Career Placement and Plan Using the Smart Targets - Essay Example

?INTRODUCTION Career development and appropriate planning are essential for acquiring career growth and accomplishing the targets which lead towards acquiring a reputable position. The career placement and planning are significant for pursuing the career. The employees while performing the job must emphasize on consistent learning, maintain flexibility, and they must look five years ahead. All this helps in defining a path and make suitable decisions as per the situation. In the modern era job switching has become a norm and the employees opt for switching the jobs extremely quickly and easily. In such a situation, the managers require that they assess the work force and they employ those people who prove useful for the organization. Loyalty and vision are both essential and provide employees with a pursuing path. In this report, an elaborate study will be presented which will determine the responsibilities and performance of the employees. Besides this, analysis will also signify the need for developing interpersonal and transferable skills. The organizations require that the employees work together and develop the strategies which help them in appropriate problem solving. All these studies signify the need for developing self-awareness and promote teamwork. This highlights the skills of individuals and presents a conclusion which proposes the ways through which useful human resource can be gathered by the organization. TASK # 1: DETERMINE OWN RESPONSIBILITIES AND PERFORMANCE 1.1 MANCHESTER COLLEGE LIP FOR DEVELOPING RESPONSIBILITIES AND PERFORMANCE OBJECTIVES Performance monitoring process is essential for individuals as it helps them in defining the career scope. The individuals require appropriate planning for setting goals and performing all the relevant actions required for progressing. Measuring the activities must be done through adequate planning, implementing, monitoring and reviewing the plan. This requires evaluating the needs, measuring impact and designing the services which are required for progressing within the relevantly designed model. (ACC, 2009) The measure of the responsibilities and performance makes the individual aware of the plan of action required to follow. Defining the scope of development can be done through the use of this model. For the individuals, the plan should be structured using all the available information which has been provided through the LIP model provided at the Manchester College. Three Months Acquire the expertise which reflects on the Academic performance. Plan and structure goals acquired for the future. Assess the current situation and develop an understanding of the goals which need to be acquired. Categorize the significance of job and align it with the course which is being studied. Assess the support required for learning. Six Months The course learned and its relevant application with the job. Compare all the skills which include interpersonal and communication skills and how they may assist in acquiring the gains in the future. Prepare for the studies ahead of time after reviewing the date of the curriculum. Prepare for the assessment and rate the course preparation while studying the course. Nine Months Acquire complete knowledge and skills required for the training. Measure the competencies and further develop the skills keeping in mind the SMART goals. Enhance the technical knowledge and skills. Set own personal targets and ensure that no compromise is made while acquiring those targets. The performance objectives developed from the model will assist with the progress and create a whole new level of competence. 1.2 ACTION PLAN USING THE SMART TARGETS Goal setting is an essential process for completing the goals. It is effective as it identifies all the facets and highlights all the hurdles which may arise during the success phase. The individual goals which are made determine the accomplishment of the strategic goals. The goal setting theory is one of the most influential and practical theories. Thousands of companies across the globe use this form of work setting for the development and growth of the employees. The SMART targets are; Specific, measureable, Achievable, Relevant and Time-bound. Specific: All the goals must be clear and individuals must have basic knowledge of the task which they are performing. Use technical knowledge and communication skills for acquiring professional growth and success. Acquire a reputable position in the field of Business and management. Seek better working environments where growth and progress can be ensured. Measurable:Quantify the achievements and introduces the findings which can be replicated. Acquire a senior management position in the coming eight years. Develop competent skill and develop a specific path in the coming year. Communicating to the audience the growth scope and focus on the ultimate goals to be achieved in the next five years. Achievable: Realistic and practical goal setting contributes in enhancing the motivation level of the individuals. Reaching the senior management level in eight years is achievable in the time set and it will require acquiring the relevant expertise in the field. Developing expertise through education in the coming five years. Relevant: Goals must be relevant and must be on the path which the individual wishes to pursue. The goals which have been defined above show its relevance to the field of study. All the goals show acquiring the technical knowledge over the years which supports the progress in the field. Time-bound: The goals must be aimed to be completed in a fixed time frame. This ensures timely completion and significance of the goals. All the goals set by the individual are aligned to a path and determine a time frame for the achievement. Setting the smart goals give a direction to the individuals using which all the challenges can be overcomes. Innovative thinking helps in energizing and acquiring all the targets in a timely manner. The goals set by the individual show the application of all the traits. 