MSc HRM: Leadership and Development Reflection and Portfolio

This report presents a reflective review of a student's leadership and development journey, spanning over three decades of professional experience in HR roles. It details the evolution of their career, starting from a personnel administrator role in 1983, and progressing through various organizations like Asea Brown Boveri, Tang Dynasty City, Meinhardt, EC Harris, Neustar, and finally ABB. The review analyzes the skills and knowledge gained, including payroll management, recruitment, organizational change, and employee relations. The report assesses the student's strengths and weaknesses in relation to the CIPD Profession Map's behaviors, particularly in areas like communication, situational decision-making, and inclusiveness. It includes a forward agenda, outlining plans for enhancing these skills in the coming years, such as improving communication and decision-making abilities through soft skill development and targeted training. The report is supported by a CV and development plan.

Running head: LEADERSHIP AND DEVELOPMENT
LEADERSHIP AND DEVELOPMENT
Name of the student
Name of the university
Author note

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Reflection on the development journey (CIPD Profession Map ‘Behaviors’)
Reflection on previous years
I started working in the year 1983 with Asea Brown Boveri (SEA) Pte Ltd as a personnel
administrator. My role was to manage the recruitment processes that were undertaken by the
organization. On the other hand, I was assigned with the responsibility of developing sustainable
policies for retaining the workforce over the years. The major duties that were enforced on me
was related to the payroll of the employee, the welfare and benefits of the workforce and the
government certifications that were required for acquiring work permits. The administrative post
made me encounter different real life situations contributing to my career development. The
different alterations in the organizational operations chiefly relied on the activities that are
undertaken by me. On the other hand, I was assigned with the task of looking after the
administrative activities in compliance with the legislations that were enforced by the
government. The activities that I undertook as the HR administrative personnel in the
organization contributed to my capability of handling different adverse situations. It also
enhanced my skills for understanding different issues that might arise while diversifying its
functions in diverse markets. However, I faced significant issues in managing the conflicts of the
employees while diversifying its functions in my job designation.
In the year 1991 I was started working as the personnel officer at Tang Dynasty City Pte
Ltd. During my tenure in then organization, I developed significant skills on payroll management
and recruiting staff through adequate screening. On the other hand, I was assigned with the task
of updating the personnel system and preparing monthly headcounts. The office administration
based roles enabled me in identifying the different micro-management issues in the organization
and thereby develop strategies for improving the operations of different departments, including
the purchasing departments and the warehouse. I was also assigned with the responsibility of
monitoring over the doctoral costs and the secretarial matters in the organization. The major
experience and knowledge that was gained by me in this duration was specifically related to the
different aspects of change in the organizational operations while verifying the bills and other
payables. I was held directly liable to the Managing Director and the financial admins during my
tenure. However, the lack of proficient inter-personal communication with the different business
personnel affected my capability of addressing the issues that were faced by the organization. On

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the other hand, the lack of proficient communication affected my capabilities while identifying
the best employee for the job offerings. However, the active participation in the legal and
regulatory activities of the organization through the agreement in Rainforest Café franchise
enabled me in identifying the different constrants that were faced by organizations while
facilitating expansions. The examination of the different constrants supported me in developing
the operations in orientation with the substantial needs of the venture. The practices also
enabled me in developing a quality of situational decison maker. As per the CIPD development
model, an HR must have the qualities of a situational decison maker while observig the different
environmnetal factors (Andreeva and Sergeeva 2016). Therefore, I believe that my tenure in the
organization enabled me in developing insights on the different issues that might be encountered
by organizations and the manner in which the same might be mitigated.
I started working in the year 1998 with Meinhardt Pte Ltd. for developing the human
resouce operations relating to the different alterations in the organizational operations. The
assessment of the training based needs of the employees and diverse modifications in the HR
approaches while adhering to staff grievance. I held the major responsibility of improving the
line ofcommunication within the firms. The wide range of responsibilities that were conferred on
me contributed to my knowledge and experience on the different operations that are commenced
by the organizations. On the oter hand, the human manpower management is one of the major
specialities tthat are gained while undertaking the job. The assessment of the different human
resource based needs through continuous communication with the different operational
departments enabled me in developing an idea of the different operatiosn that are initiated by the
organizations. I gathered specialist knowledge while diversifying its functions in the
organization as it provided me with a scope of identifying the organizational development and
design related aspects. On the other hand, I gained significant knowledge on the training and
development based requirements of the people while operzting in diverse global economies. The
improvements in employee relations and the different alterations in te workfoce development
related concerns were enforced on me. Therefore, I developed sound knowledge on the people
analytics, resources and talent management. The specialist knowledge, as per the CIPD mocdel
enabled me in developing the line ofoperatiosn while diversifying its functions on the different
organizational needs relating to staffing and controlling the orgaizational processes. The
development of the different channels of comuniication enabled me in enahncing the line

