Career Development Report: Self-Assessment and Planning, HRM560

This report presents a detailed career development plan, focusing on self-assessment and career planning within the context of human resource management. The report begins with an executive summary, followed by an introduction that defines career development. The core of the report includes the preparation of a self-assessment tool and a career development plan, outlining short-term, mid-term, and long-term goals. The self-assessment tool evaluates the author's performance as a Human Resource Manager, including excellence in work, impact of work, quality and efficiency of work, delivering results, and functional knowledge and skills. The career development plan outlines specific objectives for the next five years. The report also reflects on the strengths and weaknesses of a career management system model in the current business and employment environments. The conclusion summarizes the key findings and reinforces the importance of career development. The report includes references to support the analysis and findings.

Running head: CAREER DEVELOPMENT REPORT
Career Development Report
Name of the Student
Name of the University
Author’s Note:

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CAREER DEVELOPMENT REPORT
Executive Summary
The main aim of this report is to understand the career development plan. Description related to
self assessment tool and career development is provided in the report. It is extremely important
and significant to ensure that the respective individual is being assessed eventually for checking
the performances in the most effective manner.

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Table of Contents
1. Introduction..................................................................................................................................3
2. Discussion....................................................................................................................................3
2.1 Preparation of a Self Assessment Tool Plan and a Career Development Plan......................3
2.2 Reflection on the Major Strengths and Weaknesses of a Career Management System
Model in the Current Business and Employment Environments.................................................7
3. Conclusion...................................................................................................................................8
References......................................................................................................................................10

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1. Introduction
Career development refers to proper management of the career of any one individual
within an organization (Vondracek, Lerner & Schulenberg, 2019). This report will be preparing a
self assessment tool as well as a career development plans with relevant details.
2. Discussion
2.1 Preparation of a Self Assessment Tool Plan and a Career Development Plan
A self assessment tool is used for subsequent assessment of the performance of any
particular employee. The self assessment online tool eventually allows the program for printing
reports, for showing their strengths as well as areas for emphasizing on improvement of the
process (Osborn & Zunker, 2015). It is also helpful for the manager of an organization to
understand the major strengths and weaknesses of the employee for understanding the training
needs and desires (Tekavc, Wylleman & Erpič, 2015). The organizations should include
employee self assessment in their respective performance management procedure to provide
them with the core purpose of being actively participated in the business. Such active
participation is extremely helpful for them to be more engaged with the review procedure and
performance process overall. The employees should have a complete self assessment for
understanding the perceptions of different employees and also reduce complexities to a high
level (Ginevra, Nota & Ferrari, 2015).
A career development plan majorly includes training on different new skills, making of a
career change in the same company, moving to high job responsibilities and even moving to a
different company for starting the business. Career development is directly associated to the
objectives that are being set by the individual (Tate et al., 2015). It eventually starts with self
assessment and self actualization of the capabilities and interests of any particular person. These
distinct interests are then matched with all available options. Moreover, the individuals requires
to train himself for acquiring the skills required for the career path or option, selected by him or
her. There are several aspects of a career development plan that are responsible for making the
respective individual a successful one (Stambulova & Wylleman, 2015). This type of career
development plan is the written list of different long term and short term goals and objectives,
which the employees comprise of for pertaining to the future and current jobs as well as a
specific planned sequence of any type of informal and formal experiences for assisting the

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employees in their goal achievement. These plans are suggested to the staff, so that their short
term growth or development goals, only to be aligned as well as supported by the supervisors
and managers to understand if the expectations of long term career are highly realistic (Bloch &
Richmond, 2015).
I, being a Human Resource Manager has been doing job for last 2 years in a popular and
significant organization in Australia, namely ABC organization. I have been able to deal with
several complex situations in my work life, so that it becomes easier for me to understand my
strengths and weaknesses (Gledhill & Harwood, 2015). For this purpose, at first, I have
completed a self assessment of myself, in which I have written all of my strengths and
weaknesses and how to successfully evaluate and eradicate my weaknesses. My annual self
assessment provides me with the chance to think back about my biggest successes as well as
failures in the entire year and then discuss about my career or professional future with my
employer (van Tuijl & van der Molen, 2016). Since I am involved with the human resource
department, I have to spend a lot of time working on the annual performance appraisal procedure
for all the other employees, so that they get an opportunity to succeed. As a result, self
assessment is referred to as the most important and significant requirements for any individual
(Watson, Nota & McMahon, 2015). I have done my self assessment to have a stronger effect on
the perception in my company. My self assessment as an human resource manager is provided
below:
i) Excellence in work: I have ensured that my work reaches excellent quality and I am
able to guide all of my employees in their work, so that they can deal with the complexities
successfully in their respective careers (Bocciardi, Caputo, Fregonese, Langher & Sartori, 2017).
I have tried to maintain clarity as well as pertinence of the objectives and have ensured
credibility of the organizational approach. Moreover, I have focused on the soundness of the
concept and quality of the proposed coordination with subsequent supporting measures
(Savickas, 2019). After evaluating and assessing myself, I can give 4 scores out of 5 in this
particular attribute.
ii) Impact of my work: The second distinct and important attribute is my impact of the
work. I have checked the expected impacts that are listed in the work program under the relevant
topic (Dik et al., 2015). There should be an effectiveness of these proposed measures for

