Exploring the Role of HRIT in Enhancing Human Capital

Here is a summary of the provided content related to Human Resource Information System (HRIS) and Personal Development Plan (PDP). The PDP is based on evaluation and feedback from co-workers, friends, and other people. It outlines objectives, activities, and strategies for improving conflict management, stress management, and interpersonal skills. The PDP also highlights the importance of self-reflection, learning styles, and proper documentation in achieving personal development and organizational growth.

Personal and Professional Development
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Table of Contents
INTRODUCTION ...............................................................................................................................4
TASK 1.................................................................................................................................................4
LO 1.1 Approaches to self managed learning and different learning styles ...................................4
LO 1.3 Benefits of self managed learning to the individual and to the organisation......................5
LO 4.1 Work based problem and its solution .................................................................................6
LO 4.3 Time management strategies ..............................................................................................7
TASK 3 ................................................................................................................................................7
LO 2.1 Skills and competencies against organisational objectives. And CV for it.........................7
LO 2.2 Personal and professional development needs and activities to meet them. .....................8
LO 2.3 Development opportunities required to meet current and future needs .............................8
LO 2.4Personal development plan to achieve intended goal. .........................................................9
LO 3.1 PDP with short term objectives and long term objectives...................................................9
LO 3.2 Document your planned activities.....................................................................................10
LO 3.3 Learning against the aims and objectives .........................................................................10
LO 3.4 PDP based on evaluation and feedback.............................................................................11
CONCLUSION...................................................................................................................................11
References..........................................................................................................................................12
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INTRODUCTION
Personal and professional development (PDP) is a process in which an individual or
organisation focus on ongoing learning to achieve their goals and objective and to fight with various
challenges. People can use various approaches for developing their skills and knowledge such as
training, mentoring, case study method, lesson study, etc (Swain, 2015).
This report consists of self managed learning methods to enhance life long development,
responsibilities for personal and professional development, implementation and review of personal
and professional development plan. Along with this, description of interpersonal and transferable
skills. In the end, the whole study is concluded in summary form.
TASK 1
LO 1.1 Approaches to self managed learning and different learning styles
Self managed learning is a process in which individuals take initiatives to analyse their
learning needs and processes to accomplish them. The approaches for self managed learning are as
follow. Coaching: For learning and developing themselves individuals can use this approach. This
leads to one to one communication which helps in enhancing skills and knowledge. Seminars: These are conducted by institutions or organisation on a specific topic or subject
with active participation of employees or students (Alsop, 2013).
 Use of Internet: Internet contains each and every information of all over world. Individuals
can access it from any place for enhancing their knowledge and skills.
Various Learning styles are explained below. Honey and Mumford's Learning style: It consist of four learning styles activist, theorist,
pragmatist and reflector. For maximising personal learning should first, understand their
learning styles and second, find out opportunities to learn as per that style (Honey and
Mumford Learning Styles. 2003).
 VARK Model: As per this model, there are four types of learning styles which are: visual
learning, auditory learning, read/write learning and kinaesthetic learning. Individuals can
use this model for find out their preferred learning style which benefits them most (Peticca-
Harris and McKenna, 2013).
LO 1.2 Identification, recommendations and suggestions for lifelong learning and development
method
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The process of self evaluation helps me in knowing myself such as my behaviour, views,
leaning ways, along with my strengths and weaknesses This helps me in identifying my learning
needs. As per that, I select and manage appropriate activities to learn and develop my skills,
knowledge and abilities. In the end I implement these activities for my learning process. I also focus
on my leaning styles which helps me in maximizing my knowledge in effective manner.
Recommendations:
 People should not ignore their weaknesses at the time of self evaluation
 People can take feedback from others to know about their performance and learning needs.
 They should focus on their achievements and failures to find out learning and developing
areas(Swain, 2015).
 Individuals need to find out their learning styles which later helps them in developing their
skills.
Suggestions for encouraging life long learning in personal and professional context are as follows. Self evaluation: By using this, individuals can know themselves. They can continue this
process life time which helps them in analysing what they have learned and what is required
to learn. They can also evaluate the changes in them time to time which motivate them for
developing and enhancing skills (Trede, Macklin and Bridges, 2012).
 Appreciations: It motivate people for learning and developing themselves continuously. The
achievements and appreciations by higher authority makes individual to achieve more goals
and objectives in better way which results to increase in knowledge and abilities
(Veletsianos, Doering and Henrickson, 2012).
