Personalized Learning and Development Plan for Career Advancement

This document presents a comprehensive learning and development plan designed for professional growth, focusing on human resource management and its alignment with current megatrends. It begins with a self-introduction, highlighting skills in civil engineering and project management, empha...Read More

Learning and development plan
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Table of Contents
Introduction.................................................................................................................................................2
Self-Introduction.........................................................................................................................................2
Megatrends and challenge in the industry....................................................................................................3
Summary of megatrend impact on career....................................................................................................6
Professional Goals.......................................................................................................................................7
Ethics and professional values.....................................................................................................................7
Competency Assessment.............................................................................................................................8
Top 5 skills..............................................................................................................................................8
Improvements........................................................................................................................................10
Strength and weakness analysis.................................................................................................................12
Conclusion.................................................................................................................................................13
References.................................................................................................................................................14
Appendices................................................................................................................................................17
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Introduction
The primary focus of the paper is to provide the effective view on the personal development plan
to maintain the activity in the field. The paper will also discuss regarding the human resource
management and its development in the country with the mega trend for the business. The paper
will also discuss on the ethics and the professional value along with the competency assessment
for the development of managing skill within the business.
Self-Introduction
I have completed my education from India on civil engineering with high grades. This eventually
help me to develop my knowledge and skill regarding the civil engineering activity in the field.
In the present time I am studying my masters of business along with the project management.
My view towards the world is to develop the working function and the valuable skill regarding
the various activity in the market. I am a well-focused person for performing any activity within
my interest area. I like to manage several things and very much interested for gathering
information regarding new concept and things. I am very punctual at my work and perform all
the activity in the perfect time management skill.
For being the human resource manager I have the essential capabilities like teamwork then the
skill of time management. I have also the skill of critical thinking and decision making that help
me to develop the skill and the valuable working function for the field. In the human resource
management, the knowledge and skill of critical thinking along with the personal development is
vital. I have performed an internship for almost 1 year within an organisation as the human
resource team member for the development of business and the staff members. This experience
and skill help me to develop my knowledge and my activity in the field of human resource
management and also provide the valuable working function. I have also gathered effective
knowledge on the development process of numerous activity as the human resource manager in
the business process.
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Megatrends and challenge in the industry
MACRO-
ELEMENT
Explanation Reference
Political The political condition of the country helps to
maintain the organisation culture in term of
human resource management. The policies along
with the taxing labour and the trade restriction
also have the effective impact on the human
resource management in Australia. The political
factor have huge impact on the HRM process of
the business (Collings, Wood, & Szamosi, 2018).
The HRM follows the political policies regarding
the company law and another legal process that is
valid within the market. It can be seen that the
code of ethics in the HRM is one of the vital
activity and the policy that need to be maintained
by the people associated with the business.
Collings, D. G., Wood, G.
T., & Szamosi, L. T. (2018).
Human resource
management: A critical
approach. In Human
Resource Management (pp.
1-23). Routledge.
Economic The economic factor is having a great impact on
the human resource management. The economic
growth along with the wages and the salary
system of the staff members are maintained by
HRM. The economic condition of Australia is
strong and so the labour market. The income level
of the people and their actions help to maintain
valuable working function within the field
(Brewster, 2017). The economic and the financial
condition of the country show the facts that
human resource management is essential for
maintaining the financial health of the firm. The
economic condition of the country helps the
Brewster, C. (2017). The
integration of human
resource management and
corporate strategy. In Policy
and practice in European
human resource
management (pp. 22-35).
Routledge.
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HRM to enhance their business process and the
working function for the development of the
organisation and the country.
Social Social factor within the HRM is vital for
understanding the people and their need within
the business. Relationship with the employees
and the suppliers are the biggest activity that the
HR manager needs to focus. It helps the HR
manager to understand the development process
of the organisation within the market. Social
factor allows the HR manager to understand the
need of the staff members by effectively
communicating with them (Shen, & Benson,
2016). It is one of the vital activity that needs to
be performed within the industry to enhance the
working function of the business. It can be seen
that people utilise social gathering along with the
valuable working function in the field for the
development of business process within the
market. The social activity performed by the HR
manager help to analyse the process and the
working function within the field.