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ofoperatons of the venture while diversifying its functions on the multiple goals of the venture.
On the other hand, the aseesment of the training based needs of the employees were conceived
through effective communiication betwee the same. The communiction with the employees
enabled me in developing the performance of the venture while diversifying its functions in
diverse global economies. Therefore, the job role critically ensured my knolwdge on the different
processes that must be undertaken by an HR personnel with the objective of enahncing the
performance in an organization. The key alterations in the approach critically assisted me in
improving the performance of the venture while diversifying its functions in he different
markets. The key alterations in the organizational operations are mostly reliant on the effctive
functioning of the systems in orientation with the needs of the customers.
Figure 1: CIPD-Specialist knowledge of an HR

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(Source: CIPD 2019)
After my tenurity in Meinhardt Pte Ltd., I moved on to EC Harris Hong Kong in the
year 2001 with similar responsibilities that I used to undertake since my day of joining the
sector. The HR related operatiosn relating to interviews and exit formalities were common.
However, the administrative activities that are initiated by me enabled me in develping a better
knowledge on the different deciison maing aspects of the organization. The key alterations in the
oraizational operations enabled me in improviing my knowledge on the different organizatiponal
processes. On the other hand, the administrative functions enabled me in developing an insight
on the different specialist functions that are initiated by the organizations with the objective of
enahncing the performance. The specialist operations that were undertaken by me contributed to
the overall operatiosn of the venture. On the other hand, the specialist operations that I undertook
while working in the organization ensured the improvements in specific knowledge base. The
certification courses introduced me to the theoretical concepts of human resoure planning and
development. However, the real life experienced contributed to my improved insight on the
different operations that might be initiated by an HR personnel with the obejctive of improving
the performance of the venture. Therefore, my tenure in the organization enabled me in
identifying the steps that I might take to improve the communication among the different
stakeholders. I also developed a insight on the different developmental actiities that I must
undertake with the objective of supporting the needs of the expatriates. I was enforced with the
responsibility of developing the knowledge and skills of expatriates which enabled in improving
the performance of the venture. Therefore, the performance of the venture was improved
through efficient functioning of the HR departmant as per the support based needs of the human
resources and the administrative board.
Later I started working with Neustar Asia Pacific Pte Ltd from the year 2008 till 2010
where my major responsibility was to provide HR to the full APAC region. This job offered me
with a greater responsibility of analyzing the HR based needs of the organizatiosn and thereby
maintain the efficiencyy of the operatiosn while diversifying its functions in diverse global
economies. However, the development of the specialist knowledge through the previous job
experiences enabled me in improving the performance in the venture. On the other hand, I was
assigned with the responsibility of assessing the performance of the workforce while diversifying

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its functions in different organizational situations. Therefore, specialist knowledge on improving
employee perforamnce and engagement in the different activities enabled me in improving the
line ofoperation of the venture. Therefore, in this relation, my specialist knowledge on reward
and resourcing enabled me in imporving the performance of the venture while diversifying its
functions in diverse global economies.
On the other hand, as I am now employed in ABB Pte Ltd from 2011, my responsibilities
grew with the designation. Formerly I used to assist the employees with the different operatiosn
that are initiated by the organizations. In this relation, the key modifications in the approach are
specifcally related to behavioral aspects. However, I noticed that the lack of inclusive working
capability and absence of insights focused, as per the CIPD model affected my capability of
improving the performance of the venture. The lack of inclusive operations of the venture
disabled me in improving the line ofcollaboration among the major stakeholders. Andreeva et al.
(2017) opined that the different alterations in the organizational operations are specifically based
on the collaborative functioning of the stakeholders. However, the absence of collaborative
functioning of the stakeholders affected the performance of the venture while diversifying its
functions in the diffrerent markets. I also identified that I lacked in situational decision makiing
which drastically affected my decisions while suggesting set of recommendations to the
management for the issuyes that are being encountered by the organization. Therefore, I look
forward to bring forth modifications in the current behavoral approaches that are infested by me
as an HR admin partner of an organization.