LO 1.3 Benefits of self managed learning to the individual and to the organisation
Self managed learning is all about enhancing skills, information and abilities. By identifying
appropriate learning style and approach, individuals can learn new things and develop themselves.
Individuals and organisations both get many advantage of SML which are as follow. Benefits of self managed learning to the individual: Individuals get benefits from SML by
increasing their skills and knowledge. They also get appreciated for their improved work
and performance. SML leads to increase in motivation level of people which encourage
them to take risk and learn new things. It leads enhance confidence level which results to
improvement in individual's personality. By the help of SML, individuals gets clear vision
of their aims and goals (Hager, Lee and Reich, 2012).
 Benefits of self managed learning to the organisation: Not only individuals but
organisations also get benefits from SML. As it improves and enhance of individuals which
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benefits organisations in proper time management, relationship management, team
management and change management. It also leads to proper formulation of strategies, good
and effective decision making, These all factors helps companies in growing by achieving
their goals effectively (Furness and Gilligan, 2014).
LO 4.1 Work based problem and its solution
The work based problem of the Hotel Marriott where I want to work is ineffective team
management. The lack of coordination, cooperation and communication results to mismanagement.
This results to customer dissatisfaction which impacts on reputation of hotel. Ineffective team
management results to conflicts and disputes which effects working environment of hotel. Lack of
communication leads to delay in delivery of services. Customers feels that staff members are not
treating and caring them well due to unfilled demands and needs.
The solution for this problem is training and development program. Hotel needs to identify
the reasons behind the improper coordination and communication. It has to provide them training in
the field of verbal and non verbal communication which helps in maintaining relations with
colleagues and customers. Training also helps in enhancing transferable skills like self discipline,
creativity, problem solving, etc. This leads to group discussion, meetings, etc which needs team
participation. Combination of all these factors helps in removing problem of team management.
Proper team management satisfies customers also by fulfilling their needs and demands on time.
LO 4.2 Learning style to overcome the problem of ineffective team management
To overcome the problem of improper team management Hotel Marriott use the following
model
VARK learning style:
BY using this learning style, hotel can enhance the skills and abilities of its staff members.
As per the VARK, there are four types of learning style i.e. Visual, audio, read/write and
kinaesthetic. With this leaning style, Marriott can easily find out the leaning needs and processes for
implementing for it. Firm need to analyse the preferences of their employees and according to that it
plan its training program. Training according to the preferences helps in better understanding and
quick implementation. Hotel can train those members having strong visual preferences by using
different formats, graphs, diagrams, maps, videos, charts,etc. For training workers having audio
preferences Marriott use techniques of group discussions, stories, chat, meetings, etc. Members
having preferences in reading and writing can enhance their skills by using lists, notes, text, etc.
Hotel needs to conduct training using exercises, examples, cases, trials,etc for those employees who
have kinesthetic preferences. This learning styles results to better learning and development of
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required skills.
LO 4.3 Time management strategies
The various time strategies for managing time more effectively are as follows. Set Priorities: Individuals can set work according to their priorities. By setting work
according to the priorities, Marriott will manage its work properly. This list helps in
managing time on the basis of work priority. Reliable estimate of time: Staff members can estimate time as per their task which results to
better time management. The estimated time needs to be reliable and as per the requirement
of that task (Connor and Pokora, 2012).
 Indexing and scheduling: By time scheduling, Hotel Marriott can achieve its set objectives
effectively. It can also manage the work of staff members properly. Along with scheduling,
proper record of work with their completion also helps in knowing whether work is
completing on time or not (Alexander, 2013).
The time management strategy that works for me while working in Hotel Marriott in future
will be indexing and scheduling. I will schedule my time as per the priorities of work. This helps me
in managing my time as per the requirement of work. I will also maintain a record in which I keep
the detail of work with their scheduled time and completion time. This record helps me in knowing
that I am managing my time properly or not along with the work.
TASK 3
LO 2.1 Skills and competencies against organisational objectives. And CV for it
Individual should possess all those skills and knowledge which are required by an
organisation. I want to work in Morgan Hunt, one of the recruiting firm of UK at the post of HR
Recruiter. For this post, one should possess skills and capabilities such as effective communication
skills, convincing skills, good personality, presentation skills, quick decision making, proper
knowledge of human resources, time management skills, flexibility and relationship maintenance.
