Comparison of Actual Performance with the Development Plan - Essay Example

Personal Development Plan Comparison of Actual Performance with the Development Plan The actual performance was in line with the planned performance to a large extent. At the same time, some aspects of the planned performance could not be achieved due to personal factors as well as uncontrollable events. This section discusses the extent to which the actual performance was in line with the development plan. The first aspect of the development plan was to acquire knowledge on a variety of HR topics by studying theories of motivation, organizational development and ethical HR policies. This was achieved to a great extent by attending the lectures and participating in discussions. As a result of frequent discussion, reading and research, I was able to gain a broad understanding of the major concepts and theories of human resource management. The second aspect of the development plan was to develop leadership skills by participating actively in skill development sessions on various topics such as employee engagement in strategic decision making and career planning. These development sessions allowed me to practice my speaking and communication skills. Contrary to my expectations, I discovered that I lacked the required level of assertiveness and persuasiveness in my communication style. On the other hand, I was able to come across as a good listener capable of demonstrating high empathy levels. I realized that I could use this as my strength in situations such as employee counselling, grievance situations, interviewing job candidates, and so on. However, I need to develop my assertiveness and persuasiveness without which I may not become a successful leader in my organization. The CIPD (2014) requirements for associate members state that competence in interpersonal and technical skills is essential. Hence, this aspect of the development plan was not met to the desired levels. The third aspect of the development plan was to develop self-consistency in the practice and application of HR practices and policies in the organizational setting. The aim was to improve my concentration and attention levels by immersing myself in actual settings. I took an internship as an HR practitioner in various departments of the organization. During my internship I learnt the functions of sourcing, recruitment, reward management and organizational development and their interaction with other functions of HR. This was the most interesting experience of following the development plan as I got the opportunity to interact with professionals and learn from experience. I sharpened several professional skills such as multitasking, interpersonal communication, time management and planning and organization skills. I would conclude that this aspect of the development plan was also achieved to a satisfactory level. Learning Points for Future To meet the professional standards of the Associate member of the CIPD, I will need to enhance my skills and competencies in the areas chosen for the development plan as well as other areas of the HR function. The lessons learnt from the implementation of the development plan are that I need to work on my leadership and communication skills more rigorously. On the positive side, I learnt the strategic role that human resources can play in the competitiveness of an organization. From my experience during the internship, I learnt that human resource function is beyond the routine paperwork and operational level tasks of maintaining attendance or productivity records. One of my learning points for the future is to develop myself as a vital asset to my organization by developing a strategic orientation of my role in the organization. I aim to do this by learning more about the goals, objectives and strategy of my organization. I will then use this knowledge to consider the organizational structure and staffing needs from a strategic and competitive perspective. It will also help me to build a trusting relationship with clients and colleagues as required by the CIPD (2014) for an associate member. The second aspect that I need to work on is my leadership competency. I learnt that the true extent of one’s leadership competencies comes to the fore only when one is exposed to practical situations where communication and advocacy for one’s point of view is essential. In such an environment I realized that my leadership skills are deficient and can prevent me from assuming the strategic role that I seek in my organization. Hence, the second learning point for the future is to hone my leadership skills by attending soft skill workshops to acquire the required proficiency in inspiring and motivating others and in getting my point across in a highly convincing and persuasive way. I expect these competencies to be instrumental in my growth as an HR professional and as a leader in my organization. The third learning point for the future is based on acquiring skills specific to the HR function. I feel that the most valuable skill that I can possess is the ability to motivate others. Through the first part of the development plan, I was able to grasp the theoretical understanding of motivation and organizational development. I now want to learn how to implement these into practice by developing career paths and job descriptions that facilitate professional development and extrinsic motivation. Through my skills, I want my organization to provide the most productive environment to its employee. Revision of the Development Plan Based on the actual performance of the original development plan and the lessons identified for the future, the original development plan is being revised to meet the needs of the learner and the contextual requirements. Based on the unit Understanding Organizations and the Role of Human Resources I will incorporate learning the skills of the HR Champion Model in the development plan. Secondly, from the unit Supporting Good Practice in Managing Employee Relations I will focus on how the Guest model can be implemented in the organization to make the relationship between the organization and the employee mutually beneficial and rewarding to both the parties. Then, from the Performance Management unit I will work on implementing the best performance management practices such as conducting 360 degree reviews and balancing financial and non-financial rewards in remuneration and reward packages. From the Recording, Analysing and Using Human Resources Information unit, I will work on developing efficient database management systems for the HR function. Finally, from the Resourcing Talent unit, I will develop best practices for conducting interviews and screening candidates for specific positions. Original Professional Development Plan Key dates What did you do? Why? What did you learn from this? Further Action for development 30Sep,13-15 Oct,13 Study empirical motivational and organization development theories and development of ethical HR policies Acquiring diverse knowledge on HR practices HR practices are challenging but demands respect in the organizational hierarchy Summarization of the concepts derived from the study in order to imbibe the learning. 