity and passionate for deep learning. The identified areas are evidenced to be improved in regard to being able to appreciate the impact of curiosity and passion for deep learning. Considering my current experience working as a people practice professional, being curious and passionate for deep learning is critical and essential. With the role of people practice professionals evolving, this scopes beyond the people practice professionals but also to the employees and also the followers of a leader. Working as a people practice professional, this is since it always harness an increased understanding, feeling of being appreciated and assisting leadership and management skills development. Additionally, part of this entail ensuring that I issue timely feedback containing details for improvement. This is while being ready to take on risks and embracing innovativeness in the learning culture.
|
| Development objectives | To improve my competence within this area I will:
a) Build my skills on the application of modern technologies in improving communication amongst different groups of employees in my organisation specifically for increasing the curiosity and passion for deep learning b) To come up with a clear understanding through attending different workshops which offer me with great insights on accruing passion for deep learning amongst all my employees in my department and organisation c) Understand the different learning areas which I need to be passionate working as a people practice professional
An example: Build my knowledge within the area of business ethics, with specific focus on how HRM professionals contribute to the development of cultures with high standards of ethics.
|
Please click the following icon to access this assessment in full
Related Papers
(Solution) 5CO02 Concept of evidence-based practice (EBP) and Technivara use to ensure sound decision-making in people practice
(Solution) CIPS Effective Negotiation (PIN) ROSHN Syndicate Cohort
(Solution) CIPD 5HR03 contribution of extrinsic and intrinsic rewards to improving employee contribution and sustained organisational performance. (AC 1.5)
(Solution) Oakwood International 5CO03 Task One –Professional and ethical behaviours
Task One –Professional and ethical behaviours
This task requires you to consider the significance of professional and ethical behaviours for a people practitioner and the values that underpin the people practice profession. To complete the task, you should provide a written response to each of questions below, making appropriate use of academic theory and practical examples to expand your response and illustrate key points.- With reference to typical activities and behaviours, appraise what it means to be a ‘people professional’. (AC 1.1)
- Discuss how ethical values underpin the work of a people professional, including two examples of how ethical values might be applied in a people practice context. (AC 1.2)
- Consider the importance of people professionals being able to influence others and ensure that the ‘people practice voice’ is heard in an organisation, through informed, clear and confident communication. (AC 1.3)
- For each of the situations below (a & b), provide an example of an issue that would cause you to raise the matter to a manager (or other authority) - and describe how you would do this.
- a) where you consider something to be unethical (whether or not it is illegal),
- b) where you believe something contravenes legislation. (AC 1.4)
- Discuss two theories or models relating to the human and business benefits of people at work feeling included, valued, and fairly treated, concluding your discussion with a summary of your own view of these benefits. (AC 2.1)
- Discuss two ways in which a people professional can build inclusivity into a people practice initiative at the design stage, and two ways of checking inclusivity after a people practice initiative is implemented. (AC 2.2)