As per the requirement of post, skills possessed by me are quick and good decision making,
can work under pressure, hard worker, positive attitude, can work in team and proper information
about human resource management. By comparing the the skills, I think that I am applicable for this
post.
CURRICULUM VITAE
Bella Swift
Mobile: [phone]
E-mail Id: [e-mail]
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Career Objective:
As a fresher, I want to work with growing and successful organisation in the field of human
resource management to prove my skills and utilize my knowledge in the growth of organisation.
Skills
 Quick Decision making
 Positive attitude
 Communication Skills
Academic Qualifications
 B. Tech form university of Bristol
 Masters from Lancaster University
LO 2.2 Personal and professional development needs and activities to meet them.
For identifying my personal and professional needs I have to use self evaluation method.
This method helps me in knowing my talent, potential, ability and strengths. Personal development
leads to improving performance, self knowledge, social life, personality, and enhance quality of
life. By personal development one can develop his professional skills which makes me applicable
for the kind of job I want. The personal and professional development tool brings out the hidden
talent of individuals which improve them in many ways.
Activities for personal and professional development needs are
 I will attend seminars and conferences related to ERP topics. This will help me in getting
knowledge about its working and use in HR.
 I will do coaching for improving communication skills in both verbal and non verbal area in
can solve my queries by one to one communication.
 Research will also helps in knowing about the current scenario and helps me in improving
myself.
 Use of Internet help in me getting details about various topics in HR and other relevant
information and improves my capabilities.
LO 2.3 Development opportunities required to meet current and future needs
As per the above discussion, it has found that I do not have proper knowledge of ERP
systems and my communication skills are also poor. Use of effective and appropriate method can
help me in removing my weaknesses and meeting my current and future needs. There are various
development opportunities for improving my skills which are as follows. Self Initiation: Self initiative plays essential role in developing and learning new skills and
enhancing knowledge. By taking self initiative, I can improve my communication skills
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(verbal and non verbal) and ERP knowledge. It makes me to communicate with different
people which increase my confidence and improve my personality. Proper guidance helps
me in knowing about the use and working of ERP system. By using ERP systems under the
guidance of professionals I can develop my practical knowledge also.
 Personal Empowerment: I will improve my knowledge about ERP and new technologies by
attending seminars and conferences. This updates me about latest technologies used in
human resource department. Interaction with professionals either through mails or one to
one communication leads to improve my communication skills.
LO 2.4Personal development plan to achieve intended goal.
Personal and professional development plan is used by organisations or individuals for
comparing their current goals with expecting goals. This shows the present condition and kind
of improvement required in it.
Objective Activities
Communication Skills
Team management skills
Technical Skills
Leadership Skills
Relationship Maintanece skills
Change Management skills
 Intraction with collegues, friends, guets,
etc
 Attending training or coaching centers
 By researching about the topic
 By performing tasks in groups (Garvey,
Megginson and Stokes, 2002).
 Particiation in meetings, group
discussions
 Recording work with its priorities
 Working with coordination and
cooperation (Wise, Bradshaw and
Cartwright, . 2012).
 Formal and Informal parties and
meetings.
 Taking initiation in organising programes
 Conducting training programes for the
telling benefits of change
 Friendly and open enviornment to accept
change(Dorney, 2012).
LO 3.1 PDP with short term objectives and long term objectives
From the above PDP with short and long term objectives are as follow.
Objectives Learning styles
Short term Objectives
Communication Skills
Team management skills
Technical Skills
VARK learning style (Holliday, 2001).
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Long term Objectives
Leadership Skills
Relationship Maintanece skills
Change Management skills
Honey and Mumford's Learning style.
For the achieving above short term objectives, VARK learning style is used. As per this
style, the skills will be improved by finding appropriate learning preferences. Technical skills will
be improved by videos, charts, graphs, practical implementation, etc. Communication skills will be
improved by listening and pronouncing words and through writing practice properly. Team
management skills needs energy, experience, management of worksheet. So by using all the four
learning styles I can achieve my short term objectives.
For achieving long term objectives, I will use Honey and Mumford's Learning style. I will
understand my learning ways and use it for improving my skills. Firstly. Learn them as per the
reflector and then use as per the theorist, then implement them at my workplace as a pragmatist and
evaluate the outcomes as a activist .
LO 3.2 Document your planned activities.
