Two personal goals of Helen Accountability

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PROFESSIONAL DEVELOPMENT PLAN
Name of the Student
Name of the university
Author’s note

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Personal development plan
Two personal goals of Helen
Accountability – Helen has an excellent record of her past experience in the field of
management of operations, which indicates his capability as a leader. Helen is also
accountable as a mother, as she is desperate to search someone reliable, who would take care
of her 5 years old child, who had just started the pre-school.
Leadership – this is evident from the fact that Helen has been chosen as the team leader in
spite of the other experienced member present in the team.
Accountability –Leaders take personal accountability, to answer for the outcome of their
choice, behaviours and their actions in all the situations. An accountable team leaders should
take ever responsibility to take any actions for achieving the objective, when a person feels
responsible for the success of their team.
Leadership- A team leader should be able to motivate the team members for having a shared
goal, and should have ample knowledge about the strengths, weaknesses and motivation of
the team members.
Personal Vs company goals
HESTA’s purpose and vision
Purpose: HESTA is the industry superfund that is dedicated to the sector and have a history
of strong and long term returns.
Vision: HESTA’s vision is to support health care sector and its employees, helping in the
learning and the professional development. The vision of this company is to improve the

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retirement outcomes of the members, such that they can lead their life comfortably after the
retirement.
The main aim of HESTA is to provide training to the members, such that they are able
to take a control of their future with quality education. In order to ensure that all the staffs are
updated with the status of the organisation, HESTA conducts internal training programs.
Since, the organisation is large and have a large number of team members working remotely,
it is necessary for the individual team leaders to keep the team members informed about all
the learning happening. In such a scenario, this company is the need of leaders or managers
who would be able to motivate the other team members, will have the skills and the ability to
deliver the required performance levels. However, it can be seen from the case study, that in
spite of being an eligible tea leaders, Helen, the team leader is having a hard time to cope up
with his small child, who had just started school. Hence, it is evident, he is lacking time
management skills, where she should be able to take the responsibilities of his team . Again,
it also seems that she lacked conflict management skill, as many of his team members are not
happy with her being a team member. A leading figure in a company would have necessary
skills to resolve conflicts and motivate the other members to have a common goal for
enhancing the standard of the company (Spaho, 2013).
PD Opportunities
THREE professional development opportunities suitable for Helen
- Helen should be trained about prioritisation of tasks and appropriate setting of goals
- Adaptability and flexibility
- Assembling a support team

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Some of the activities to which Helen can be referred to for her professional growth are
continuing evidence based research, skill based training, on-job assignments.
It has been found that single mothers can often feel overwhelmed and isolated due to the
overload of tasks and duties for her child. Helen can be referred with some community based,
trusted services for providing support to his children. A professional development training
will assist employees to priorities their responsibilities. Listing of objectives, jotting down
time frames and plans can be helpful for the team leaders to manage the tasks and
responsibilities accordingly (Zepeda, 2013).
There are certain certification courses that provides training in understanding financial
products and services in superannuation companies. Helen could develop specialist
knowledge and skills for working autonomously and exercising judgements in routine and the
non-routine activities related to the administration of the income streams. This would assist
him to meet the compliance requirement of the company.
Rationale
Helen would require skill based training due to the fact that, it will Inform Helen more
about the policy , practical and the regulatory basis for the administration of a super
annuation funds, the principles of ethics in this company, knowledge about the supper
annuation administration. One of the rationale for undertaking a skill based training is that
this would provide training about the internal and external dispute resolution process, training
about the workplace health and safety, including behaviours contributing to healthy and
effective workplace environment. The main rationale for a conflict management training is
the introduction of a partial conflict resolution techniques and strategies which Helen as a
team leaders will be able to use while managing conflicts in the workplace (Spaho, 2013).

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On job assignments would help to provide skills and knowledge to the concerned
employee by answering questions, reviewing work, provision of general information and
reviewing of the general information (Prause & Mujtaba, 2015).
A certification is required by Helen, as this would further help Helen to understand
the government retirement policies, the various regulatory framework that governed the
management of the superannuation funds. This would assist Helen to understand about the
policies, legislations, procedures and any codes that is applicable to the industrial standards.
Motivation
Intrinsic and extrinsic motivation
Intrinsic motivation can be referred to as a behaviour that is normally driven by the
internal rewards. It has been stated before that, Helen will be provided with conflict
management training. This will help her to resolve conflicts within the team members and the
employees will not feel resentful to accept her as a team leader. Again, counsellors appointed
to ensure the mental wellbeing of the employees of a company are restored. If the internal
turmoil, stress and burnout that Helen had been facing is resolved, this can bring internal
motivation within her to enhance her performance. According to the Maslow’s hierarchy of
needs, an individual have five categories of needs, physiological needs, safety, esteem, love
and self-actualisation (Maslow, 2013). In this case it can be stated that, Helen is perturbed by
her increased responsibility towards her child. She is concerned about the safety of her 5
years old child who had just been admitted to a pre-school. Once, her concern about her child
gets resolved, she can fully move on to the higher levels of the needs hierarchy like love ,
respect, position and honour.
A special certification can increase Helen’s pay scale that will act as an extrinsic
motivation for her. According to the Reinforcement theory of motivation, the behaviour of an

