Andrea's HR Professional Development Plan at Real Food Company

This report outlines a personal development plan for Andrea, an HR Business Partner at Real Food Company, focusing on addressing key HR issues such as unproductivity, absenteeism, staffing distribution, performance management, and pay rates. The plan includes learning objectives, action steps, required resources, success criteria, and target completion dates. Andrea needs to align HR plans with business plans, adapt company policies, develop strategic staffing goals, improve performance management, and revise pay rates. Support from department managers and employees is crucial, along with HR management training. Success will be measured by feedback from managers and employees, agreed consent on change plans, and employee participation in the review process. This plan aims to enhance Andrea's effectiveness and contribute to the overall improvement of HR practices at Real Food Company, with references to relevant research on leadership skills and employee motivation.

Developing as an effective HR professional in the Real
Food Company
SUBMITTED BY:

Personal Development Plan for
Andrea
As Real Food Company is currently facing several HR issues so some of the
goals for Andrea being an HR Business Partner are:
 Addressing the unproductivity issue of front line managers
 Minimizing the absence rate due to sickness among employees
 Ensuring fair distribution of staffing across all department
 Developing formal performance management process in Real Food’s
 Developing revised pay rates which are consistent with other industry
rivals

PDP plan
What Andrea needs to learn What should Andrea do to achieve goal
HR planning i.e. expertise to align HR plans
with business plans
Adapting and evolving company policies
1. Andrea should meet department managers and
discuss about their experience and process that
they use to develop operational plans for front
line
2. Andrea can address concern of unproductivity by:
• Meeting the front line managers and developing
an Expertise learning & development program, to
plan new inputs for front line staffs in alignment
with operational plans for next 6 months
• Building specific HR plans in alignment with
department to maximize productivity and
associated benefits
3. Andrea needs to develop a new HR model to drive
line management accountability across all
departments to address regular issues like discipline,
absence etc
4. Andrea needs to review ongoing capacity and
needs of employees to manage task and reduce
absenteeism.

Contd..
Developing strategic goals on staffing 5. Andrea needs to review current staffing process,
redesign them in consultation with department
managers
6. Andrea then needs to discuss elements of
Redesigned staffing process and objectives with
employees to build clarity and support
Develop objectives and goals to manage
performance
Consider and setting Revised Pay
7. Andrea needs to discuss current performance with
line managers and then develop performance
management standards with specific parameters to
assess performance goals (Eisele et al. 2013).
8. Andrea needs to continue monitoring and
developing opportunities to influence proactive
performance and learning
9. Andrea needs to review current pay rate and
arrange new pay revisions in alignment with best
industry policies to demonstrate employee relationship
and build engagement

Contd…
What resource/support will Andrea
need
What will be success criteria for
Andrea
Target date for review and
completion
• Andrea will need support from
Department managers and
should be open to share
experience and discussions
• Andrea will need to discuss HR
plans with line managers to gain
inputs on process
• Andrea need to discuss ongoing
activities in 1-to-1 meeting with
managers to achieve HR planning
objectives and their continued
interest
 Feedback from managers and
employees suggest their
comfortability while working in
line with actions of Andrea
 Agreed consent from managers
and employees in relation to
change plans (Ebrahimi and Azmi
2015).
 Support of employees in making
new transition and greater
participation in responsibility
• Plans to begin from April 2019
• Review by end of April
• Completing all learning needs
and review session with manager
by mid of June 2019
• Feedback session with manager
to review overall progress over
next 6 months
• Supporting managers and
employees- ongoing
• Share outcomes of anticipated
change with CEO by end of June
and next 6 months

Contd..
Thus to progress in her role Andrea needs support from her department
managers and employees. Also she needs strategic plans and goals of
each department so that she could review HR plans in alignment with
business plans. Moreover, to develop performance plans Andrea needs to
undertake HR management training so as to effectively supervise, manage
and develop resources.

References
Ebrahimi, M, S., and Azmi, M, N. (2015). New approach to leadership skills
development (developing a model and measure). The Journal of
Management Development, [Online]34(7), 821-853. Available at:
https://search.proquest.com/docview/1695737525?accountid=30552
Accessed on 13/3/2019
Eisele, L., Grohnert, T., Beausaert, S., and Segers, M. (2013). Employee
motivation for personal development plan effectiveness. European Journal
of Training and Development, [Online]37(6), 527-543. Available at:
doi:http://dx.doi.org/10.1108/EJTD-02-2013-0015 Accessed on 13/3/2019