Shen, J., & Benson, J.
(2016). When CSR is a
social norm: How socially
responsible human resource
management affects
employee work
behavior. Journal of
Management, 42(6), 1723-
1746.
Technology In the recent world, technology has taken over the
industry to improve their working function. It can
be seen that in the Human resource management
technology is the process which allow the staff
members and the organisation to communicate
effectively with each other (Stone, Deadrick,
Lukaszewski, & Johnson, 2015). Various
software and technique are utilised within the
industry to make the process of HR manager
Stone, D. L., Deadrick, D.
L., Lukaszewski, K. M., &
Johnson, R. (2015). The
influence of technology on
the future of human
resource
management. Human
Resource Management
Review, 25(2), 216-231.
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easier within the business. In the marketing
industry with the changing world, it can be seen
that technology also have the huge impact. In the
present day with the development of social media
and the other technical field allow the HR
manager to effectively communicate with the
staff members. HRM activity in the business
process have developed over the years with the
help of technology.
Demographic The demographic factor is essential for
understanding the valuable and effective working
process within the field for the development of
the industry. In the human resource management,
it can be seen that the demographic is the vital
aspect for the managers and the staff members
(Tung, 2016). This eventually helps them to
understand the need of the employees and provide
the valuable outcome for the human resource
activity. Demographic factor effectively helps the
HRM to make suitable segmentation regarding
the working function and department within the
business. The demographic factor allows the firm
to maintain the business process and the working
function of the firm. For the HRM, demography
allows the marketers to maintain the working
function in the business.
Tung, R. L. (2016). New
perspectives on human
resource management in a
global context. Journal of
World Business, 51(1), 142-
152.
Natural Natural or the environmental factor also have a
great impact on the human resource management.
It can be seen that the HRM varies with the nature
and the environment factor of the country and the
area for providing their business within the field
Paillé, P., Chen, Y., Boiral,
O., & Jin, J. (2014). The
impact of human resource
management on
environmental performance:
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(Paillé, Chen, Boiral, & Jin, 2014). It is the fact
that the entire working process of the firm is
having a highly effective working function within
the market. For the development process of the
HRM, it is essential that the manager maintain
sustainable working function within the business.
The natural and the environmental factor in the
HRM have the huge impact on understanding the
nature and the situation of the business. It is vital
for the human resource management because in
the organisation there are diverse people working
in one field.
An employee-level
study. Journal of Business
Ethics, 121(3), 451-466.
Summary of megatrend impact on career
The human resource management is the mega trend for the business where it help to improve the
working function and the development process in the organisation. Human resource management
allow the business to understand the need of their employees and also help in maintaining
effective relationship with the business process and the staff members (Albrecht et al., 2015). It
can be seen from the PESTDN that the human resource management is having an effective
working function within the business. It is the fact that this helps the manager to develop their
career in the human resource field to enhance the capacities and the capabilities of the business.
Staff members in the business are developing numerous activity to help the working function
within the field and also the managers have effective view for communicating with the
employees to enhance their business process (Guest, 2017). This helps the HR managers to
develop their skill and their knowledge on daily basis. The technology is rapidly changing and so
the working function of the people within the market. The business is also developing and for the
each of the new and innovative working function it is essential to develop innovative HRM
strategy (Chowhan, Pries, & Mann, 2017). It helps the HR manager to understand the
demography that is required for a business process. It can be seen that the HRM is the area where
a person can develop their knowledge and their skill on the regular basis by effectively
communicating with the employees of the firm and maintaining their value.
