IntroductionThe CIPS human resource profession map consists of an extensive outlook regarding how the department of human resource functions and add value within an organization. It also demonstrates the functions of the human resource members from all levels founded ion the qualification and experience of an individual. The map has been created to assist the human resource professionals at each level of their career and provides the global standards for human resources. The framework is flexible and clear, which helps in the development and progression in recognition of the existence of the differences in the human resource career and roles.The CIPD HR Profession Map is comprised of three major parts that include professional area, behaviors, and bands and transitions. The professional area entails what the HR practitioners are required to know and do. Behavior is the second part and it illustrates the activities conducted within the profession. Thirdly, bands and traditions involve the demonstration of ways of developing roles from one to another within the profession. According to Ulrich, Younger, Brockbank, & Ulrich (2013), they are divided into four sections of competence that demonstrate the levels of the HR profession. The map design is classified into two major components to support its purposes. Strategy, insights, and solutions provide the HR professionals with actionable insight, awareness, and solutions, which are tailored around a deep understanding of business operations. Leading and managing is the second aspect of the map and its purpose is providing active and leadership with insight that enables an individual to drive and shape oneself, others, and activities in the business.Ten areas of HR professionalism illustrate the requirements of each practitioner in the human resource. They include employment engagement, learning and talent development,organization development, information and delivery, strategy and solutions, performance and reward organization design, relations between employees, leading HR and insights, and resourcing and talent planning. The HR professional map is divided into two sections that are regarded as the primary areas and include strategy and solutions, and leading HR and ideas. All HR professionals follow the two professional areas regardless of their role in an organization. The primary areas of the map are utilized by all the professionals in the human resource with an aim of optimizing the performance of an organization.One of the major uses of insights is establishing the human resource strategies and providing sustainable solutions. The role of HR specialist is to develop and understanding of the organization goals (Ulrich, Younger, Brockbank, & Ulrich, 2013). Further, they contribute to the achievement of the goals by understanding the organizational structure and promoting teamwork. They are knowledgeable about the products and services provided b the organization to enhance their performance. It is also the role of the human resource specialists to know their customers since they are key to the growth of the business.Group DynamicsGroup dynamics refers to the analysis and understanding of the psychology and behaviors that surround interaction within a group. It provides a distinction between the interactions within a social group also known as intragroup dynamics and between social groups commonly known as intergroup dynamics (DeChurch & Mesmer-Magnus, 2010). It is founded on the idea that the whole is more complex than the sum of the fractions; hence, understanding how the groups operate has a significant effect on an organization. It aims at assessing various aspects of thebusiness such as the type of people that make up successful teams, understanding what motivates teams, and evaluating what inhibits the success of a team.There are various types of setting in which the study of dynamics groups can occur which include social setting, business setting, or volunteer setting. The presence of three or more people engaging in a discussion can be identified as group dynamics. Such group dynamics can be identified using observation. The personality and experience of individuals determine the role that they can play in a group setting. For instance, a shy person is likely to sit back in a group without contributing ideas. An impatient person will push the discussions of the group quickly. A confident person will provide the group with many opinions on various ideas. It is important to understand the personalities of the members in a group to determine the balance and effectiveness of the group.Conflict resolution methodsThe aim of forming a group is to achieve a certain objective or to celebrate a specific accomplishment. However, the group can face numerous challenges and one of them is conflict. Conflict is unavoidable in groups due to the differences from members. People will usually disagree when engaging in discussions when defending their opinions while others refuse to conform. Misunderstanding and miscommunication between members are other contributing aspects of conflict. This occurs due to the differences in values, personality, and perceptions of the individuals. However, conflict is not a bad thing in a group because it enables all the members to open up to express to express their opinions. A group leader should encourage conflict, but t he leaders should also have a way of resolving it.One of the effective methods that can be used to resolve a conflict in a group is the broken square. It is useful because it brings together their varying abilities and styles to achieve a common objective. This is essential in a group because it makes them more cohesive and efficient (Gold, Holden, Iles, Stewart, & Beardwell, 2013). Further, it helps the group members to learn from each other and understand the factors that hinder the group from solving problems such as conflicts. Another important factor in conflict resolution is effective communication. It is difficult to solve a problem when the communication between members is flawed. For instance, it is difficult to understand a silence person in a group because the leader cannot know whether the person has approved or rejected what is being discussed.Therefore, it is vital for all the members of the group to understand the size of the problem. The leader of the team has the task of summarizing and clarifying the task at hand and ensure that all the members have understood. Some tasks require to be assigned to specific individuals such as budgeting and writing. Budget is usually prepared by one person and passed by the group. Hence, the other members have the task to indicate the any areas that needs to be changed. This reduces the intensity of the conflict because the members already have an idea of the discussion compared to when the budget would have been created collectively.Team BuildingTeam building entails a process of turning a group of individual employees into a unified team to work together cooperatively and interdependently to accomplish certain goals. It can involve daily interaction of the members or engaging in structured activities and exercises (Gold, Holden, Iles, Stewart, & Beardwell, 2013). The strength of a team is based on the relationship established between the group members. Team building is essential because each member hasunique strengths that act as