Aromas Holding HR Trainee Continuous Professional Development Plan

This report details the Continuous Professional Development (CPD) plan of an HR trainee at Aromas Holding. It begins with an introduction to portfolios and their importance in professional settings, followed by an overview of the role of HR in a holding company and the skills required for an HR trainee. The report then outlines a Personal Development Plan (PDP) and a CPD plan, identifying areas for improvement and outlining specific activities, resources, and timelines for achieving development objectives. The report further explores the skills, knowledge, and behaviors needed for the trainee's desired role, along with a skill gap analysis and a plan for future skill development. The Gibbs reflection model is used to reflect on the HR trainee's journey, experiences, and future plans. The report emphasizes the importance of continuous learning, skill enhancement, and the benefits of both PDP and CPD in career advancement and organizational success.

Content
Introduction
Continuous professional development (CPD) plan
Reflection
Conclusion
Reference

Introduction
A portfolio is an important tool for every aspect of human life, from job seeking to
build career portfolio tune and sync with the professional and personal life. A
portfolio is referring to the compilation of professional documentation and work
samples which provides the proof of sample or accomplishments work. The portfolio
can be in a form of binder or in a physical form which organises the sample of work
or with the electronic files and can be published in online (Brackman, 1984). Portfolio
is a greater way to keep track about the accomplishment in the work place along with
the individual skills improvement. A portfolio showcases the work to the potential
employer and also helps to review and get promotion (Wratschko, 2009).
From the establishment of any company, a human resource team is mandatory
obligations that have control on every aspect of the company. HR team is the
umbrella for the company. As a trainee HR person of Aromas’ Holding requires a
great deal of skills. Being a holding company requires a rage of skilled employees to
run the company smoothly.
The following portfolio will put spot light on the Continuous Professional
Development (CPD) Plan of a HR Trainee of Aromas’ Holding. The planning and the
improvement needed by the trainee will be outline elaborately, which will help the HR
trainee to minimize the skill gap and shine like a sunflower in the further professional
stage. Before CDP there is another term is personal development plan (PDP), PDP
is the starting plan of the employee or the individual to strive and make the dream
career to the reality. PDP is the process for the individual to gain strength and to see
the dreams to be true. Though PDP is the baby steps to walk the long road of the
career, yet the process brings out the weakness and the strength of an individual.

Getting focused on the weakness and the strength help the individual to polish more
to the strength and minimize the weakness part and learn to cope with it. For any
individual both the CPD and PDP is a major process, both the process helps the
individual to bring out the best of them. In the job sector the only thing that matter is
the applicable skills and the knowledge along with the process to implement the
learning in the job position. Only the employee with the eagerness of continuous
learning can get the promotion and even can switch the job position and claim the
higher post in different company. To sustain in the job sector CPD is important along
with the future plan which CPD induced to the employee. Contentious learning is
wealth in every aspect of lfe, both in personally and professionally.
Lastly there will be a reflection on the CPD Portfolio mentioning the future changes
for the HR trainee. The Gibbs model of reflection is used to demonstrate the
reflection process of the HR trainee. The reflection elaborate the steps of the HR
trainee take to get the job in the Aromas holding company and also talk about the
experience and the future plan of the HR trainee.
Continuous Professional Development (CPD) Plan
CPD refers to process of documenting and tracking the knowledge, skills and
experience to gain both the formal and informal in work without any prior training
(Stogdon and Kiteley, 2010). CPD is used to manage the regular development, the
function help to record, reflect and review the learning outcomes. For professional
service CPD helps to enhance the capabilities to maintain the knowledge and the
skills the service sector. CPD enhance the speed up the pace to increase the
learning process for the current professional standards. CPD make an individual to
be a meaningful contributor for the workplace and the team. CPD increase the
confidence of an individual to adjust into a new position and open more opportunities
for the near future. CPD increase the confidence of the individual and the team in the
profession and in the field of professionalism (Tantranont, 2009).
A PDP preparation plan
A personal development plan gives a framework as a way to perceive the areas of
the strengths and weaknesses and bring up with a framework to capitalize and
optimize the current abilities and capabilities. A PDP is a self-reflection mirror of an

individual. A PDP gives a roadmap and a visual outline which clearly bring out the
gaps in learning and skills. PDP helps to make career plan or change. PDP helps to
learn new skills and gain knowledge and to gain new heights in the job sector. The
personal development plan help to become enthusiastic dedicated and gain the
ability to plan and learn. PDP is the process of self-improvement.
Name: Aryan Chowdhury Date: 26.03.2020
Programme: MBA in global business Career goal: To be a well-known HR
manager
What are the
objectives for
development
?
Priority What
activities
to achieve
the
objectives
?
What
resources
need to
gain the
objectives?
Target
date to
gain the
objectives
?
Actual date
to achieve
the
objectives
?
Personal
fitness
improvement
First Allocate
particular
time
throughout
the week
for fitness
and make
a schedule
to enhance
stamina
and fitness.
Eat healthy
food and get
enough
sleep to
achieve the
objectives.
30.6.2020 Annually or
quarterly
Improve
planning and
decisions
making skills
First Try to be
the group
leader
Use the
revision and
training
opportunitie
s
30.6.2020 Continuousl
y
Build the First Volunteer Get 30.6.2020 End of June

