Personal Development Plan: A Report on HRM and Employee Skills

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PERSONAL DEVELOPMENT PLAN
Personal Development Plan
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University Name:
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PERSONAL DEVELOPMENT PLAN
Table of Contents
Introduction......................................................................................................................................4
Task 1:.............................................................................................................................................4
HRM and employee’s knowledge, skills and behaviours needed by the HR professionals of
Alexandra Reisse in financial management.................................................................................4
Importance of CPD to HRM, and way it is evaluated and recorded...........................................5
Personal Skills Audit with Gap areas..........................................................................................5
Professional development plan as a team leader working as a Staff development manager.......6
Detailed Professional Skills Audit on evidence of personal evaluation and reflective report.....7
Professional Development Plan on diverse learning goals to attain business performance
objectives.....................................................................................................................................8
Task 2: Analysing the factors to be considered when evaluating and implementing inclusive
learning and development in an organisation..................................................................................9
Inclusive learning and development for an organisation.............................................................9
Differentiation between individual and organisational learning.................................................9
Determination and implementation of learning.........................................................................10
Need for continuous learning and professional development....................................................10
Essentiality of executing continuous professional development...............................................11
Task 3.............................................................................................................................................12
Task 4.............................................................................................................................................13
Performance management process............................................................................................13
Constituents of effective PM.....................................................................................................13
PM aiding learning and development........................................................................................13
Approaches of PM.....................................................................................................................14
Organisational culture: Facilitator or Barrier............................................................................14

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PERSONAL DEVELOPMENT PLAN
Using PM to transform organisation..........................................................................................14
Conclusion.....................................................................................................................................15
References......................................................................................................................................16

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PERSONAL DEVELOPMENT PLAN
Introduction
This report will cover the aspects on employee’s knowledge and skills that are needed by the HR
professionals. It is imperative to analyse the conception behind CPD, and the role of Personal
Skills Audit in gap areas. Besides, a Professional Development plan will be defined to analyse
how the learning goals in training relate to attain business performance objectives. This will be
analysed by making relevance of Alexander Reisse financial institution. However, a continuous
learning will be required to drive sustainable performance, as it could work in informal learning
in an organisation to develop team, individual and organisational skills. This will also contribute
to engagement of high-performance working contributing to employee engagement, and finally
to organisational culture.
Task 1:
HRM and employee’s knowledge, skills and behaviours needed by the HR professionals of
Alexandra Reisse in financial management
According to Spacey (2018), HRM is considered as a strategic approach to people’s
management, so that they can attain competitive advantage in an organisation. Alexander Reisse
is a consulting firm that is responsible for assisting client support desk with modern financial
software applications. In the financial consulting firm, the knowledge, skills and behaviours that
are required by professionals include commitment to ongoing HR learning. In today’s business
landscape, staying committed can facilitate better discussion between employers and employees.
Even, Critical thinking skills are needed, as it will balance complex situations to take time of the
relative processes from the employee’s personal background and experiences. In terms of
Knowledge, the business band of knowledge is imperative, as it works with a purpose and vision
of Alexandra Reisse. Leading the HR is considered a core professional area, as it offers active
insight on shaping organisation’s betterment for future in financial management (The University
of Scranton Online, 2017). Thus, some of the skills HR professionals acquire include
multitasking, as the HR manager inundates variety of questions, issues and requests on a daily
base. They exactly know to adapt changes in office in order to find new financial policies

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PERSONAL DEVELOPMENT PLAN
working for them. Moreover, problem-solving approach ensures employees to work effectively,
so that work is completed on time with high quality.
Importance of CPD to HRM, and way it is evaluated and recorded
CPD is imperative in HRM, as it ensures remaining competent in profession, so that better stage
can be developed for a professional career. It is crafted well, so that it can benefit profession for
the individuals in terms of capabilities and present standards. Besides, it is maintained, so that it
can enhance skills and knowledge for delivering service to clients, customers and community.
CPD also increases confidence of public in individual’s profession, so that sustainability can be
increased in high-risk areas. CPD is recorded by planning a development plan to record the key
objectives. It then organizes CPD using Calendar by uploading case notes and certificates. This
will then access information from laptop or Smartphone to see the recorded CPD hours (Vet
Record Careers, 2013). While it is evaluated based on a cycle that helps to find, improve and
undertake CPD activities to fulfill the needs. However, some practices may be developed, so that
better planning appraisals can be made through practice.
Personal Skills Audit with Gap areas
Personal
skills
Analysis Rating
(1-5)
Development/Gap areas
Innovation
skills
I found an innovative role on working as a
financial consultant, as it increased my work
performance working for Alexander Reisse.
4 I want to develop my
innovative aspects by
scheduling the budget.
Leadership
skills
I have used Action-oriented leadership, as it
increased my completion of tasks successfully. I
could easily complete the tasks, and contribute
to team member building.
5 I will acquire task that
needs to developed, so that
a better progression in my
leader as a Staff
development manager can
be found.
Presentation
skills
I need to present my skills, in terms of designing
schedule of the task priorities, by giving brief to
4 Need to work on designing
presentation on analysing

