Personal Development Plan for HR Manager

The provided document is a report on the Personal Development Plan (PDP) for an HR manager. The PDP aims to identify the individual's strengths and weaknesses, set goals for improvement, and provide strategies for enhancing their skills. The report highlights key areas such as adaptability, flexibility, team player, and interpersonal skills. It outlines specific actions, timelines, and evidence required to improve these skills. The document also references relevant books and journals related to professional development and counseling.

BUSINESS
ADMINISTRATION

Table of Contents
INTRODUCTION...........................................................................................................................1
1.1 Compare sources of information on professional development trends and their validity.....1
1.2 Identify trends and developments that influence the need for professional development....1
1.3 Evaluate their own current and future personal and professional development needs
relating to the role, the team and the organisation......................................................................2
2.1 Presenting the benefits of personal and professional development......................................2
2.2 Presenting the basis on which type of development action are selected...............................3
2.3. The current and future likely skills, knowledge and experience needs using the skill's gap
analysis........................................................................................................................................3
2.4 Personal Professional development plan...............................................................................5
2.5 Plan of budget and time scale................................................................................................5
2.6 Advantages of development opportunities made available by professional networks or
professional bodies......................................................................................................................5
3.1 Explain how to set SMART objectives.................................................................................6
3.2. Feedback on performance from range of valid sources.......................................................7
3.3 Review the progress towards the personal professional development plan..........................7
3.4 Amended PDP ......................................................................................................................7
CONCLUSION................................................................................................................................7
REFERENCES................................................................................................................................9

INTRODUCTION
Personal and professional development have their own importance for every individuals.
The report main aim is to provide the importance of the personal as well as professional
development. Report also provide the sources of information on professional development trends
and also describe trends that influence professional development. Report also describe the role of
HR manager and describe the current skills and knowledge and experience which are used to fill
the gap. In order to overcome the weaknesses, report also provide professional development
which describe the agreed budget and timescale and also provide feedback from others.
1.1 Compare sources of information on professional development trends and their validity
Professional development is of utmost importance in the lives of each and every individual who
are looking to develop themselves at every stage. It together contributes in enhancing the
organisational bodies in generating large amount of profits and revenues to continue succeeding
in the future (Brooks, 2018). There exists some vital trends of professional development namely
micro learning and adaptive learning that is constantly taking a higher pace of progression. A
vital source of information for the same refers to the use of online resources that is easily
accessible to gather data. Although, its validity is a concern in terms of getting reliable set of
information. Therefore, other source of information involved the education centres provisioning
e-learning or online courses, from which, the students can enrol themselves for various training
sessions, as well. This is valid in terms of providing authentic information and learning through
their available websites that are also user friendly in nature.
1.2 Identify trends and developments that influence the need for professional development
This is to ascertain the continually changing trends and developments that are demanding the
requirement of professional development. It in turn has evolved the concept of continuous
professional development that assures an individual to stay competent in his or her field of
profession. It is thereby referred to be an ongoing procedure which is required to be sustained
throughout an individual’s career (Glatthorn and et.al., 2018). However, it is influenced by some
key trends and factors of development involving advancing systems and technology, business
ecosystems, sustainability and corporate social responsibility and globalisation. Due to which,
the leaders and mangers in an organisation are required to stay updated in terms of handling such
fluctuating trends in the market and work accordingly.
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1.3 Evaluate their own current and future personal and professional development needs relating
to the role, the team and the organisation
This is to discourse upon the needs of personal and professional development on considering the
current and future trends. It is with a specific consideration of Hr manager who is constantly
required to stay updated about the changing market trends to implement the same in the
enterprise while framing relevant set of policies and procedures (Nassar and Niles, 2018).
Besides this, there together exists a rising demand for being responsible in terms of
employability due to an increasing tide of regulatory norms. Adopting new set of technologies
and a need for being diversified drives the needs for continual personal and professional
development.