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exploiting as well as disseminating the subsequent project results for communicating about the
project work and also enhancing scope for the manager to research relevant data. After
evaluating and assessing myself, I can give 3 scores out of 5 in this particular attribute.
iii) Quality and Efficiency of the work: The third significant and important attribute in
my self assessment is the overall quality and efficiency of my work (Gledhill & Harwood, 2015).
I have ensured the overall quality of my work is not reduced and I become efficient, while
ensuring that the performance attributes are accurate and proper, as compared to the rest of the
employees. Being the human resources manager, it is also my responsibility to ensure that the
other employees in the organization are satisfied with my work and they are able to share their
issues with me without much complexity (Watson, Nota & McMahon, 2015). After evaluating
and assessing myself, I can give 4 scores out of 5 in this particular attribute.
iv) Delivering Results: Another significant and noteworthy attribute in my self
assessment is delivering subsequent results (Stambulova & Wylleman, 2015). I have to ensure
that my employees are getting job satisfaction eventually and also giving their highest production
to the organization. The tasks and goods done by me are of excellent quality and I would identify
different ways for improvement, so that it becomes easier for me to provide maximum
productivity. Focus is maintained by me on top priority and the probable obstacles are overcome
in my work (Vondracek, Lerner & Schulenberg, 2019). As a result, I have been able to hold
direct report accountable to produce maximum quality of work in my job. After evaluating and
assessing myself, I can give 4 scores out of 5 in this particular attribute.
v) Functional Knowledge and Skills: The next vital and significant attribute in my self
assessment is functional knowledge as well as skills (Osborn & Zunker, 2015). They would be
able to demonstrate expertise in skills and knowledge in certain areas that are highly relevant to
the function or work group. Moreover, I have developed and even contributed to the best
practices in discipline or specialty areas for the respective working group (Tekavc, Wylleman &
Erpič, 2015). After evaluating and assessing myself, I can give 4 scores out of 5 in this particular
attribute.
Apart from the self assessment plan, I have also made myself a career development plan,
which can provide me with my clarity about creating my career options in the most effective
manner (Ginevra, Nota & Ferrari, 2015). I have identified the respective growth and

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development needs in my self assessment tool, so that it becomes easier for me to plan my career
in this particular organization for the next five consecutive years. The employees rated their
subsequent satisfaction with different vital factors to understand employee engagement and
professional development. Employee satisfaction is kept on top priority to ensure that major
effectiveness is being gained under every vital aspect (Bloch & Richmond, 2015). I have divided
these 5 years into three divisions, which are short term, mid term and long term. The short term
is of 1 year, mid term ranges between 2 and 5 years and long term is for more than 5 years.
i) Short Term: For the short term era of 1 year, I will be trying to secure a position with
the highest opportunity for progression over my demonstration of capability (Gledhill &
Harwood, 2015). Being the human resources manager in ABC organization, I will be supporting
my employees in their weaknesses, so that it becomes easier for them to ensure that this
particular short term goal is being achieved by me without much issue.
ii) Mid term: The second distinct and important section in my career development plan is
mid term, which eventually ranges between 2 and 5 years (van Tuijl & van der Molen, J2016). I
will be developing into a senior role or become the head of the entire human resources
department in my organization. For this purpose, I will have to confirm my commitment for the
long term relationship and provide assurance to my organization that I will be able to deal with
all types of complex situations easily and promptly (Watson, Nota & McMahon, 2015). I am
confident enough to gain success with my major analytical skills and hence ensure that all types
of difficult situations are well managed by me in subsequent aspect.
iii) Long Term: The next distinct and important section in my career development plan is
long term. This particular section is for more than 5 years and I will be trying to become the
chief executive officer in this particular era (Bocciardi et al., 2017). Moreover, I will be checking
the issues and weaknesses of all of my employees and ensure that they are able to eradicate them.
I will be making training and development compulsory for all employees, so that they do not
face any type of issue, while analysis of their self assessment.
My core competencies that I want to develop in the next 5 years include analytical
modelling, logic reasoning, being innovative and creative and analyzing employees’ interests and
strengths and weaknesses (Savickas, 2019). As a result, I would be able to deal with my all
difficulties easily and promptly.

