Developing HR Skills: A Career Action Plan with CV and Profile

This report provides a comprehensive career action plan and self-reflection exercise, focusing on personal analysis, skills assessment, and strategies for professional development. It includes a review of existing communication, teamwork, intercultural, analytical, HRM, HRIS, and HR reporting skills, highlighting strengths and weaknesses. The plan outlines specific actions for improving areas such as HRIS proficiency, intercultural competence, and analytical expertise. Furthermore, the report emphasizes the importance of a well-crafted CV and LinkedIn profile for showcasing qualifications and networking within the HR field. Desklib offers this document to aid students in their career planning, alongside a wealth of other solved assignments and past papers.

Career Action plan and
self-reflection

Contents
INTRODUCTION...........................................................................................................................1
MAIN BODY...................................................................................................................................1
Personal analysis..........................................................................................................................1
Career action plan........................................................................................................................3
CV................................................................................................................................................4
LinkedIn Profile...........................................................................................................................4
CONCLUSION................................................................................................................................5
REFERENCES................................................................................................................................6
APPENDICES.................................................................................................................................7
CV................................................................................................................................................7

INTRODUCTION
Career can be delineated to an individual’s metaphorical journey with the help of learning,
working as well as other life related aspects. In other terms, it is all about what a person does for
living along with ways they can advance through a profession. Career viewpoint is said to
patterns of experience associated to employment (Liguori, Bendickson and McDowell, 2018).
Similarly, self-reflection is element of self-awareness that assists in looking neutrally at own
thoughts, emotions, actions and feelings. Present report includes personal analysis by looking
towards current skills, knowledge and experience. It further includes career action plan for
identified ideas that require focus to develop. It also highlights preparation of CV for graduate
level position in the basis of existing situation.
MAIN BODY
Personal analysis
Personal analysis is said to a systematic attempt undertaken by a person to understand own
personality without involving others (Slepcevic-Zach and Stock, 2018). It assists in having
awareness about own skills and knowledge which a person requires to improve so to accomplish
all kinds of long term goals associated to career successfully. General review of existing skills,
knowledge and experience of my employment area that is HR is as follows:
Communication skills: It is important for a HR to possess effective written along with
oral communication skills so to exchange information and thoughts with others. I have good
communication skill as I have good knowledge of various mediums that I can use to understand
what others wants to convey and sharing messages that are understandable to them.
Team working and collaboration: The skill enables working with others in successful
and collective manner so to attain common goals. For a HR, team working and collaboration
skill is essential to find collaborative members in team who have potentials for contributing in
vision and mission of team together. I have strong team working and collaboration skill as I have
participated in various projects and completed them successful that fostered by this skill for
future career.
Intercultural and language skills: It is crucial skill among a person as it helps in
indulgent towards surroundings and peers (Coe, Wiley and Bekker, 2019). Through intercultural
and language skill, HR helps employees to adapt to new environment of work as well as prevent
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cultural shock while fostering awareness, knowledge along with practical competence about
culture and different types of languages. I lack intercultural and language skill as I am aware
about restricted languages and have limited awareness about values, ethics and aspects of
different cultures.
Analytically driven and oriented: The skill is important for HR so to use data as well as
analytics in decision making. I lack analytical driven and orientation skills as I fail to analyse
facts that are presented and discover things in details.
HRM knowledge and expertise: Knowledge and expertise to align tactics and strategies
of managing human resource with objectives is essential within HR (Mann and Walsh, 2017) . I
have strong HRM knowledge as I successfully map out resources and plan process that
significantly increase performances and outcomes of working. In my Business Management
Course, I have learned about recruitment and selection, performance management, training and
development, payroll management and many more that have fostered by HRM knowledge and
expertise for future employment role.
HRIS knowledge: Knowledge related to human resource management system is essential
for employability of people. HR must possess knowledge about various system or software that
are used in various businesses to collect addition to store data related to personnel. I lack
knowledge about software or system of human resource information system as I never worked on
any type of HRIS system.
HR Reporting: All HR have information of process to track key metrics related to
manpower (Juma, Lehtomäki and Naukkarinen, 2017). Furthermore, tracking and measuring data
assist is managing many of daily work in relevance to payroll and other types of transactional
needs of human resource. I have strong information about ample number of metrics to track key
attributes of personnel so that superiors are able to devise rational decisions.
As per personal analysis, I have recognised that there are some of my knowledge, skills