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Professional Goals
Being the marketing executive the professional goal is as follows;
 To help the organisation to reach the its goal within the appropriate deadline
 To enhance the organisation sales revenue by 20% within a year by recruiting marketing
and sales people
 Accomplish the professional experienced within the critical thinking for the development
of the organisation
 Analytical HR specialist within the business with robust knowledge and skill regarding
the organisation innovative strategies
 To obtain the position of human resource manager in the topmost firm in the country that
also within 2-3 years
Ethics and professional values
The ethics and the professional value is formed by understanding the need of working function
and the value. Ethics is the relation to the values where they are considered to be the moral
philosophy as well as the implementations of value within the field of professional and other
activity (Parandeh, Khaghanizade, Mohammadi, & Nouri, 2015). Ethics describe the right deed
of the people and also provides the view on conducting the code of ethics in the professional
field. The code of ethics is set for developing the working function and the ethical standard of the
employee within the organisation. It is essential for the professional field to maintain the ethical
value for maintaining the working function within the market. The code of ethics that is formed
for the professional development is the honesty, then the integrity, keeping the trustworthiness,
loyalty and the fairness within the professional activity (Gaidry, & Hoehner, 2016).
There are other professional values and the ethics for the professional field are the commitment
to the excellence, then the law-abiding, leadership, accountability as well as the morale. Human
resource manager maintain the code of ethics to perform their activity within the business and
also develop various working function in the field. It can be seen that maintaining the ethics and
value help the human resource manager to control and manage the entire organisation and its
culture. This is vital for the development plan as this help to analyse the working function within
the field. It is the fact that ethics and value are formed with the help of legal procedure that helps
to maintain the working function and the organisational culture (Miloradova, & Ishkov, 2015). It
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is also essential to understand the concept of each other within the market. I believe that ethics is
the value and the vital part in the professional activity. It helps to maintain the working function
and also the effectiveness of honesty in performing the task. Especially in the group activity ethic
is the vital aspect for maintaining the value and the working function and also managing the
information within the group.
Competency Assessment
Analytical skill
creative thinking
critical thinking
decision making
interpersonal skill
organising skill
planning skill
problem solving skill
self-confidence
teamwork
technology
time management skill
verbal communication skill
written communication skill
0
1
2
3
4
5
6
7
Skill level
Skill level
Chart: Rank of the personal skill level
Top 5 skills
Skills Definition Reference
1 Critical thinking skill This is the ability to think clearly as
well as rationally about the information
(Carter, Creedy, & Sidebotham, 2016).
Carter, A. G., Creedy, D.
K., & Sidebotham, M.
(2016). Efficacy of
teaching methods used to
develop critical thinking in
nursing and midwifery
undergraduate students: a
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systematic review of the
literature. Nurse education
today, 40, 209-218.
2 Decision-making skill This skill enhances the ability to make
the most effective and suitable decision
for any situation with the help of
critical thinking skill (Vohs et al.,
2018).
Vohs, K. D., Baumeister,
R. F., Schmeichel, B. J.,
Twenge, J. M., Nelson, N.
M., & Tice, D. M. (2018).
Making choices impairs
subsequent self-control: A
limited-resource account of
decision making, self-
regulation, and active
initiative. In Self-
Regulation and Self-
Control (pp. 45-77).
Routledge.
3 Teamwork skill Working within a team in the most
suitable way by understanding the need
and development process of each of the
people (Hastie, 2018).
Hastie, C. R. (2018).
‘TeamUP’: An approach to
developing teamwork skills
in undergraduate midwifery
students. Midwifery, 58,
93-95.
4 Time management skill This skill helps to maintain the working
function and the improvement of
various working capabilities within the
market that also within appropriate time
(Dong, Bartol, Zhang, & Li, 2017).
Dong, Y., Bartol, K. M.,
Zhang, Z. X., & Li, C.
(2017). Enhancing
employee creativity via
individual skill
development and team
knowledge sharing:
Influences of dual‐focused
transformational
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leadership. Journal of
Organizational
Behavior, 38(3), 439-458.
5 Interpersonal skill This is effectively required for the
development of communication within
the team members in the most effective
way (Ellington, Dierdorff, & Rubin,
2014).
