SELF DEVELOPMENT PLAN Introduction 3 Personal Development Plan 3 What is My Current State? 4 MBTI 4 Learning Style 5 Leadership Style 5 Motivators 7 Work Values 7 What is my Desired State? 7 How do I get there? What is needed? 8 Timeline 9 Conclusion 9 References 11 Introduction Development and self growth is a progressive process in one’s life…
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Self development plan not only provides the self reflection but it also sets the path straight in terms of career Personal development program is very important. It provides the framework to the individual to conduct personal self assessment and identify his strengths and weaknesses. It helps in charting out the guideline to optimize and capitalize on the existing capabilities and determine the future path. It helps in identifying the areas of development and ways to enhance capabilities and knowledge and helps in deciding and developing a clear picture of the future in terms of career. Personal development plan is geared towards progress of both personality and self. A clear analysis of existing capabilities and desired ones helps in boosting self esteem and a clear picture of the future enable to add appropriate qualifications especially when you are vying for higher position (Attwood, 2005). This paper aims at creating my own personal development plan in the light of the different theories of personality, learning and leadership. Personal Development Plan A personal development plan consists of the following major steps. 1. What is my current state 2. What is my desired state 3. How do I get there? What is needed 4. ...
So it is beneficial to identify the personality type first using the Myers Brigg Type Indicator (MBTI). MBTI It is one of the best known and most widely used for identifying personality and learning style. MBTI identifies the psychological type on four different scales namely Extraversion Vs Introversion (E-I), Sensing Vs Intuition (S-I), Thinking vs. Feelings (T-F) and Judging vs. perceiving (Gardner, 2009). The E-I indicator shows whether the energy and attention primarily comes from inside or from outside events. S-I indicators shows how the individual perceive the world and take the information whether directly from the five senses i.e. sensing or indirectly by using intuition. T-I indicator shows preferences in decision making either logical and rational or subjective values like based on like and dislike. The last indicator is J-P that shows individual’s choice whether to use judging or perceptive attitude for dealing with the environment (Knights et al 2007). I took MBTI online test to identify my personality. The test identified my personality type as ESFP. It shows I am an extrovert and I have the following characteristics sociable, outgoing, talkative, gregarious, active, optimist and impulsive. In my perceptions I rely on my five senses. Both of them are my strengths. However in my judgments I am not rational and logical and mostly make judgments based on my likes and dislike. That is a weakness. My attitude in dealing with the environment is based on perception rather than judging, it can also be considered a weakness (Ewing, 2006) Learning Style There are six types of learning styles namely reading, writing, listening, speaking, visualizing and manipulating. No one style is better than the other. Generally people use the learning style
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The researcher states that the HR function assists in gauging a better idea how work processes get done and how people interact with one another. The HR function is therefore the lifeblood of any organization when it comes to their own people and the manner in which they are managed in an amicable way. The HR function was always remain imperative as far as the work realms are concerned because this ensures success for the organization from the long-term standpoint. The role of the first line supervisor or manager in managing people is necessary to understand as it paves way for a number of undertakings within the HR domains. The first line supervisor or manager oversees that all work tasks are being hand...
...What is the role of the HRfunction regarding the management of people within an organization?
HRfunction plays a fundamental role in managing people within an organization. Human Resource Management (HRM) is basically defined as the consistent and planned approach to manage the most important asset of any organization i.e. the workers. People in an organization help it achieve the goals. Role of HRfunction in management of people can be estimated from the fact that the term “HRM” and “personnel management” are used interchangeably. HRM assumes such responsibilities as recruiting,...
...The role of the HRfunction
Table of Contents
Evaluation of the role of the HRfunction and it’s interaction with line managers in organizations 2
Organizations ranging from manufacturing to hospitals struggle in order to attain sustainable improvement in the market. The inter-relationships and complexities of such organizations require that the improvement efforts are self reinforcing and broad. This need has generated initiatives from the human resource departments in organizations. While a number of factors affect the organizations in varying extent, the managements...
...? Critical evaluation of the ways that HRfunction could play a more strategic role in the organisation BY YOU YOUR SCHOOL INFO HERE HERE Critical evaluation of the ways that HRfunction could play a more strategic role in the organisation Introduction The human resources practitioner must be concerned with human capital development, developing motivational strategies to maximise performance in employee groups and generally secure a positive organisational culture that is focused on meeting performance expectations mandated by policy and procedure. Most HR managers focus on career development and practices that appeal to...
...? Selection - A Function Within HR Table of Contents Best Practices in Selection 3 Best Thing to Do To Make Selection Work 4 Selection Based on Job Analysis 5 Strategic Nature of Selection Procedure 6 Fundamentals of Doing Selection 7 References 8 Best Practices in Selection Selection of the employees is one of the most challenging tasks for the organisations. They cannot afford to hamper their productivity because of the mistakes incurred by the new hires in their assigned tasks. Therefore, it is significant for the companies to prepare strategies for optimising their selection processes so that the efficiency increases when employing new staffs. Companies at times may bear huge cost by making a wrong...
...to repeated activities and other such factors. The basic role of change management is to develop a system or structure within which there is a strong sense of being able to forecast change, and adjust to the same accordingly. This change management structure is an informal one that is carried out by the employees in the organisation. The role of change management is as follows:
To help recognise change.
To help recognise the areas in which these changes must be implemented within the organisation.
To help the organisation integrate its goals or modify the same, with a change in the external environment.
To help the HR understand the change and grow with it. (Bender, 200. P 125 to...
...Managing the HRFunction Recruitment and selection procedures play an important role in HRM and successful performance of organizations. Recruitingtoday is taken a lot more seriously and given a lot more thought than it used to be. Personal specifications and competency frameworks are the most popular tools used by HR mangers in selection and recruitment. In spite of benefits and advantages of these methods, they have some limitations and weaknesses for organizations and job seekers. Concerning the narrower sense, as involvement in the development or choice of the selection situation or selection modes, some possibilities for participation could be demonstrated. So it is...
...aimed at looking at the external environment of an organization, there is the ever increasing significance of this analysis for understanding the HRM function in the organizational context. The immediate impact of it on the HR manager’s functions can be seen when we take a step by step look at the whole process.
PEST or PESTLE stands for political, economic, social, technological – and by extension- legal and environmental influences on the business organization.
Political influences on HRM function include such active roles played by trade unions, advocates of labor rights, politicians of various hues and cries and shareholders. In my...
...behavior and industrial relations. Apparently, heightened assimilation of human resource management and corporate strategies has placed a significant claim upon contemporary strategic human resource management in terms of management as well as the academic literature, and hence it is commonly recognized that the strategic employment and administration of human resources can pave way for accomplishment and stability of the firms. Certain authors and researchers have further claimed that that an organizations human resources help shape the foundation of its competitive advantage1. Thus, with this background, it can be safely established, that the need for an organizations HRfunction to be strategic in...
...The Role of HR generalist A human resource generalist is essentially a person charged with the responsibility for carrying out various human resource activities. According to Jackson, & Mathis, (2010), human resource specialist is a person who has expertise and in-depth knowledge in limited area touching on human resource. Further development within an organization makes it necessary to have human resource specialists (Kandula, 2004). Some of the most common spheres of human resource specialty are recruitment, benefits and employment. Human resource generalist has an exceptionally strategic chance and a crucial role in an organization. He is expected to diagnose data besides facilitating...
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