1.3 SWOT ANALYSIS The SWOT analysis explains the strengths, weaknesses, opportunities and threats. All these help in analyzing the internal and the external factors. Analyzing these determines the progress path which the individual can undertake. Strengths Strong communication skill. Strong technical skills. Keen interest in business and management. Motivation to learn and adapt. Handling relation with the employees. Ambitious attitude which creates self-motivation. Dedication and commitment. Weaknesses New environment which makes the individual vulnerable. Lack of knowledge of the complexities. Adapting to the environment and certain norms may turn out to be difficult. Opportunities New chances of exploring the environment and pursuing the tasks left unattended. Growth opportunities high. Chances for developing the sought skills very high. Threats New environment may limit the chances of growth. Skills developed require application and development with the relevant qualification. All the factors which have been discussed above determine the goals which need to be acquired using the specific skills. All these determine the challenges which may arise over the years. 1.4 Improving the quality of performance Different individuals have different needs, and hence incentives must be offered in the same manner for enhancing the performance of individuals. The managers require assessing the needs of the individuals so that their performance can be enhanced and managers can accomplish the goals which the management has set. Self-Motivation: The employee must be self-motivated and this requires initiating new methods so that the overall effectiveness of the organization can be improved. This is the biggest factor which dominates the self-confidence and motivation level of the individuals. For improving the measures of self-motivation, the individuals may emphasize on the following by: a. Train to work outside of the usual comfort zone. b. The task started must be completed, and it must not let go. c. Learning attitude must be developed, and for this the employees must educate themselves. d. Faith in own self determines that whether the task can be accomplished or not. e. The individuals must never let go of a task especially when they are frustrated about it. All these factors are extremely valuable for motivating the employee and encourage them for growing. Application of all these methods enhances the performance of the organization and motivates the workforce to grow in the respective fields. Self-Awareness: The self-awareness assessment is extremely crucial for individuals. This helps in determining the interests, abilities, skills, aptitudes and the values which the individuals seek (Rochat, 2003). This requires setting the priorities as per the personalities for the acquisition of the goals. Being self-aware improves the level of decisions which are taken. The integrity and credibility of the employees make the measures using which the jobs is performed effectively. The performance of the employees enhances when they are aware of their potential. This enables them in clearing their minds and creating differentiation with others so that all sorts of situations can be tackled. The identification of the individual is extremely important in supporting the case and this creates an element of prominence which helps in the growth and dominance. Self-consciousness element also contributes in the self-awareness of the individuals. The person who knows how to differentiate themselves from others can dominate the work environment through the performance. Motivational incentives: Incentives which motivate the individuals vary with the nature of the individuals. Different sort of incentives are offered so that the productivity of individuals can be enhanced. Incentives make the employees happy, and this increases their overall productivity (Hull, 2013). There are many incentives which are offered to individuals for making them productive. This includes all forms of bonuses, perks, amenities, education facility and positive recognition. All these aspects are different targets which tend to motivate the individuals. Bonuses, perks and positive recognition are considered as the most effective and efficient incentives which enhance the overall performance of individuals. The real secret for keeping the employees motivated is keeping them happy. The belief that the rewards are achievable ensures that all the goals are accomplished (Hull, 2013). TASK # 2: DEVELOP INTERPERSONAL AND TRANSFERABLE SKILLS 2.1 IDENTIFY WORK BASED PROBLEMS AND DEVELOP SOLUTIONS There are several challenges which are developed while working. The examples of the challenges faced during work and require developing the specific skills are discussed below. Diversity: Most of the challenges which the employees face in the work environment are because of the diversity. The workforce belonging to a different environment may create challenges for the existing employees. Solution for this is that a learning environment is created so that the employees coordinate and along with that they can share their experiences. This strengthens the bond. Employee interaction:Interaction is a process which promotes knowledge sharing and this enhances the attainment of the goals. Promoting the interaction can be done through ensuring that the workforce is aligned, and they collaborate with one another keeping in mind the goals of the organization. Handling Customers: For handling the customers it is essential that the employees are aware of the strategic goal set by the organization. The management requires setting the objectives in such a way that they employees connect with the targets automatically. Training and development are essential for dealing with such a problem. Motivation and productivity: This is essential because it ensures the level of satisfaction of the employees. Motivation of the employees and productivity forces them towards accomplishing the desired goals. If the employees are happy then their motivation level is automatically high which contributes to enhance their productivity. The assessment of the individual self-shows that the employee is practical and realistic with the situation that they face. The decisive nature of the individual shows appropriate decisions for implementing the decisive nature of the individuals. The traits assist in organizing the people so that success can be acquired. This contributes in acquiring the desired results in the most effective and efficient way possible. This requires that all the routine tasks are accomplished, and clear logical understanding is developed. The traits of the individual’s show forceful implementation of the plans and hence must be assessed in the similar manner. 