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individual is the function of its consequences (Dobre, 2013). Behaviour of an individual with
positive consequences tends to be repeated. An increased payroll will act as a positive
reinforcement that will increase the chance of outstanding performance from Helen.
Time frames
Professional
development
activities
Types of
PD
Start date End date Duration
Evidence based
research activities
Long term 5.4.2019 5.4.2021 2 years
On-job assignments Short term 10.4.2019 10.9.2019 5 months
Skill-based training Short term 25.5.2019 25.8.2019 3months
Resources
PD Physical
Resources
Human
resources
Financial
Resources
Place PD will
be provided
On job training
( An HR-
managers will
be responsible
for giving
Laptops,
computers,
journals, places
for sitting and
receiving
HR manager Funds for the
trainer,
counsellor,
computers and
laptops
Office room

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training. The
activities would
involve
communication
activities,
lectures about
conflict
management
lectures
Evidence based
research
(resolution of
real life
problems by the
conduction of
evidence based
researches)
Access to
databases,
laptop
Helen herself Nil Office /home
Skill based
training
Laptops Managers Funds for
setting up
online
programs,
recruitment of
trainers.
Online training /
offline training
The resources for the professional development should be provided by the HR managers. All
the things and the grievances that will be needed for the professional development training

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will be escalated to the higher authority by the HR. Special funding should be there for the
conduction of such professional training procedures.
Evaluation of the effectiveness of the professional developmental activity
There are several levels for the evaluation of the professional development activities.
The initial stage of evaluation is to monitor the reaction of the participants. The on-job
training can be evaluated by asking Questions like “ Did you like the training procedure? Did
the material make any sense? Was the leader helpful?” Information can be gathered by the
help of questionnaires at the end of the sessions. The satisfaction of the participants will be
able to evaluate the activities for the professional development (DiPaola & Hoy, 2013).
The effectiveness of the Evidence based research activities can be assessed by
simulations or by reviewing the reflection of the participants or by reviewing the portfolio of
the participants. Again structure interviews with the participants and their supervisors will
also be helpful in assessment. After the training, Helen will be able to manage her employees
more effectively.
The effectiveness of skill based training can be evaluated by questionnaires, or by
structured interviews or by portfolio of the participant or by direct observation. In this case,
Helen should be anticipated to show more mindfulness or conflict resolution skills.
Professional, ethical, and socially and culturally appropriate practices in the
professional developmental activity
In the professional developmental activity, the leaders should impart education about the
importance of diversity at the workplace. It is necessary to update Helen about the standards
of practice and the norms of the organisation. While conducting the training for the
professional development sessions, I should ensure that, the culture and the integrity of the

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employee (Helen) is preserved. The case study reveals that Helen has emigrated from Canada
with her family, hence, she can have an entirely new culture, and hence it is necessary to
ensure that the resources used for the professional development plan can be easy to
comprehend.
Although Helen is well acquainted about the equality acts at workplace, yet training
should be given to prohibit discrimination on the basis of sex, gender identity and sexual
orientation, childbirth or pregnancy. It is evident from the case study, that Helen handles a
team, hence it is necessary that she should impart the same to her employees regarding the
ethical behaviour at the workplace. A leaders should have emotional intelligence and the
capacity to understand and display empathy towards the grievances of the employees. It is
necessary to share and understand the emotional turmoil faced by Helen and her hardship of
being a single mother of two children.
Analyse the impact of one internal and one external environmental factor on the proposed
professional development planning process
There are certain internal and external factors that can influence the professional
development planning of the employees. One of the internal factors is the job relationships,
the work relationships and the growth opportunities. Another important factor that would
impact the professional development is the personal life of Helen. Family problems can cause
stress, which the can deter the employees from concentrating on work. Relationship, with
peers in the office is an important factor for the professional development planning. Another
internal factor is that Helen might think that she will not require any professional
development plan as she had a good work experience. This might give rise to conflict
between Helen and the leader.

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Another internal factor that can influence the planning is the funding. A base level of funding
is required for organising the set up needed for the professional development program.
Some of the external factors in general that can affect the professional development
process is the global element, the economic element, the legal and the political element, the
socio-cultural element and the technological element (Rothaermel, 2017). The company’s
turnover, the consumption and distribution, the insurance and the banking system used, the
loans taken, the interest rate, the shares and broadly, the economy of the entire nation will
affect the professional development planning of the employees. The functioning of an
organisation is dependent upon the political party in power, the rapport or lobbying with the
ruling party. There are certain socio-cultural factors that affects the success of an organisation
are the cultural and the social beliefs of an organisation. For example, attending professional
development workshop after office can be difficult for Helen, as she is a single mother and
wishes to invest some quality time with her children.
Challenge faced by HESTA
One of the challenge faced by HESTA is the perception of the workers, about the
professional developmental course. Family problems might develop low morale in Helen.
Again, in many cases employees might dislike changes unless it is for the one for which they
had requested for. Low morale has become a barrier to the development of a professional
development plan (Jacobs, Van Witteloostuijn & Christe-Zeyse, 2013). Again, the decision
required for the planning program should come from the top level of the organisation and the
concerned employee needs to be on board and shall be able to deal with the changes that will
be made.
One of the recommendation that can be made for the company is that information
about this change will have to be disseminated, along with reasons for conducting it. The

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organisation should also make a systematic plan for planning such professional
developmental activities.

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References
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