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PERSONAL DEVELOPMENT PLAN
team members. the financial calculations
and other budget sheets.
Time
management
skills
I need to manage my time when situation
demands, as I should achieve within time on the
goals and objectives that I developed previously.
5 This requires proper
attention mainly.
Table 1: Personal Skills Audit
(Source: Learner)
Professional development plan as a team leader working as a Staff development manager
Goals What I will achieve Resources required Success Criteria Target
Dates
Develop better
stage of
communication
skills
I will direct my self-
learning, so that I can
build my knowledge on
effective
communication of
Alexandra Reisse
Mainly Offline and
online sources are
required.
It will form a
good
communication
skill, so that
working as Staff
development
manager will be
effective for
Alexandra Reisse
15th of April
to 14th of
May 2019
Improve
decision-
making skills
for Alexandra
Reisse
I will use proper
financial tools, so that I
can schedule and track
the necessary balance
sheets and others
required in Alexandra
Reisse
Use of Software,
Laptops, and other
tools for making
schedules
It will analyse the
results, so that as
a team leader can
build my personal
abilities to find
decisive results
working for me.
15th of May
to 14th of
June 2019
Develop the key
problem-
I will analyse the
conflict situations that
Use of communication
with peers, and online
Receiving
feedback from the
15th of June
to 14th of

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PERSONAL DEVELOPMENT PLAN
solving skills will address demands of
the customers, so that I
can take better
responsibility working
for me.
sources team members, so
that better
coordination can
be made on
problem solving
for Alexandra
Reisse
July 2019
Table 2: Professional development plan
(Source: Learner)
Detailed Professional Skills Audit on evidence of personal evaluation and reflective report
From the Skills audit that is made above, it can be associated that a SWOT analysis can be made
to define skill set for me in an effective way. For instance, I have better strength in my
leadership skills, as I have remained good in handling the key financial elements of Alexandra
Reisse. While my weakness was that, I had little knowledge on coordinating with team members,
as I lack those interpersonal skills when it comes to handling financial calculations. I also found
an opportunity where I could work as a leader i.e. Staff development manager for Alexandra
Reisse to handle those important documents, in order to analyse company’s financial reports. I
found the threat mainly because of some competitors, as they also offered the same service that
Alexandra Reisse offered.
To build on the reflective report, I acquired the Knowledge, skills and abilities that could guide
me to success initially while developing my performance (How to Change Careers, 2017). It
developed my self-awareness skills, so that I can prepare my financial reports in the given time.
From Kolb’s learning cycle, I found a concrete experience that created a new experience for me
to work on financial concepts. I also reflected on a new experience, as I understood the
experiences considerably well. This is where I could vitalise my work on a new idea, so that
modification on an abstract concept for Alexandra Reisse can be developed well. Finally, I could
develop an active experimentation to analyse my learning idea, so that future experiences can
generalize well with all these learning situations.

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PERSONAL DEVELOPMENT PLAN
Professional Development Plan on diverse learning goals to attain business performance
objectives
Developme
nt
Objectives
Prior
ity
Activities undertaken Resources Targ
et
Start
Date
Targ
et
End
Date
Success Criteria
To develop
my
presentatio
n skills
High Do better research,
and use language and
body posture well
Speak to higher
authority of Alexandra
Reisse in order to get
some extra information
of the company
regarding financial
reports
15th
April
2019
13th
May
2019
The result will
be effective, as
proper feedback
could be
received to
make better
presentations.
To develop
better
financial
reports
Medi
um
Use of financial tools
and software, mainly
MS Excel
Talk to financial
advisers of the company
in order to carry the
reports of Alexandra
Reisse in a better way.
17th
of
May
2019
30th
May
2019
If financial
reports are
carried in
correct way,
proper reports
can be
submitted to
company’s
higher
authorities.
Table 3: Detailed PDP
(Source: Learner)