confidence in
management
and command
to lead
projects
and to
develop
experience
and
credibility
as a
leader.
Implement
in the life
scenarios
to improve
the process
of decision
making.
feedback
from the
teammate.
Learn about
cultural
adaptation
First Befriend
with the
experience
teammate
and the
manager in
the
company
and
enhance
the speed
of learning
process
and trust.
Organisatio
n tutoring
and
managemen
t report of
the current
and the
previous
year.
30.6.2020 Quarterly or
Bi annually
Improve the
writing skills
First Read more
reports ,
write and
also
Laptop, pad
and a pen.
Moreover a
much
30.6.2020 End of June

emphasis
on the
individual
blog writing
needed of a
clear mind.
Review date 30.6.202
0
Keeping in mind about the plan of PDP the skills and learning of the HR trainee of
Aromas’ holding acquire from the university to enhance the CPD process are
outline below,
Desired professional role: HR trainee of Aromas’ Holding
Knowledge Skills Behaviours
Human resource sector
is the spine of the
company, so to
accommodate in the
team of HR department
the most important skill
required is the theoretical
learning from university.
The theory needs to be
implant in the work
process to make the
learning process of the
job sector.
Communication skills:
As HR department have
control in the other
department, so to keep
uniform control
communication skill is
obligatory. Volunteering
in the university increase
the communication skills.
Open-Minded: To keep
the friendly relationship
with the teammate and
the manager the HR
trainee needs to be
Open-Minded, it will help
to learn the company
culture.
As HR put effort in most
of the other sector of the
company so as a trainee
needs to learn about the
other sector.
Clear thinking skill: A
clear thinking and
understanding skills
speed up the decision
taking process.
Optimistic: The HR
team deals with loads of
people and put concern
about the conflicts and
complain regarding
salary and other in the
workstation.

To adjust and work in the
existing HR team, a clear
under stability and skills
require being in the HR
team.
Analytical Skill: Being in
the HR sectors needs a
range of different skills,
analytical skills helps to
handle the situation with
an ease.
Trusting: Developing
trust with the teammates
builds trust, and the other
employee to know and
adjust with each other.
To make impartial
decision, ethics is playing
vital role. Strong ethics
helps to decide the
wrong and the right
about any situation.
Collaborative Skill: As
HR keep footsteps in
different sector so the
collaborating skill with
the other sector is
important.
Innovator & Integrator:
With every passing day
operating business
structure is changing, as
HR is the backbone of
the company so the
sector needs to be up-to-
date with the new
innovation and integrator.
For consistent development the trainee can get a number of skills to minimize the
skill gap. Employees who work to minimize the skill gap can gain some benefits. It
is important to identify the skill gap. Minimizing the skill gap has the benefits of
both the employee and the company. Employee got the chance to enhance the
existing skills or get training to learn new skills, on the other hand the company get
the fit employee who can achieve the company goal and make the company more
competitive(SankaraNarayanan, 2012). For the HR trainee of the Aromas Holding
Company needs to figure out the skill gap and to make a further plan to learn more
skills for the betterment of the employee and the company. A well learned
employee is the only option for the employee to bring betterment and the
prosperous for both the employee and the company. In the following templates
outline the future plan of the HR trainee,
Develop
ment
Aim
Proposal
s
Requirem
ents
Startin
g
Time
Traini
ng
durati
Pla
ce
Traini
ng
endin
Concern
ing
Body
Proofs

on g time
Database
Managem
ent
Data
reviewin
g
problems
and
modules
Ms' Excel,
Modules,
MS
Project,
and guide
booklet
April 30 Wo
rk
May IT
departme
nt
Certific
ate
The
software
of Human
Resource
managem
ent
Software
-
based
Assignm
ent
Specialize
d
person
Septem
ber
20 Wo
rk
Octob
er
Informati
on
system
Certific
ate
Providing
Training
Seminar
and
internal
training
The
contract-
making
specialist
and
the use of
modules
June 21 wor
k
July T&P cell Certific
ate
Developin
g of
Contracts
Learning
from
experts
The
manager
will take
care of it
Februar
y
45 wor
k
April HR
departme
nt
Certific
ate
Interviewi
ng
Verbal
presentat
ion
Managers
will
be
accountabl
e.
Februar
y
25 wor
k
March HR
departme
nt
Manag
er
approv
al
Task
completio
n time.
Time
manage
ment
Time
manageme
nt
March 15 wor
k
Februa
ry
Training
Departm
ent
Manag
er
approv