and expertise in which I am strong, at same time, there are certain types of skills, expertise and
knowledge which I require to develop further for becoming HR. My strength and weaknesses
analysis in some areas are as follows:
Strengths Weaknesses
 Effective oral and written
communication skills.
 Poor HRIS Knowledge.
 Ineffective intercultural and language
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 Strong HR reporting techniques.
 Huge HRIM Knowledge and expertise.
 Strong team working and collaboration
skill
skill.
 Limited analytical driven and
orientation expertise.
Career action plan
Career action plan is termed to a dynamic planning document that is owned as well as
managed by people that intends to reflect on enhanced development learning for future
employability (Nabi, Walmsley and Akhtar, 2021). With this, graduates focuses towards goals as
well as plans for future and carry out actions to develop the areas. It lets students plan for various
choices or options to achieve goals and plans related to career. From personal analysis of mine, it
is determined that I require to work on certain areas as well as improve my various skills and
knowledge in order to get job of HR in multinational company. In context to HR, career
development plan to improve areas it which I lack is as follows:
Area of
improvement
Existing
proficiency
(Out of 10)
Required
proficiency
(Out of 10)
Actions for
development
Timescale
HRIS
Knowledge
5 9 To develop HRIS
Knowledge, key actions
ate planning and
defining objectives,
taking online courses
about HRIS software
and being open to
change.
Timescale for
development of
the area is 5
months.
Ineffective
intercultural and
language skill
3 9 To develop intercultural
and language skill, I will
interact with people
belonging to distinct
regions and cultures,
take part in language
learning classes,
Timescale to
foster
intercultural and
language skill is
8 months.
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restricting to make
assumptions and paying
attention to nonverbal
communication.
Analytical driven
and orientation
expertise
6 9 In order to build
analytical and
orientation expertise, I
will read more, build
mathematical skills,
play brain related
games, learn something
new, join debate club
and giving online free
tests.
Timescale
required for
building
expertise in the
area is 12
months.
CV
Curriculum Vitae could be elaborated to short written summary about career,
qualifications as well as education of a person (Kevill, Trehan and Easterby-Smith, 2017). In
career field, it is essential element of personal marketing so to promote self to employer of an
organisation in order to stand out of competition. It sells experience, skills and other relevant
information of a student which shows that they are right person for particular job. Key purpose
of curriculum vitae is to recapitulate academic, professional addition to personal achievements
for enticing or creating interest among managers of enterprise at the time of applying for new
opportunity of job. By creating curriculum vitae by HR, a student puts themselves in right frame,
reduces legwork, flexes employment muscle, develops buzz of excitement and offers a foot for
future. Effective CV gives a chance or probability to a student or employee to show prospective
employer about what they have got. It makes good impression in competitive job market.
LinkedIn Profile
LinkedIn Profile can be termed to professional landing page to manage own as well as
personal identity (Golombek, Klingsieck and Scharlau, 2018). In other words, it is an effective
way for telling organisation and people about what a person is together with what they do with
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the help of displaying general historic information about professional achievements addition to
experiences. For HR, LinkedIn Profile enables in networking with people as well as professional
companies in the preferred industry. Through this, a student stays up to date about latest
developments along with share information with others in the field or selected employment area.
It is built on effective premise of professional networking that make it simple for students or
graduate learners to reach at professionals of all ages together with background across the globe.
CONCLUSION
From the report, it is concluded that career is an occupation that is undertaken for some
period in life of a person with opportunities of further progress. Career action plan helps in
exploring together with collection information that enables synthesising, decision making,
gaining competencies, devising objectives and taking actions. It develops human resource to
devise and implement actions or strategy for balancing work and occupation. Curriculum vitae is
a document which entails suitable information about academics together with professional
history. LinkedIn profile provides ability to a graduate student for showcasing profile, expertise,
recommendations addition to connections with organisations. It helps in gaining social proof for
skills and talents, researching about companies along with people which work with them.
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REFERENCES
Books and Journals:
Coe, I. R., Wiley, R. and Bekker, L. G., 2019. Organisational best practices towards gender
equality in science and medicine. The Lancet, 393(10171), pp.587-593.
Golombek, C., Klingsieck, K. B. and Scharlau, I., 2018. Assessing self-efficacy for self-
regulation of academic writing. European Journal of Psychological Assessment.
Juma, S., Lehtomäki, E. and Naukkarinen, A., 2017. Scaffolding teachers to foster inclusive
pedagogy and presence through collaborative action research. Educational Action
Research, 25(5), pp.720-736.
Kevill, A., Trehan, K. and Easterby-Smith, M., 2017. Perceiving ‘capability’within dynamic
capabilities: The role of owner-manager self-efficacy. International Small Business
Journal, 35(8), pp.883-902.
Liguori, E. W., Bendickson, J. S. and McDowell, W. C., 2018. Revisiting entrepreneurial
intentions: a social cognitive career theory approach. International Entrepreneurship
and Management Journal. 14(1). pp.67-78.
Mann, S. and Walsh, S., 2017. Reflective practice in English language teaching: Research-based
principles and practices. Routledge.
Nabi, G., Walmsley, A. and Akhtar, I., 2021. Mentoring functions and entrepreneur development
in the early years of university. Studies in Higher Education, 46(6), pp.1159-1174.
Slepcevic-Zach, P. and Stock, M., 2018. ePortfolio as a tool for reflection and self-reflection.
Reflective Practice, 19(3), pp.291-307.
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APPENDICES
CV
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