personal development in professional setting

Personal Development in
Professional Setting

Contents
INTRODUCTION...........................................................................................................................3
MAIN BODY...................................................................................................................................3
Possible career choices and select of option...........................................................................3
Identify and explain your strengths (skills, experience and personal qualities) and weaknesses,
using the Personal SWOT completed.....................................................................................4
Option for progression............................................................................................................5
Forward steps to complete task in an appropriate manner.....................................................7
REFERENCES................................................................................................................................8

INTRODUCTION
Personal development plan is defined as an effective tool that aids employees to boost
career for accomplishing different opportunities in market. The main purpose for developing an
effective personal development plan is to achieve short and long-term goals for improving
current job performance. The aim of personal and professional development leads to manage and
continue to learn develop skills, knowledge and ensure to continue safely, skills and knowledge
in making results that work in safely. This report highlights on three different career choices that
are possible to achieve and also on SWOT analysis. Along with this current reality the identify
and explain personal options for progression that makes gap in achievement of opportunities and
managing threats to engage current network and SMART objectives will also covered in this
report.
MAIN BODY
Possible career choices and select of option
There are various opportunities obtained by management it is identified that management
of own learning and growth in making career options. This is also important for continue to learn
and develop in making skills and knowledge with motive of completing work that is used for
providing reliable task that make-self assess in making growth domains to offer process in
deciding progress. There are three different works career options are selected which that support
the plans for selecting right career option and this roles are technical and mechanical work,
customer relationship manager and HR assistant manager. Further, as the student of human
resource management the specific course which leads to select right career option is to work as
an assistant manager of HR. The reason to go with the human resource manager refers that all
work which is completed which enhance theoretical knowledge to understand and manage
human resources. Further, it also refers that completion of company task leads to manage human
resources because individuals engage in each functions and operations. The scope to manage and
coordinate work with individuals is wide because individual skills and capabilities are required
for performing organisation functions and operations in an appropriate manner.
Benefits to work as an assistant human resource manager

 Actual staying power- Automation and technology change are two dynamic and they are
change in less time. But HR appear to work as a well-situated and stable work position so
with good quality skills it is easy for an individual to retain in an organisation for longer
period. So it is the first reason to select the career role of assistant HR manager.
 Development of people- With the knowledge of organisation it is analysed and identified
that developing of individuals is main motive for studying the human resource
management. Moreover, the role of HR assistant manager provides opportunity to
develop the acquaintance for guiding another individuals to choose career option by
analysing their cv and study course. So it is another reason for selecting career as an
assistant HR manager.
Identify and explain your strengths (skills, experience and personal qualities) and weaknesses,
using the Personal SWOT completed
SWOT performs an essential role for promoting strength, reducing weakness, minimising
the weakness, exploring opportunities and formulation of plans to overcome from upcoming
threats. Moreover, SWOT analysis is also equally beneficial on personal level that is used in
identifying areas for development and to discuss for selecting right career. There are three
different options exists that includes technical work, customer relationship manager and HR
assistant manager. With the analysis of SWOT suitable and appropriate option is selected and
specifically it helps to identify perspective which matched with role of HR Assistant manager.
Some strength and weakness are mentions as follow:
Strength
 Careful and patience- One of the major strength which work as a positive aspect for me
relates with patience and it is beneficial for because human resource management require
consistency to understand perspective from both side in order to complete all work in an
effective manner.
 Team worker- All project and task are completed by the organisation by assigning roles
to different team members. This define individuals require instead and constant
interaction with other team members. In context of this it is identified by management
that team work is more effective for achieving personal and professional goals.

 Good writing skill- Skills capabilities to write the views are good and it work as positive
aspect for me because with good writing skill it is easy to influence other individuals and
engage them in accomplish of organisational goals and objectives.
 Detail analysis- The perspective for each small point and look on the things with small
detail analysis aids to monitor all aspects to complete organisational task in an effective
manner. It is because with analysis of all details it is easy to conduct meaningful results
from operations.
Weakness
 Small social and professional network- Due to low social skills it is complex to build
an actual network which work in positive manner because now a day all individuals and
organisation are active on social platform for entering into employment contract.
Example- Linked-in application work at professional level to interact with individuals
who work at professional level.
 Lack of planning- Due to low knowledge the career planning skills are too low and it
create challenges to select path for working with boost career opportunities. But my skills
for planning are too low and it create difficult to conduct proper research for selecting
appropriate career option.
 Less creativity- The challenge which is faced in each organisation relates with creativity
it defines that due to dynamic environment conditions. It is essential to work to engage
creative skills but it is weak point to conduct research in proper manner.
View from feedback analysis
With the analysis of feedback that is asked from the contact individuals determine that the
guidance for working with professional persons require clear understanding of basic concepts. So
the clear of concept is first step to do research in proper manner. Another feedback define that all
efforts need to move for an individual career option. The third feedback defines that focus on
strength improve skills to select right career choice. Further, the last two feedback defines by
working on professional development plan it is easy to work on career option and also helps to
engage theoretical knowledge in practical field.
Option for progression
With analysis of different skills and capabilities some gaps are also identified that reduce
performance to complete task in an efficient manner. This also identified that individuals are