worksho
p
Activities. al
Reflection
Reflection is a system which helps the individual to elaborate the learning process
and how the learning changed and also how it connects with the future learning
experience. Though the reflection undervalued the skills and the experience of an
individual but yet an important practise to sense the growth and development gain
from the skills and the knowledge. Apparently, reflection is dialectical, placing a
couple of perspectives into play for each different in order to develop insight.
Procedurally, reflection allows looking for the goals need to attain by an individual,
along with casting backward to figure out the position in the past. While reflect, it is
therefore undertaking and evaluate, frequently placing the projections and the
evaluations in dialogue working dialectically to find out what we know, what we've
found out, and what we would understand (Izzo, 2006).
The reflection report regarding the portfolio of HR trainee of Aromas’ Holding.
Human resource is an integral part of the company.
My own reflection using Gibbs reflection Model
Stage 1 – Description (Pure Facts)
I was a second year student of MBA in global business, and my dream is to peruse
my career in HR. However, getting a job on HR is tough, as HR departments
requires a range of skills and knowledge. While I was preparing myself to its fullest, I
got a job interview from the Aromas Holding Company. After the interview, the board
selected me as a HR trainee. It is like dream come true to me.
Stage 2 – Description – (Feelings)
Getting a job in the desired sector triggered me to gain more skills and knowledge.
Right from the start from MBA I was very much sure about my career. When I was
doing my BBA I used to focus on the theory as much as I can. While doing my MBA I
used to apply to many places to get a job, I used to get call for interview but

unfortunately none of the job work for me. At last I got the job. In the job sector my
manager assign me to make a portfolio for an upcoming board meeting.
Stage 3 – Evaluation
To get the job I bring out my PDP which reflect the learning process and the plan
help me a great deal; my PDP plan is my framework to work on my strength and
weakness. Following the PDP than I make a CPD template referring my skills I earn
from my university life. The CPD templates help my manager to make comment on
my skills and knowledge. CPD help me to make myself to be more improved and
enhance my knowledge and skills. Following that I make a future plan about the
skills I want to gain to minimize my skill gap.
Stage 4 – Analysis
Getting the job help me to follow my dream also help me to enhance my skills and
knowledge and minimize the skill gap.
Stage 5 – Conclusions
I was so relived and happy for getting the job. Moreover, job opportunity give me the
chance to implement my acquired skills and knowledge back from my university.
Stage 6 – Now What? (Action)
I have learnt that there is no ending of learning; a constant learning process is the
only way to sharpen and focus on the new skills.
Conclusion
With the change of technology people are also change with it in terms of gaining
knowledge and skills. Nowadays in the job sector the human resource sector get a
bunch of option to hire for the designated place with the applicable salary. The HR of
a company is the complete package of retaining, hiring, giving salary, taking concern
about the conflicts and complains. HR has the footsteps in every sector of the
company. HR is the instruments which adjust with every tune they want to
play(Latham, 2012).

Being a trainee HR of Aromas holding company brings out the required skills and the
knowledge an employee required. The PDP is the initial stage to get and polish the
skills and the knowledge. PDP also make an individual to work on the desired goal
an individual set for the future. After the PDP an employee needs to showcase the
skills to the manager or the higher authority about the capability of the employee
where the term CDP comes up. CDP helps the employee to bring out all the skills
and the knowledge in the same sheet of paper. With the help the CPD the manager
can give feedback and the employee have the chance to work on the feedback. CPD
also helps the employees to make further plan to minimize the skill gap also can
make plan about the further skills. In the portfolio, there is also a reflection using the
Gibbs model of reflection of the trainee. The reflection shows the footsteps the
trainee pass to gain the position of his desired company.
Reference
Brackman, H., 1984. The Perfect Portfolio. New York: AMPHOTO.
Izzo, A., 2006. Research And Reflection. Greenwich, Conn.: Information Age Pub.
Latham, G., 2012. What we know and what we would like to know about human
resource management certification. Human Resource Management Review, 22(4),
pp.269-270.
SankaraNarayanan, A., 2012. Chrome RLZ and Unknown Features. International
Journal of Computer Applications, 48(16), pp.49-52.
Stogdon, C. and Kiteley, R., 2010. Study Skills For Social Workers. London: SAGE.
Tantranont, N., 2009. Continuing Professional Development For Teachers In
Thailand. Coventry: University of Warwick.
Wratschko, K., 2009. Strategic Orientation And Alliance Portfolio Configuration.
Wiesbaden: Gabler.