Ellington, J. K., Dierdorff,
E. C., & Rubin, R. S.
(2014). Decelerating the
diminishing returns of
citizenship on task
performance: The role of
social context and
interpersonal skill. Journal
of Applied
Psychology, 99(4), 748.
These are the top five skill that I have and these effectively help me to maintain my position
within the field. These skills are highly required for any field and for the marketing industry the
critical thinking along with the decision making skill is essential for understanding the need of
the customers and providing them the best service. All my present skill does not completely
match with the required skill for job of human resource manager because in this I need the self-
confidence and also verbal communication skill. These could be eventually acquired with the
help of practice and self-development.
Improvements
Skills Deficiencies Why Solution
1 Problem-solving skill Problem-solving skill
deficiencies is defined as the
limitation for the people to
perform the problem-solving
skill. The major deficiency is;
the emotional problem, lack of
risk factor and anxiety.
 Work out brain with the
logic puzzle is the process
where the HR manager need
to utilize critical along with
the logical thinking to
maintain their activity in the
business (Hesse, Care,
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Buder, Sassenberg, &
Griffin, 2015)
 Use of mind map help in
understanding the problem
and also the expected
solution that could be
provided for the particular
problem
 Creation of psychological
distance
2 Self-confidence Self-confidence is the inner
value of the people and
deficiency can cause anxiety.
The major deficiency are;
unresponsive partners, trauma,
and social withdrawal
 Question the inner critiques
is the best way to develop
understanding and increase
the level of self-confidence
(Bila, Hillman, & Levine,
2018)
 Change body language, as
well as the image, will help
to enhance the appearance
of the person for the world
 Set goal to win is the best to
understand the inner
capabilities of a person
3 Verbal communication
skill
The deficiency regarding the
verbal communication is; the
issue with the expressive
language, social communication
disorder and lack of control on
vocal tone
 Be clear and concise during
the conversation allow the
people to understand the
appropriate aim and
objective of the personal
communication (Asan,
Young, Chewning, &
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Montague, 2015)
 Maintain the vocal tone is
the vital activity for the
people while performing the
verbal communication
 Be a good listener always
help to develop knowledge
regarding the numerous
facts in the world
Strength and weakness analysis
Strength  I have the strong critical thinking skill
 I am quite patient and supportive and effective positive experience in
teamwork
 I am a disciplined person with the skill of good time management
Weakness  My verbal communication is not effective
 Due to my poor verbal communication, my self-confidence level is
also not high
 Did not have the proper skill in the problem-solving process
My strength is clear and precise where I can provide the best working function to the
organisation. My strength of critical thinking, then effective teamwork along with the time
management skill allow me to enhance my knowledge and my capability for performing the task.
My strength helps me to develop my knowledge regarding the human resource management and
also it allows me to work within the team in the most effective and the suitable manner. With the
strength, I also have some of the major weakness that is creating an obligation in the field of my
development. My major weakness is the lack of verbal communication skill. Generally, I feel shy
in front of the unknown people and for that do not have the courage to present my view. This is
one of the major reason that my self-confidence level is also not good. For the HR manager, the
verbal communication and self-confidence is the vital activity and to improve this skill I need to
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take various verbal communication coaching classes. The most vital thing is that I need to
practice the communication with various people in the organisation and enhance my skill to
maintain the effective position as the HR manager within the organisation.
Conclusion
The paper eventually concludes the fact that the personal development plan is essential for
understanding the strength as well as the weakness of the person. The paper also concludes that
in the HRM the verbal communication skill along with the other knowledge and skill is essential
to enhance the working function within the market.
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References
Albrecht, S. L., Bakker, A. B., Gruman, J. A., Macey, W. H., & Saks, A. M. (2015). Employee
engagement, human resource management practices and competitive advantage: An
integrated approach. Journal of Organizational Effectiveness: People and
Performance, 2(1), 7-35.