2.2 PERSONAL DEVELOPMENT PLAN The personal development plan is used for forming a structured approach for the career growth. This requires that the individuals associate the learning, performance and achievement in the similar manner and structures a path for growth accordingly. This requires developing a plan and making strong career related decisions. The planning process requires self-awareness, career awareness, career decision making and career planning. The development of the plan is also based on reviewing, identifying, planning and acting as per the situation. This requires that all forms of plans are developed accordingly. Knowing own self is extremely crucial for planning. The plan designed is to acquire the required skills and pursue in the field of business and management. Individual feels destined that with the appropriate acquisition of the skills, all sorts of career growth perspectives can be accomplished. This ensures stability and the entire system is reformed. Personal development plan makes the employees motivated, and this enhances their overall productivity. 2.3 TIME MANAGEMENT STRATEGIES The time management and scheduling the structure on the basis of a time frame is significant for the individuals. This ensures that the model which has been applied is effective.The PDP process is the implementation of the action plan and being aware of the situation (Chapman, and Rupured, n.d). This makes the implementation of the model effective. Time management of the plan is essential for its effectiveness. If the model cannot be applied in a timely manner then its effectiveness is seriously affected (Chapman, and Rupured, n.d). The model ensures that the application is set as per the goals. If the plan is not time bound then it cannot be considered effective. The individual development in this case of the individual has a defined objective for the goal to be accomplished independently. The individual in this case is seeking a career path by defining the goals. Using this application can be defined and this ensures useful development of the model. Time management is necessary for setting the goals so that the time frame is set. Achieving the goal in the fixed time determines the effectiveness in the application of the model. The strategies adopted for effective time management are as mentioned following: a. The individuals must be aware of the time which they have to spend on a particular task. For managing the tasks, it is essential that the log of time is maintained. The time must be divided into different intervals. Besides this, constant evaluation must be done so that the acquired results can be evaluated and all the tasks are completed in the effective manner. b. The individuals must set priorities for the goals, and they must manage the time and the tasks accordingly. Prioritizing the tasks allows that the workers align the goals and using this they perform the tasks in the most effective manner. Some of the work which is beneficial can be done before hand, and the rest can be performed later. c. Personal planning tools must be used for setting goals. This is essential as the individuals require that the tasks are reviewed and recorded appropriately. Synchronization of the data with the electronic devices and keeping a backup system if things do not go as per the plan is necessary for the improvement of the devised plan. The key for the implementation is that a planning tool is selected and methods are applied using those tools. d. Organizing oneself and forming the schedule in a way that efficiency can be maximized is crucial for acquiring the efficiency. Time is precious, and for the application all the factors must be considered for the application of the model. It is necessary that the individual acquires goals in the set time frame so that the effectiveness of the application can be enjoyed. e. Acquire help from an expert in the term for designing a plan and forming the time management strategies. If the individuals stop procrastinating and perform the tasks that they have to acquire at a gradual pace then the goals of the organization can be easily accomplished. f. Multi-tasking is effective for managing the time. Factors which come in the category of time wasters must be avoided. This shows that individuals must utilize all the time which they have so that the maximum level of productivity can be acquired. g. Managing the health and enjoying the free time is also essential. This would freshen up the mind and allow the individuals perform the tasks with more efficiency when they are fresh. Time is the most precious asset and in order to acquire the goal it is necessary that the individuals accomplish the goals and the targets which they seek to accomplish. Effective time management enhances the efficiency and eases with the accomplishment of the goals. TASK # 3: DYNAMICS OF WORKING WITH OTHERS 3.1 BELBIN’S TYPOLOGY The Belbin model is used for determining and identifying the behavior of individuals. This requires that the strengths and weaknesses of the individuals in the work place are assessed. This helps in understanding the traits of individuals and helps in forming the teams. This enables productive working