16Oct,13-30 Nov,13 Participating in informal and formal development sessions like employee engagement in strategic decision making, individual career growth planning of employees etc. Developing leadership skills Need to harness leadership skills and other qualities like interpersonal relationships, communication, etc. Take initiatives in the group activity, self-practice of oral communication, open minded approach in interacting with people with an attitude of collaboration. 1Dec,13-30 May,13 Internship in the role of HR practitioner like first 2 months in sourcing and recruitment, next 2 months in performance based reward implementation and last 2 months in effective organizational policies development. Developing self-consistency in practicing HR There are lapse in the concentration levels and consistency in providing timely and effective service deliveries. Conscious approaches towards maintaining the concentration level understand human psychology and active efforts in the work place. Revised Professional Development Plan Key dates What will you do? Why? What will you learn from this? Further Action for development 1 Mar 14-15 Mar, 14 Learn about the HR Champion model and apply in practical contexts. Learn about the Guest Model and use it to improve employer-employee relations in the workplace. The HR Champion model will enable me to develop a strategic view of the HR function and contribute to the enhancement of organizational strategic competitiveness. The Guest Model will enable me to help employees and employers develop realistic expectations and fulfil them. The HR Champion model will help me to obtain an understanding of various functions and how HR can contribute to aligning them in the most productive and efficient way. The guest Model will give me insight into the psychological contract between employer and employee. Attend lectures and seminars to gain an in-depth understanding of the two models while seeking opportunities to demonstrate leadership and initiative. April Learn about the Guest Model To gain command over my functional area and gain confidence in the value of HR to the organization. This will equip me with the technical skills and knowledge about specific HR tools and techniques. Develop conceptual and technical fluency while seeking opportunities to demonstrate leadership and initiative. May Attend practical session to learn about 360 degree performance review To gain command over my functional area and gain confidence in the value of HR to the organization. This will equip me with the technical skills and knowledge about specific HR tools and techniques. Develop conceptual and technical fluency while seeking opportunities to demonstrate leadership and initiative. June Learn about avoiding bias in 360 degree reviews To gain command over my functional area and gain confidence in the value of HR to the organization. This will equip me with the technical skills and knowledge about specific HR tools and techniques. Develop conceptual and technical fluency while seeking opportunities to demonstrate leadership and initiative. July Attend sessions and complete project for 360 degree reviews To gain command over my functional area and gain confidence in the value of HR to the organization. This will equip me with the technical skills and knowledge about specific HR tools and techniques. Develop conceptual and technical fluency while seeking opportunities to demonstrate leadership and initiative. August Break Break Break Break September Begin internship in HR function of an organization Develop professional behaviour and skills I will improve my interpersonal and communication skills through this exercise Actively participate in the planning of questions, physical environment and job requirements. October Develop working relationships with HR colleagues Develop professional behaviour and skills November Gain familiarity with database design practices Develop MIS skills December Learn about management and HR practices of the organization Develop management skills January Engage in the recruitment and selection processes of the organization Develop specific HR skills February Participate in recruitment and interviewing of candidates. Develop specific HR skills Lessons Learnt from Each Unit From the CHRP Induction Session unit, I learnt about the essential skills and behaviours that I need to acquire to become an effective HR practitioner. For instance, I would have to become a good decision maker and influencer, build a credible personality and collaborative working style in my organization. From the Understanding Organizations and the Role of Human Resources unit, I learned about the environmental challenges within which organizations operate and the role that the human resource function plays in enabling organizations to compete effectively. In the Supporting Good Practice in Managing Employee Relations unit, I learned about the nature of the employment relationship and what the employer and employee can contribute to strengthening the relationship. I learned about the psychological contract and the ethical and legislative requirements for various HR roles. In the Resourcing Talent unit I learned about the various methods of recruiting and selecting employees to fit organizational roles. I compared various methods such as testing, interviewing, assessment centres, etc. In the Performance Management unit, I learned that in addition to pay, there are many other ways of motivating employees and rewarding them to contribute their best in the organization. Finally, in the Recording, Analysing and Using Human Resource Information unit, I learned about the crucial role that information systems can play in making the HR function more efficient and reliable through the power of technology. References CIPD, 2014. About Associate Member. [online]. Available at: http://www.cipd.co.uk/membership/professional/associate-membership.aspx. [Accessed on 12 February 2014]. Read More