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Career Portfolio - Essay Example

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M001 Advanced Business Practice Career Portfolio Student ID - 3456365 – Xiaoshi Xiang Submission Date – 26 May, 2011 Section 1: Analysis Career goals and career strategy My studies have helped me focus more on my career goals when I graduate…
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Career Portfolio
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Download file to see previous pages After graduation, my goal is to secure a job in the field of human resource management while looking into the possibility of further studies for specialization in the field. Before I go back to China, I would like to be able to gain both work experience and academic knowledge here in the UK. Cameron (2009) presented a model to guide aspirants of successful careers that is founded on positive thinking. The first step is knowing oneself and that includes one’s skills, strengths and weaknesses. Once that is achieved, the aspirant searches for potential employers whose organization will benefit from the aspirant’s skills. Next is being able to present oneself professionally with evidence of such skills. In time, the aspirant will gain more knowledge and experience and he will be able to present himself successfully. I believe that Cameron’s model will be able to help me chart my career and this career portfolio assignment is a good start. It will comprise the first step of knowing myself through self-analysis by reflecting on my own skills, strengths and weaknesses. This assignment will also plan out my strategy in finding potential employers and how I can present myself professionally to them to increase my chances of being accepted for internship. Industry/Sector analysis Knowing about the industry one wants to join entails careful study and analysis. Human resource management (HRM) is the field I want to specialize in someday and this portion will highlight what HRM is all about. HRM has been ascribed an essential role in achieving the goals of organizations. Its rise had important implications on the recognition of workers. The competencies of employees have been given more notice in recruitment and selection as well as in training and development (Van Marrewijk & Timmers, 2003). Its strategic position as a sounding board for top management and facilitator and change agent in the restructuring and transformation processes of the company is equally balanced with its role as an important partner for employees. “Thus, the HRM function positions itself in two ways: as the architect of new organizational structures and work systems, and as coach in management development processes and companion of employees in turnaround processes” (Van Marrewijk & Timmers, 2003, p.174) HRM is also in charge of performance appraisals of the people working for the organization. Stone (2002) defines it as a vital tool for strategy execution by “providing a dynamic link to employee recruitment, selection, training and development, career planning, compensation and benefits, safety and health and industrial relations” (p.264). Further, Stone explains: It signals to managers and employees what is really important; it provides ways to measure what is important; it fixes accountability for behaviour and results; and it helps in improving performance. Finally, performance appraisal is necessary to defend the organisation against individuals who legally challenge the validity of management decisions relating to promotions, transfers, salary changes ,and, termination (p. 264) Being aware of people’s needs and skills, HRM goes beyond the appraisals and attempt to develop them professionally. Employee development has been identified as key to improving overall organizational effectiveness. Jacobs and Washington (2003) have defined it as thus: Employee development refers to an integrated set of planned programs, provided over a period of time, to help assure that all individuals have the competence ...Download file to see next pagesRead More
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