an added advantage to the group. An ideal group consists of various characteristics, which are different. The features are classified into three subclasses that include communication and feedback behaviors, as well as politeness of conduct methods of approaching tasks and problems. DeChurch & Mesmer-Magnus (2010) defines feedback communication as the way that the members of a group communicate and respond to each other.The politeness conduct and behavior apply to the procedures that the members of the team have agreed to follow to achieve the purpose of the team. Being open minded in all the propositions given in the group is one of the ways that can create a good teamwork. Further, giving each group member an opportunity to express his opinion in the group is vital as well as avoiding side conversations when a discussion is proceeding. Every member of the team has the task to adhere to the provided ways of handling challenges. This includes accepting all the issues that come up as a team problem and finding an effective solution. The group should ensure that when a member has a problem it should not be treated like an individual problem and all the members should share information with the group. In case of an unsuccessful handling of a problem, members of the team should not blame a single individual, but rather should work together to identify a better solution.Team DevelopmentTeam development forms an appealing atmosphere of work through encouraging cooperation, interdependence, teamwork, and establishing trust among the members of the group. There are four stages of developing a team, which include forming, storming, norming, and performing (Kerzner, 2013). The four stages are critical in growing a successful team.FormingForming entails the first stage in the process of developing a team. During this stage, the group members have not idea about the team and are likely to be anxious and adopt the attitude of wait-and see. This stage requires the team to write down its mission statements and clarify the objectives. The most critical element in this stage of team development is ensuring the members agree with the provided objectives. Ensuring that the members are aware of the goals enables the team to create boundaries and determine the expectations of the team. The team members get to know each other doing non-conflict laden role, which establishes commitments towards the common objective.StormingDuring this stage, members are enthusiastic to get to work together. However, there is a likelihood of conflict arising as members differ on ideas and the purpose of the team (Egolf & Chester, 2013). At this stage, most of the members usually notice the differences among themselves rather than the similarities. It is a vital stage of team development since the members feel the group may not develop due to misunderstandings among the members. Therefore, communication is key at this stage due t. o increased tensions. Publicly admitting achievements is essential as well as valuing diversity. It is during this stage that the members reveal their actual styles such as getting impatient and try to question each other. Control is another important element in this stage because it defines the future of the team.NormingNorming is the third stage of team development in which members start to recognize their similarities. It results after all the differences in the storming stage have been resolved. The members begin to realize that they are aiming at achieving a common thing; hence, tend to bemore social. They are likely to forget about their objective in order to have a good time. Egolf & Chester (2013) notes that this is the most appropriate stage to introduce training since they are likely to cooperate and work together. Moreover, encouraging them is essential and ensuring that they remain focused on the team objective. During this stage, there is high team involvement and conflict resolution.PerformingThis is the when the members of the team are competent, well trained, and able to conduct problem-solving tasks on their own. During this stage, it is important to look at various ways in order to challenge the members and enhance their growth. The team is mature at this age and the members understand their roles and responsibilities (Vasu, Stewart, & Garson, 2017). However, there is need to pout more input despite the members being self-motivated. Recognizing the efforts of the members is important at this stage since it encourages growth. Therefore, at the performing stage level the team is loyal, self-controlling, and productive.Project managementProject management is the use of skills, tools, knowledge, and techniques to plan activities to meet the requirements of the project. A project is an important component since it entails coordinated and unique set of activities that have a beginning and an end (Kerzner, 2013). An individual or a group can carry out the activities of a project.As a team of the organizing team for the end of year party in which various activities were performed towards the success of the event. The manager in charge jointly with the organizing committee made sure that all the activities to be performed were assigned adequatetime. In this context, the end of year party is the project. All the steps of project management were followed strictly to the end of the company’s end of year party. Project InitiationThe initiation stage is the beginning step of the project where the concept for the project is defined. The purpose of this stage us to evaluate the feasibility of the project and making the decision regarding who will conduct the project. According to Meredith Belbin (2011), it serves as the reference pint for the entire project. During the end of year party, the members of the committee were selected and the members prepared a schedule on the activities of the day. This process marked the initiation of the party. It is a vital step in a project; therefore, conducting the initiation poorly can easily lead to a project failure. It is critical to ensure enough time is spent on this stage to ensure it is effectively done for a successful project.Project PlanningAfter the initiation of the project, the second phase is the project planning. Planning is vital for any success of a project. The organizing committee arranged on the place that the party would take place and the amount of money to be spent during the event. Moreover, they planned on the date that the party would take place. Project planning is an important step in because it helps a team to keep time and effective budget (Kerzner, 2013). It also prevents the occurrence of other challenges that are likely to occur due to poor planning. The planning of the party was essential since saved time, money, and avoided inconveniences.Project ExecutionExecution entails creating deliverables that meets the specifications of the customer to ensure satisfaction. The members of the team implement this step by ensuring effective allocation of resources and keeping the members focused on the goals of the project. The activities that each member of the organizing committee was assigned was completed in time. The members were provided with the activity chart for monitoring purposes to assess the progress. The chairperson of the committee monitored the progress of the activities as written on the schedule of the event.