relationships in the form of high productive teams. This raises the self-awareness and personal effectiveness of the individuals. The recruiters need to assess this before employing the workers in their teams (Belbin, 2012). The model is useful for developing behavior and understanding the interrelatedness which can be developed in the teams. The model provides an understanding for utilizing the strengths as an advantage and managing the weaknesses for ensuring the success path which needs to be acquired (Fisher, Hunter, & Macrosson, 1998). The classifications of the typology are made on the basis of nine team roles. These are elaborated following a. Plant: In this one member was inducted in the team who had creative skills and proposed unconventional methods for solving the problems. b. Monitor evaluator: This individual created a logical eye and based all the assessment on the basis of logic. The judgment of this individual is tended to be impartial. c. Coordinator: This member of the team is responsible for delegating and assigning the tasks for the effective and accurate completion of the tasks. d. Resource investigator: This person focused on the risk of isolation and emphasized on the performance of the team with the competitors. e. Implementer: Plan a strategy which is practical and supports the implementation of the idea behind the formation. f. Completer finisher: These persons are responsible for assessing the tasks and at the same time they need to polish and scrutinize the document for the accomplishment of the goals. g. Team worker: Such members gel the entire team together and ensure that all the tasks are completed effectively by the workforce. h. Shaper: These members ensure that members provide a drive and ensure that the members of the tem do not lose the focus, commitment and dedication from the project. i. Specialist: Such individuals possess the skills which connect the individuals and at the same time they provide in-depth knowledge of the tasks to the team members (Belbin, 2012). All the nine roles discussed above are essential and ensure that the managers balance the tasks which are being performed. The role of the individuals assessed shows that she falls in the category of Coordinator and team workers. This shows the role which can be performed effectively being part of the team. 3.2 TUCKMAN’S TEAM DYNAMICS The Tuckman’s team dynamics includes four major roles for the classification. This includes forming, storming, norming and performing phase. It is essential that the development of the teams is done on the basis of this model. a. Forming: This stage introduces the members and develops a bond between them. Different information can be extracted from the members and information can be extracted from the members accordingly. Using this people analyze the challenges which the team may face ahead. Similarities are identified and the goals which are to be accomplished are defined. All the members agree on the common goals of the team and the purpose behind collaboration. b. Storming: At this phase the differences of ideas are discussed and at the same time the feeling and opinions are shared. Using this member reacts to the leadership and the independent members are counter dependent on each other. Using these powers is identified and the issues of the project are controlled. Identifying the available resources and skills which are essential for the communication are also signified. c. Norming: Decisions for the organization are made on the basis of negotiation and consensus. All the members agree on the roles for which they have been assigned and using this all the problems are solved. d. Performing: In this phase, the members work in collaboration and they show care for each other. The role of the members is interdependent and hence forth a unique identity of the group is identified. It is the responsibility of the members that the effective and satisfying results are acquired. This ensures appropriate control on the entire system. All these signify the effectiveness of the process. These factors determine that the users and the team are motivated. If the members of the team are aligned then the goals can be acquired in a lot more effective and efficient manner. 3.3 APPLICATION OF ALTERNATE MODELS The alternative model which can be used so that the goals of the teams can be accomplished requires that the alternate models are applied. This requires that the application is done by applying different action plans, traffic lights, Gantt chart and key performance indicators. Action Plans: This can be considered as a to-do-list. Application of the action plan assists in identifying the tasks and delegating them to others. For the implementation of the plan, a checklist is prepared using which decisions are made keeping in mind the available resources. Making the action plan helps in completing the goals and accomplishing the goals effectively. Traffic Lights: These are used for controlling the behavior of individuals operating in a team. It comprises of few basic postulates using which the basic attitudes of individuals is controlled. The individuals require that the must not be disrespectful and uncooperative with the peers. Controlling the teams accordingly enhances the performance of the organization or the work group. Gantt chart: In project management the role of Gantt chart is extremely significant. It breaks up the tasks and events with respect to the time. Planned application and processes enhance the overall outcome of the tasks which are performed. Key Performance Indicators: It is a strategy which analyzes the performance of individuals and suggests whether the goals and the targets are being acquired by the organizations. Keeping the workforce aligned to the mission and vision suggest the success of the organization. If the efforts of the workforce are rewarded than their performance enhances. The applications of the models are extremely important as they benefit the organization and enhance the relative