New Year New Learning, Human Resources and CIPD

It’s the New year which normally means New Year Resolutions…


CIPD (Human Resources)

Besides the obvious goals, eat healthier, drink more water, I have decided to learn something new this year (pt. 1. Something academic pt. 2. A new activity). The first opportunity came recently when my directors asked me whether I wanted to study Human Resources as a qualification (CIPD). I jumped at the chance and have not regretted it one bit.

I must say it is a daunting process at the start, getting to grips with writing essays and referencing – it’s like university all over again. Those late nights with copious amounts of coffee and pringles and I thought those days were over for good!

I went with Acacia Learning and the best part about studying with them is that the sessions are engaging and very interactive. As a kinesthetic learner this works well for me and have quickly connected with others who are interested or are in the field of HR. Not only that but the sessions cover self development, ‘Developing Yourself as an Effective HR Practitioner’ or like me, an absolute newbie in the field.

At first I wasn’t sure what to expect from the course. Even though I am working in a recruitment agency that specialises in HR and Reward, I am not fully aware of the mechanics of a HR practitioner (By the way I work in the marketing department!).

I attended my first CIPD class ‘Supporting Individual Learning through Coaching and Mentoring.’ The first session has taught me the fundamentals and functionality of coaching/mentoring, and it has peaked my interest in Human Resources and Learning & Development.

Coaching and Mentoring

Coaching and Mentoring are very similar and still occasionally mixed up.

One of the main differences to distinguish between the two is that Coaching can be delivered by anyone. This means that they do not need any qualifications or knowledge in the topic but just a general interest to help the other person. This is a non-directive approach where the coachee thinks for themselves.

Similarly, Mentoring still requires the mentee to think for themselves, however the Mentor must have some form of experience in the specific field or be senior. The session can be more directive as mentors can offer advice if necessary or give examples of their experience.

Coaching and Mentoring are very similar and still occasionally mixed up. If used correctly, coaching and mentoring can have surprising affects on the employee and also for the company.

A benefit of coaching encourages open communication between the employee and their colleagues/seniors making them feel engaged in the office, with business and management. This results in a positive work experience and allows the company to save money that would have otherwise been spent on replacing and training staff.

It’s all about helping to develop the talent around you.

So now I can tick off my first New Years Resolution – learn something new pt. 1. ✓
On to the next – start boxing classes…



Written by Sophie Lee
Administration and Marketing Executive at
Williams Kent Ltd


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