Proper documentation is most essential part of personal and professional development. By
maintaining all the information one can use it in future also. By managing paper work properly,
individual can compare his previous work with present for knowing the improvement and change in
performance. The documentation will take place according to the short and long term objectives
with the methods used for achieving them. These objectives need to be written according to their
priorities and time required to achieve them.
Individual should work first on short term objectives and then focus on long term objectives.
The activities, methods and learning styles required for achieving them should be properly planned
and decided. All these things need to be manage in daily worksheet along with the completion time.
This documentation also helps in proper management of time. People can maintain the worksheet
time to time for analysis the effective change and improvement. They need to be reliable and loyal
while filing all the information like status of work, any kind of problem faced by them during task,
methods for solving that problem, etc.
LO 3.3 Learning against the aims and objectives
For the achievement of goals and objectives, it is important to have personal and
professional development. This helps in knowing and improving yourself. As per the PDP, my
weaknesses were communication skills and technical skills. To improve both the weaknesses, I use
various methods and techniques. For improving my communication skills, I increase interaction
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with people and colleagues at workplace. By using internet, I learn new words and their correct
pronunciation which results to increase my vocabulary. I join coaching also so that I can ask my
queries face to face. Proper guidance helps me in enhancing my presentation skills. For improving
my technical skills, I attend various seminars and conferences which updates me about latest
technologies. I join coaching also for gaining practical knowledge of it. I practice all the methods
and processes daily at my home. Research over the use of technology in human resource
management. It provide me information related to the human resource information system (HRIT).
So, I think that I have achieved what I want to by using appropriate methods and strategies.
LO 3.4 PDP based on evaluation and feedback.
The PDP as per the evaluation and feedback of my co-workers, friends and other
people is as follows.
Objective Activities
Conflict Management Conflict handling commitee
Training for decreasing conflicts and disputes
(Ezeanu, 2013).
Stress Mnagement Try to take interest in work
Stop multi-tasking
Ineract with colleagues in free time (Lovely,
2004).
Interpersonal Skills Think creative and innovative
Eliminate nervousness
Participate in various games (Exercise and
games to improve interpersonal skills. 2015.)
CONCLUSION
As per the study, it is concluded that PDP plays very essential role in self development with
the development of organisation. It helps individuals in knowing their strengths, threats and areas
where they lack. It also provides various methods to improve weaknesses and converting them into
strengths. One can learn new things and get more information by using various learning styles.
Proper documentation helps them in evaluating their learnings and development. One can easily
achieve its decided targets by using right strategy at right place. Personal development leads to
development of organisation by working effectively and achieving desired goals.
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REFERENCES
Books and Journals
Alexander, K., 2013. Facilities management: theory and practice. Routledge.
Alsop, A., 2013. Continuing Professional Development in Health and Social Care: Strategies for
Lifelong Learning. 2nd ed. John Wiley & Sons.
Connor, M. and Pokora, J., 2012. Coaching And Mentoring At Work: Developing Effective Practice:
Developing Effective Practice. McGraw-Hill Education (UK).
Dorney, R. S., 2012. The professional practice of environmental management. Springer Science and
Business Media.
Furness, S. and Gilligan, P., 2014. It Never Came Up’: Encouragements and Discouragements to
Addressing Religion and Belief in Professional Practice—What Do Social Work Students Have To
Say. British Journal of Social Work. 44(3). pp. 763-781.
Garvey, B., Megginson, D. and Stokes, P., 2002. Mentoring. Bradford, England: Emerald Group
Pub.
Hager, P., Lee, A. and Reich, A., 2012. Practice, learning and change: Practice-theory perspectives
on professional learning. Springer Science and Business Media.
Holliday, M., 2001. Coaching, mentoring, and managing. Franklin Lakes, NJ: Career Press.
Lovely, S., 2004. Staffing the principalship. Alexandria, Va.: Association for Supervision and
Curriculum Development.
Peticca-Harris, A. and McKenna, S., 2013. Identity struggle, professional development and career:
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Swain, J., 2015. The effect of Phase One training on young recruits' personal and professional
development in the British army. Journal of Youth Studies. pp. 1-16.
Trede, F., Macklin, R. and Bridges, D., 2012. Professional identity development: a review of the
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Veletsianos, G., Doering, A. and Henrickson, J., 2012. Field-based professional development of
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Wise, C., Bradshaw, P. and Cartwright, M. 2012. Leading professional practice in education.
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