An HR is also required to handle distinct set of teams in the organisation and thus required to
possess effective skills of communication, conflict management and team handling, etc. Being
confident is specified to be yet another foremost requirement of an HR to be active in all type of
situations at the workplace. Also, an international expansion needs the HR to stay updated about
distinct set of policies and legal norms comprising in different marketplaces. An accurate
application of those regulations necessitates the HR to remain cognizant about the same. Hereby,
on assessing my own skills and competencies as an HR, I believe possessing effective skills of
communication that helps me to interact with others. However, considering the future needs, I
am required to stay aware of the changing market trends, considering the fluctuating regulatory
norms (Reichard and Schröter, 2018).
2.1 Presenting the benefits of personal and professional development
 Increases retention: Through PDP, HR manager of a company, can easily increase
retention and provide opportunities such as training and promoting some development
options. This PDP plan is also help them to achieve their career objectives (Sandilos and
et.al., 2018).
 Build confidence: By providing professional development training, it helps to build the
confidence level and also help them to build credibility as they continue to gain new
skills and knowledge.
 Improve efficiency: It not only help to improve the key skills and also raise the
efficiency which further help to achieve all defined goals of a company.
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 Motivates: PDP plan also help to motivate the employees at personal as well as
professional level. Through this a person easily achieve the goals which are defined by
the company and help them to improve their current skills.
2.2 Presenting the basis on which type of development action are selected
The development of action plans are done on the basis of recognizing the weaknesses
such as being a HR manager, I am lacking the ability of team player as well as adaptability and
flexibility which needs to be overcome (van Merriënboer and Kirschner, 2018). As my peers and
subordinates tells that I am lacking some skills of interpersonal skills which should also be
overcome as per the passage of time. Therefore, this will help to design PDP.
2.3. The current and future likely skills, knowledge and experience needs using the skill's gap
analysis.
The current and future likely skills and knowledge as well as experience needs using the
skill gap analysis and this analysis will be identified with the help of professional development
plan for current and future skills of a Human Resource manager which are as follows-
Skills Current Skills
Rating (0/10)
Future Skills
Rating (0/10)
Activities to
Minimize the
gap
Time Duration
Adaptability &
Flexibility
5 9.5 The gap of
between the
current skill and
future skill is
achieved by
taking part in the
change process as
well as in
decisions making
activities.
1 month
Confidence 5 8 The gap of
between the
2 months
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current skill and
future skill is
achieved by
participating the
debate, speak in
board meeting
and watching
videos of experts.
Communication 6 9.8 By interacting
with more people
in workplace and
by listening
carefully what
other are
speaking, by
paying more
attentions on non-
verbal signals.
1.5 months
Team player 5 8 By building trust
and respect,
encourage
socializing, open
communication
and by clearly
defines the roles
and
responsibilities.
3 months
These are my above skills that is very important for me to become the best HR manager
in the company as well as to achieve the goals and objectives but my team player skill and
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adaptability & flexibility skill is not up to the mark, so it is very essential for me to improve the
weaknesses.
2.4 Personal Professional development plan.
Skill to be improved Evidence Objectives
Team player By feedbacks from team
members and senior.
Coordination and cooperation
in the company so that desired
goals and objectives can be
achieved.
Adaptability and Flexibility By taking reviews from other
employees and my
subordinates in the company.
By watching videos of experts
on internet and reading books
of experts.
Easy and smooth
implementation of strategies,
plans, policies and legislation
to achieve the gaols and
objectives of company.
By watching videos of experts
on internet and reading books
of experts.
2.5 Plan of budget and time scale.
Skills or Activities Amount Time Duration
Team Player $100 90 days
Adaptability and Flexibility $250 30 days
Total $350 120 days
2.6 Advantages of development opportunities made available by professional networks or
professional bodies.
There are so opportunities available in the environment offered by organisations,
government and other associations, volunteers, experts etc. These all provide the opportunities to
develop the skills and knowledge of person. The entire development of personalities are
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developed by attaining the campaign or programmes created by them. Here are the explanations
of professional networks describes below-
Government bodies- Government of country also organize so many programs, campaigns
for giving training and development opportunities to interested people. Sometimes it is
chargeable and sometime it is free of cost. These programs and campaigns are sometime lead by
government servant or sometime they call experts and specialist to provide training (Glatthorn
And et.al., 2018). I am also very curious to attain these program as it is very useful for my job
role for human resource.