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Reflection on the next years
Figure 1: CIPD-Core Behaviors of an HR
(Source: CIPD 2019)
First year
The reflection on the past few years of experience while diversifying its functions in
different organizations enabled me in developing an insight on my weaknesses. Therefore, in the
next few years I would like to develop my communication skills, situational decision making
capacity and inclusiveness of the operations. The development of the different qualities would
enable me in improving the HR based operations while diversifying its functions in the different
organizations. I would like to enhance the line ofcommunication with the objective of

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influencing the efficiency of the operations. For the same, I would like to assess the current
communicability standards with the objective of identifying the loopholes in the communication
process. The different alterations in the organizational operations critically enabled the venture in
improving the efficiency of the operations in orientation with the resource based needs. The
assessment of the CIPD model enabled me in developing an idea on the recent modifications that
might be considered by me while diversifying its functions in diverse global economies. The lack
of adequate communication between the employees and the managers restricted my
understanding of the issues that are being faced by the same. I would like to develop my
communication skills on the first year through undertaking different set of activities.
The enhanced line ofcommunication would enable me in identifying the different issues
that are being faced by the employees and the administrators for mitigating the same. Hussinki et
al. (2017) opined that conflict resolution in an organization enables the same in influencing the
collaborative functioning of the stakeholders in orientation with the corporate objectives of the
venture. In this relation, my improved line ofcommunicability would contribute to the smooth
functioning of the systems in orientation with the uninterrupted functioning based needs of the
venture. Therefore, in this relation, I would like to indulge myself in different soft skill
development courses. The short certification courses would enable me in improving the
communication skills within record time. On the other hand, I would like to get involved in
different organizational situations and closely observe the manner in which the HR personnel in
other organizations communicates with the employees. I would also like to induce knowledge on
E-HRM with the objective of improving the line ofcommunication and interaction with the
employees, subordinates, colleagues and the superior management personnel. Improvements in
the communication channels and enhanced knowledge on the modes of utilization would enable
me in improving the performance of the venture while diversifying its functions on the different
objectives. Close observation and knowledge on improvements in the digital communication
would enable me in developing the performance while influencing the operations of the venture.
The improvements in the mode of communication would enable me in developing the range of
operations while diversifying its functions in diverse global economies.
I would undertake personal face to face interactions with the employees and the
management in the current organization with the purpose of identifying the different loopholes

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that are affecting the line ofperformance of the business. The improved line ofcommunication
with the different organizational stakeholders would enable me in examining the source of
conflicts that are affecting the performance of the venture. On the other hand, the improved
communication with the government stakeholders and identifying the human resource based
needs of the line of businesses in South Asian regions would enhance my performance.
Therefore, I would aim at developing my communicability through different activities with the
objective of improving by performance as the HR partner of the business.
Second year
Donate, Peña and Sanchez de Pablo (2016) stated that situational decision making
abilities assist an HR manager in developing the resource based operations while identifying the
subtle shifts in the business environment. In this relation, I found that I lack abilities relating to
situational decision making. The lack of situational decision making is triggered through
insufficient communication, lack of information on the situations and the absence of consultation
with the other peers. I identified that lack of information on the different situations that are faced
by the entities and the absence of collaboration and consultation acted as restrictive factors that
affected the line ofsituational decision making capacities. Therefore, I think that I would like to
develop qualities of a situational decision maker in the second year. In this relation, I would like
to hold interactions with different business admins and other stakeholders for gathering favorable
information on the business environment and different situations that are being faced by the
same. It has been noted that most of the decisions in an organization are initiated through the
application of collaborated functioning of the different stakeholders. In this relation, I believe
that I must take steps to develop appropriate communications with different stakeholders of the
organization.
On the other hand, the effective consultation with the different stakeholders on the
decisions would enable me in reviewing the policies of the organization and examine the
business environment before implementing a decision. I would like to review stats and uphold
interaction with different management personnel for identifying the business situation. On the
other hand, I would like to review the different best practices that are administered by the HR in
the different organizations. The assessment of the case studies of different organizations would
be initiated by me with the objective of identifying the situation and the responses made by the