performance. Assessment of the performance signifies the progress of the organization and paves the path for the future success. TASK # 4: DEVELOP STRATEGIES FOR PROBLEM SOLVING 4.1 APPLICATION OF THE THREE TIERED MODEL The three tiered model is used for initiating the practices which may be considered as hurdles for individuals and growth. Application of the model is done in three tiers. Tier 1: Applying the problem solving strategies Tier 2: Problem solving efforts at the team level Tier 3: Referring the students to the special education system which educates them and enhances their skills. All the three tiers discussed in this portion are for aligning the individuals and making them participate as a team. The step by step phase enhances the competencies of individuals and seeks the measure which may help in overcoming the incompetency. In the SWOT analysis, the threats highlighted were based on adaptation and that the scope of growth in the professional setup may not be affected. Besides this, knowledge of the required skills was also an important consideration for the growth. Analysis of the three tiered model proposes the methods for all sorts of problem solving. The team members make the efforts for resolving the problems and at the same time refer the education system which may enhance the skills. 4.2 PROBLEM SOLVING STRATEGIES Strategies such as a response to intervention are necessary for resolving the problems. Different researchers have proposed solution of resolving the problems of individuals through intervention. The application of the RTI is a specific procedure which aligns the individuals with the steps of problem solving. Specific procedures are formed in this process using which evidence based intervention can be implemented. Constant measures of the students’ progress determine the effectiveness of the intervention. This helps in evaluating the quality and the instructional strategies. All this helps in evaluating the success of the implementation structure. The weaknesses which have been identified in the SWOT analysis can be addressed using this model. The application of the model will ensure that the individual does not hesitate in the new environment and is not vulnerable. All this suggests the lack of knowledge and awareness of the vulnerabilities. This addresses the lack of knowledge and helps in resolving all forms of complexities. Adapting to the environment and understanding the norms of the cultures ease in overcoming all the forms which turn out as difficulties. The application of the RTI is essential for setting the procedures, and this determines the effectiveness of techniques which help in resolving all the problems. 4.3 KOLB’S REFLECTIVE MODEL For the future advancements, the application of the Kolb’s model proves to be extremely effective. Using this model is beneficial as it helps in developing and defines the future scope. The process is divided into four phases which are 1. Concrete experience 2. Reflective observation 3. Abstract Conceptualization 4. Active Experimentation This divides the individuals as the divergers, assimilators, accommodators and convergers. The categorization of the individuals in this category signifies the application. This motivates the individuals and polishes the skills of the individuals. This is a transformation phase which is based on a step by step process. The learning cycle aims at enhancing the overall strengths of the individuals. The process is defined and determines the level of observations. (Regis University, 2013) The analysis formed through the application of this model determines its effectiveness in aligning the workforce and making them effective in the application phase. The application of this process is motivates the workers and guides them towards the path which helps them in progressing. This enhances the individuals and guides them on the path which leads towards success. CONCLUSION This report combines all the aspects related to the performance of the individual in a work environment. This requires that the individual determines the responsibilities and performance which they are required to deliver in the work environment. The individuals to succeed in the work setting require developing interpersonal and transferable skills, and at the same time the workers must be aware of the dynamics of the work setting. The managers must be aware of the strategies which are essential for the completion of problem solving criteria which are essential in a work setting. Using the application of all these models, the managers can determine the tools and techniques which can be utilized for enhancing the efficiency of the workforce and making them effective. All the applicative tools and the models signify the development needs of the model which has been applied for making the workforce productive. References ACC. (2009). Performance and monitoring framework. Available from http://www.acc.co.nz/for-providers/contracts-and-performance/responsibilities-and-performance/PRV00024 [Accessed 3rd January, 2014] Belbin. (2012). Belbin Team Roles. Available from http://www.belbin.com/rte.asp?id=8 [Accessed 3rd January, 2014] Chapman, S., and Rupured, M. (n.d.). Time Management. The University of Georgia, Available from https://www.fcs.uga.edu/ext/pubs/time_management.pdf [Accessed 3rd January, 2014] Fisher, S. G., Hunter, T. A., & Macrosson, W. D. K. (1998). The structure of Belbin's team roles. Journal of Occupational and Organizational Psychology, vol. 71, no. 3, pp. 283-288. Hull, P. (2013). Motivation Mystery: How to Keep Employees Productive. Forbes, Available from http://www.forbes.com/sites/patrickhull/2013/05/23/motivation-mystery-how-to-keep-employees-productive/ [Accessed 3rd January, 2014] Regis University. (2013). The Kolb Model. Available from http://academic.regis.edu/ed202/subsequent/kolb2.htm [Accessed 3rd January, 2014] Rochat, P. (2003). Five levels of self-awareness as they unfold early in life. Consciousness and cognition, vol.12, no. 4, pp. 717-731. Read More