Organisations- Organisation is also work as network for professional development. They
also organize programs and campaigns such personality development programs, training
program etc. They allow all the employees to participate in the campaigns. In my organisation
they organize tanning and development opportunities two times in a year.
Experts- Experts also known as a network for professional development. They organize
days campaigns, programmes to organize programs. They share there experience and
background which prove very motivates to the people who are attaining the program. The
programs or campaigns conducted by the experts are generally chargeable.
3.1 Explain how to set SMART objectives.
I want to become a smart and efficient human resource manager in my organisation.
There are various skills that are developed and some are under-develop and some are on
developing stage. I will set goals and achieve it by setting smart criteria.
Specific- My goals is specific that I want to become a perfect Human Resource manager
within my organisation by developing some strategies like team player and adaptability &
flexibility (Brooks, 2018). In order to become the perfect HR it is very essential that these two
skills should be develop.
Measurable- My goal is measurable as I can measure my goals with keep matching my
actual performance with the standard performance. I will use Key performance indicator (KPI) to
measure my performance.
Achievable- My goal to become HR manager is achievable as I have potential to become
the perfect HR within my organisation. I have time, resource to achieve my gaols in desired time.
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Relevant- My gaol is relevant and realistic in nature. It is not an impossible task. I have
the potentials to develop my skill. Both my skills team player and Flexibility & Adaptability are
relevant and realistic.
Time-Bound- I have set my time limit to a short period and this is smart way to achieve
the desired goals and objectives. I have set time which is 3 months for the development of team
player skill and Flexibility and Adaptability in 1 month.
3.2. Feedback on performance from range of valid sources.
Feedback is very important either it is positive or negative. It is very helpful for the
development of skill and knowledge. The main intention of the taking feedback is to improve the
current performance and try to improve the same. I also believe in taking feedbacks as I never
take it in negative way. I take feedbacks from the authentic sources such as my seniors, my
subordinates, peers that proves very useful for me.
3.3 Review the progress towards the personal professional development plan.
Skills Current Skills
Rating (0/10)
Future Skills
Rating (0/10)
Evidence
Adaptability &
Flexibility
8 9.5 Feedback from subordinate and
appraisals.
Team player 7 8 Feedback from subordinate and team
mebers and appraisals.
3.4 Amended PDP
Skills to be improved Action to be taken Timescale Evidence
Team Player By reading books and
lectures form the training
120 days Feedback form peers
Adaptability/flexibility By watching videos and
uses those into practical
term
50 days Feedback from
subordinates
Interpersonal skills Start attending training Feedback form
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sessions. colleagues
CONCLUSION
By summing up above report it has been concluded that PDP is help to manage the
weaknesses of HR manager and by following the plan as per describe in a plan. An individual
will raise their efficiency and skills in order to overcome those problems. Report also concluded
the key skills and knowledge of HR manager and through PDP, they can overcome their
weakness such as team player and adaptability. Report also describe how SMART objectives
meet the goals and objectives.
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REFERENCES
Books and Journals
Brooks, C., 2018. Insights on the field of geography education from a review of master's level
practitioner research. International Research in Geographical and Environmental
Education. 27(1). pp.5-23.
Glatthorn, A. A. And et.al., 2018. Curriculum leadership: Strategies for development and
implementation. SAGE publications.
Nassar, S. C. and Niles, S. G. eds., 2018. Orientation to Professional Counseling: Past, Present,
and Future Trends. John Wiley & Sons.
Reichard, C. and Schröter, E., 2018. Education and training in public administration and
management in Europe. In The Palgrave Handbook of Public Administration and
Management in Europe (pp. 41-60). Palgrave Macmillan, London.
Sandilos, L.E. and et.al., 2018. Does professional development reduce the influence of teacher
stress on teacher–child interactions in pre-kindergarten classrooms?. Early Childhood
Research Quarterly. 42. pp.280-290.
van Merriënboer, J. J. and Kirschner, P. A., 2018. 4C/ID in the Context of Instructional Design
and the Learning Sciences. International Handbook of the Learning Sciences, p.169.
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