Asan, O., Young, H. N., Chewning, B., & Montague, E. (2015). How physician electronic health
record screen sharing affects patient and doctor non-verbal communication in primary
care. Patient education and counseling, 98(3), 310-316.
Bila, M., Hillman, A., & Levine, A. M. (2018). Is Short-passing Ability Related To Anxiety And
Self-confidence In Division Iii Collegiate Soccer Players?: 1371 Board# 179 May 31
9. Medicine & Science in Sports & Exercise, 50(5S), 329-330.
Brewster, C. (2017). The integration of human resource management and corporate strategy.
In Policy and practice in European human resource management (pp. 22-35). Routledge.
Carter, A. G., Creedy, D. K., & Sidebotham, M. (2016). Efficacy of teaching methods used to
develop critical thinking in nursing and midwifery undergraduate students: a systematic
review of the literature. Nurse education today, 40, 209-218.
Chowhan, J., Pries, F., & Mann, S. (2017). Persistent innovation and the role of human resource
management practices, work organization, and strategy. Journal of Management &
Organization, 23(3), 456-471.
Collings, D. G., Wood, G. T., & Szamosi, L. T. (2018). Human resource management: A critical
approach. In Human Resource Management (pp. 1-23). Routledge.
Dong, Y., Bartol, K. M., Zhang, Z. X., & Li, C. (2017). Enhancing employee creativity via
individual skill development and team knowledge sharing: Influences of dual‐focused
transformational leadership. Journal of Organizational Behavior, 38(3), 439-458.
Ellington, J. K., Dierdorff, E. C., & Rubin, R. S. (2014). Decelerating the diminishing returns of
citizenship on task performance: The role of social context and interpersonal
skill. Journal of Applied Psychology, 99(4), 748.
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Gaidry, A. D., & Hoehner, P. J. (2016). Pilot study: the role of predeployment ethics training,
professional ethics, and religious values on naval physicians' ethical decision
making. Military medicine, 181(8), 786-792.
Guest, D. E. (2017). Human resource management and employee well‐being: Towards a new
analytic framework. Human Resource Management Journal, 27(1), 22-38.
Hastie, C. R. (2018). ‘TeamUP’: An approach to developing teamwork skills in undergraduate
midwifery students. Midwifery, 58, 93-95.
Hesse, F., Care, E., Buder, J., Sassenberg, K., & Griffin, P. (2015). A framework for teachable
collaborative problem-solving skills. Assessment and teaching of 21st-century skills (pp.
37-56). Springer, Dordrecht.
Miloradova, N., & Ishkov, A. (2015). Environmental ethics as a social, professional and personal
value of the students of civil engineering university. Procedia Engineering, 117, 246-
251.
Paillé, P., Chen, Y., Boiral, O., & Jin, J. (2014). The impact of human resource management on
environmental performance: An employee-level study. Journal of Business
Ethics, 121(3), 451-466.
Parandeh, A., Khaghanizade, M., Mohammadi, E., & Nouri, J. M. (2015). Factors influencing
the development of professional values among nursing students and instructors: a
systematic review. Global journal of health science, 7(2), 284.
Shen, J., & Benson, J. (2016). When CSR is a social norm: How socially responsible human
resource management affects employee work behavior. Journal of Management, 42(6),
1723-1746.
Stone, D. L., Deadrick, D. L., Lukaszewski, K. M., & Johnson, R. (2015). The influence of
technology on the future of human resource management. Human Resource Management
Review, 25(2), 216-231.
Tung, R. L. (2016). New perspectives on human resource management in a global
context. Journal of World Business, 51(1), 142-152.
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Vohs, K. D., Baumeister, R. F., Schmeichel, B. J., Twenge, J. M., Nelson, N. M., & Tice, D. M.
(2018). Making choices impairs subsequent self-control: A limited-resource account of
decision making, self-regulation, and active initiative. In Self-Regulation and Self-
Control (pp. 45-77). Routledge.
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Appendices
Human Resource manager Job description
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Human Resource manager Job Advertisement
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