focused on gaps which support to achieve career goal. HR assistant manager is the selected
career after completion of degree. But the weak point relates with lack of career planning and it
is because individuals are not focused to go with one career. To fulfil the gap professional
development plan is selected by which all task are completed which is selected with one career
goal of HR assistant manager.
The knowledge which is engaged in degree course relates with human resource management and
the experience by working in retails store improves communication skill to interact with
individuals. So knowledge and experience work as positive aspect for individual to work in the
role of HR assistant manager that lead to achieve career goals by adopting sequential step to
work for right career option. Some points that are related with opportunities and threats are also
selected to complete all task by undertaking SWOT analysis.
An crucial, outside aspect for HR undertaking a SWOT evaluation of the department is the
possibility for boom – on an organizational level, which interprets right into a need for increase
at the HR departmental stage. For the employer, growth can mean enlargement into a brand new
or rising market, or the development of a new product line or service. It work as positive aspect
for me because graduation degree relates with human sources. To support that type of company-
focused increase, individual will in all likelihood want growth in the HR departmental
information or staffing. Otherwise, the organizational boom will become a weak spot for the HR
branch if HR cannot accommodate increase on the macro level. So internship, degree and
experience helps to formulate right professional and personal development plan.
The key to enhancing your human aid approach is to be proactive, now not reactive. And when
candidate expand human aid approach, report it because the major threat relates with career
change. But don't permit that strategic plan just sit on the shelf. Include all human sources staff
individuals inside the development of an approach. Both HR management and team of workers
face different applicants that are looking for new job. So Individuals must be concerned in
discussions about strategic moves to consider that each person inside the department can have
valuable skills to grab attention of recruiters. While the HR manager or director may be the
individual in high-level discussions with government leadership, person gain ideas from all of
the staff. The supervisor must also give credit score in which credit is due, specifically if HR
personnel members make contributions ideas that paintings to the employer's benefit.

Forward steps to complete task in an appropriate manner
To beat the competition and for becoming a selective candidate it is essential to formulate
essential steps and based on above situations. Some of them are mention as follow:
 The first step relates with selecting career option and for specific it is related with the
skills and knowledge that is selected to work with right career option. Moreover, to
measure results task are related with performing of benchmarks that improves creative
skills. It is also achievable because strength are related with selection of right career
option. Moreover, the time to complete process is three weeks for achieving opportunities
as soon as possible.
 Another step is to undertake steps related with professional development plan and it
determines all essential task for plan is are divided and need to be complete properly. The
specific task is to develop a self-assessment from individuals. Along with this to measure
it report is submitted to inspector or professional individual. In order to achieve different
opportunities are selected and the decided time period is one month.
 The third and last step define that all plan, steps and future action need to match with
SWOT analysis and also it is based on SMART objective. Example- HR assistant
manager is a wide role so to understand it the strength of attention to detail is included
and it work as positive aspects to take future step in an organised manner which helps to
understand career option properly.

REFERENCES
Books and Journals
Diale, B., Pillay, J. and Fritz, E., 2014. Dynamics in the personal and professional development
of life-orientation teachers in South Africa, Gauteng Province. Journal of social
sciences, 38(1), pp.83-93.
Driessen, E. and van Tartwijk, J., 2014. Portfolios in personal and professional
development. Understanding medical education. Evidence, theory and practice. Oxford:
Wiley Blackwell. ASME, pp.193-200.
Manca, S. and Ranieri, M., 2014, June. Teachers’ professional development in online social
networking sites. In EdMedia+ Innovate Learning (pp. 2229-2234). Association for the
Advancement of Computing in Education (AACE).
Prosek, E.A. and Hurt, K.M., 2014. Measuring professional identity development among
counselor trainees. Counselor Education and Supervision, 53(4), pp.284-293.