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2.2 Reflection on the Major Strengths and Weaknesses of a Career Management System
Model in the Current Business and Employment Environments
The career management system can be referred to as a specific tool that helps in defining,
supporting as well as rewarding excellence for central, support and any other staff or employee.
The entire process of career management is a long term process that ensures investment of
resources for accomplishment of the futuristic career goals and objectives (Ginevra, Nota &
Ferrari, 2015). This particular procedure is responsible for embracing several distinct concepts of
self awareness, career exploration, networking, career development planning and even long term
learning for each and every employee within the organization. Different activities related to
career management are needed to be executed successfully for ensuring that the respective work
environment is perfect and effective, as compared to others. The employees require to provide
with the core capabilities to gain knowledge about the organization and also acquire certain skills
to develop as well as manage the career (Osborn & Zunker, 2015). There are several strengths
and weaknesses present in the career management system model within the current business as
well as employment environments and these are provided in the following paragraphs:
i) Strengths of a Career Management Model: There are some of the most important and
significant strengths of this particular career management model, which are as follows:
a) Career Opportunities: The first and the foremost strength of a career management
model is that it provides different career opportunities. The respective individual requires to plan
their distinct career opportunities for ensuring that the major ideas are being highlighted by them.
It helps them in understanding the career opportunities to a high level and also gain knowledge
about respective attributes easily and promptly (Vondracek, Lerner & Schulenberg, 2019).
b) Self Development: The second vital and significant strength of the career management
model is that the respective employee is able to develop their self attributes and career goals for
analysis of different situations.
c) Job Satisfaction: The third important and noteworthy strength of the career
management model would be job satisfaction (Stambulova & Wylleman, 2015). The employees
are able to deal with all types of difficult situations, so that they are able to understand whether
they can remain satisfied in such situations or not.

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iv) Promotions: This is yet another vital and significant strength of the career
management model. The respective individual is also to get promotions with this model and then
perform well enough to get subsequent promotions.
ii) Weaknesses of a Career Management Model: Apart from the strengths, there are few
weaknesses as well in the career management model. These weaknesses are as follows:
a) Lack of Objectivity: The first and the foremost weakness of a career management
model is lack of objectivity. Although it provides several opportunities in career, there exists a
lack of objectivity in the model. The respective individual will remain free from career
objectives and also demonstrate a high chance of ambiguity for career choices.
b) Lack of Awareness: The second vital and significant weakness of the career
management model would be that they lack awareness eventually and the employees would not
be able to remain aware of the aspects and attributes to a high level (Tekavc, Wylleman & Erpič,
2015). Lack of awareness would also limit the knowledge and skills of different employees and
they would not be able to gain maximum advantage, as compared to the rest of the employees in
this particular career development plan.
c) External Intercession: The next significant and important weakness of the career
management model would be that there will be an external intercession. As a result, the
employees would not be able to gain success eventually. External intercession refers to the
external employees or staff, who are working in the organization for a temporary period. The
career development model does not provide any type of opportunity to the staff in this manner
and they would not be able to get opportunities in the career management plan under any
circumstance.
d) Difficulty in Measurement of Success: Another important and noteworthy weakness of
the career management model would be that they might face major difficulty in the successful
measurement of success of the employees for understanding their career goals (Stambulova &
Wylleman, 2015). It is needed for them, since it helps in identification of all attributes related to
career development. However, if the success is not measured properly, it is evident that they
would not be able to create their career development plan effectively.
3. Conclusion

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Therefore, from the above discussion, a conclusion can be drawn that a career
development plan is extremely important and significant for assisting different staff in obtaining
their goals. The above mentioned report has appropriately outlined a detailed analysis of career
development plan and self assessment tool with reflection.

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