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ventures. The evaluation of the different activities that are initiated by the organizations would
enable me in influencing behavioral change to improve my capability of undertaking decisions
based on assessment of situations. Gupta and Sharma (2016) opined that the rational decision
making model involves situational analysis as the very first step. On the other hand, I identified
that the role of situation based decisions are prospectively based on the information that are
gathered by an individual HR while examining the CIPD model. I planned to design the
operations of the venture in position with the needs of the organizational situation. Therefore, in
order to facilitate the situational diction making capacities, I must take steps to acquire
information from the different sources with the objective of influencing the informed decision
making capacities.
Third year
Imandin, Bisschoff and Botha (2016) defined that the most important function of an
organizational HR is to encourage the maximum engagement of the stakeholders in the different
processes through inclusiveness. However, I believe that my lack of communication skills and
absence of inclusive mindset have restricted my abilities of influencing collaboration among the
stakeholders. It has been noticed that the improved engagement of the stakeholders in the
different processes would enable the organizations in developing the performance of the same
while diversifying its functions in the different global economies. Therefore, I believe that I must
initiate steps to maintain transparency of communication with the stakeholders in ABB Pte Ltd.
with the objective of developing trust and confidence among the stakeholder groups, including
the employees. On the other hand, the inclusiveness approach would enable me in encouraging
the active participation of the management with the employees while diversifying its functions o
different organizational functions. In this relation, I would conduct interviews and surveys with
the management personnel and the employees respectively with the objective of identifying their
ideas and viewpoints on different organizational operations. Most essentially, the improvements
in communication between the managers and the employees would enable me in improving the
performance of the venture while diversifying its functions in diverse global economies. Being a
HR business partner of the organization, I would like to hold communication with different
layers of stakeholders for influencing the inclusiveness of the venture. The induction of
inclusiveness approach while managing the human resource would enable me in developing

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professional courage and influence while mitigating the conflicts. Therefore, I am planning to
initiate a system of 360 degree feedbacks and take part in active consultation with stakeholders
with the objective of influencing the collaborative functioning of the different resources.
Therefore, I would like to develop an inclusive attitude towards the managerial role with the
purpose of maximizing the involvement of the different stakeholders in the business processes.

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References
Andreeva, T. and Sergeeva, A., 2016. The more the better… or is it? The contradictory effects of
HR practices on knowledge‐sharing motivation and behaviour. Human Resource Management
Journal, 26(2), pp.151-171.
Andreeva, T., Vanhala, M., Sergeeva, A., Ritala, P. and Kianto, A., 2017. When the fit between
HR practices backfires: Exploring the interaction effects between rewards for and appraisal of
knowledge behaviours on innovation. Human Resource Management Journal, 27(2), pp.209-
227.
CIPD., 2019. New Profession Map | CIPD Profession Map. [online] CIPD Profession for the
Future. Available at: https://peopleprofession.cipd.org/profession-map [Accessed 19 Aug. 2019].
Donate, M.J., Peña, I. and Sanchez de Pablo, J.D., 2016. HRM practices for human and social
capital development: effects on innovation capabilities. The International Journal of Human
Resource Management, 27(9), pp.928-953.
Gupta, N. and Sharma, V., 2016. The relationship between corporate social responsibility and
employee engagement and its linkage to organizational performance: A conceptual model. IUP
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Hussinki, H., Kianto, A., Vanhala, M. and Ritala, P., 2017. Assessing the universality of
knowledge management practices. Journal of Knowledge Management, 21(6), pp.1596-1621.
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employee engagement. Problems and Perspectives in Management, 14(2), pp.93-103.