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PERSONAL DEVELOPMENT PLAN
Task 2: Analysing the factors to be considered when evaluating and implementing inclusive
learning and development in an organisation
Inclusive learning and development for an organisation
An inclusive learning for an organisation means a group of individuals operating together
cooperatively to improve the working capacities that results efficiently. An inclusive learning
and development organisation, hence, assist the learning and development of its workforce to
work together in order to remain competitive in the market (Petersen, et al., 2018).
For instance, the Alexander Reisse financial institution is an organisation that adapts to the
inclusive learning and development. The organisation uses upgraded technologies to assist the
individuals to develop their ability and skills in order to work collectively to achieve the
organisational goals (Wang, et al., 2015). The organisation tries to convert the advantages of
manifold perceptions arising from the different individuals into a developed and improved
performance outcome to gain competitive edge.
Differentiation between individual and organisational learning
The learning organisation:
The formal leaning is conducted on a training based organisation or workplace over the internet
or e-portals, however, the informal learning is an enduring learning that is realistic. The formal
learning is done for a specific time and interval and has an end date. This type learning helps the
workforce to attain knowledge and skills based on learning and understanding. On the contrary,
informal learning does not have an expiry date and continues throughout the time (Geppert,
2017). This helps the workforce to learn and attain knowledge through experience. Formal
learning is an intentional learning that helps the organisation to arrange learning programmes for
the employees in a structured and proper way. However, informal learning is beyond any
limitations, where the individual learns from practical life, for which the organisation tries to put
individuals with less experience in a team with experienced employees.
The Alexander Reisse financial institution has a well-mixed structure of learning. The company
focuses on formal learning for the employees and invests in it. In addition, the company also

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PERSONAL DEVELOPMENT PLAN
focuses on the informal learning of the employees (Iacono, et al., 2017). This helps the
employees and teams of the company to have a balanced learning cycle that helps them in
developing their knowledge and skills, which ultimately benefits the organisational learning.
Training or development:
Training and development are two of the most essential part for enhancing the productivity of the
workforce. Training is a kind of learning process that helps employees to gain opportunity in
order to develop competencies and knowledge, on the other hand, development is regarding the
educational learning that helps the employees to grow in an overall manner. The orientation of
the two subjects is different, training is more specific job oriented whereas development is career
oriented (Cohen, 2017).
The Alexander Reisse financial institution puts equal focus on training and development of the
employees (Wang, et al., 2015). The training provided by them helps the employees to perform
tasks in the organisation more efficiently adding benefits to the organization. However, the
company invests in some of the employees, which the company feels are loyal, as proper
development will help the company to have a loyal base of employees that are fully developed.
Determination and implementation of learning
It is extremely important, for an organisation, to know the outcomes of the learning programmes
implemented on the employees. This helps the organisation to determine the effectiveness of the
leaning programs implemented on the workforce. The organisation adapts the GAP analysis in
order to determine the effectiveness of the learning programmes. The GAP analysis helps the
organisation to compare the output of the employees after learning with the desired outcome
(Mineraud, et al., 2016). This significantly helps the organisation to determine the effectiveness
of learning on the employees.
Need for continuous learning and professional development
Continuous learning and professional development helps the individual to expand their learning
and ability by constantly upgrading the learning skills that significantly helps them to adjust to
changes in work and demand. Continuous learning and professional development also helps the

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PERSONAL DEVELOPMENT PLAN
team and organisation to adapt to the changing business scenario, demand as a whole, and
uphold professional testimonials. Continuous learning and professional development can be
attained by formal and informal learning strategies that must be provided to the employees in a
balanced manner (Bengtsson and Carlson, 2015). A company, like Alexander Reisse financial
institution, focuses prominently on continuous learning and professional development as it helps
the organisation to learn continuously in order to adapt to various changes in the business
environment that ultimately helps the company to sustain in the market.
Essentiality of executing continuous professional development
The professional development is an extremely essential part of an organisation that not only
develops the workforce but also helps the organisation to strengthen their future aspects. The
continuous professional development can be recognised and analysed efficiently with the helps
of the Gibbs Reflective Cycle (Husebø, et al., 2015). The reflective cycle is an effective mode of
evaluating and analysing oneself through self-thoughts and discussions. This helps the
individuals and the organisation to identify that learning is continuous.
There can be various barriers to learning, which can act as obstacles for the individuals and the
firm. A small organisation like, Alexander-Reisse, may not be able to provide the best place for
learning to the individuals that can be tackled by investing more on infrastructure. Employees
with physical disparity, like perceptual difficulty, memory difficulty and speech issues can act as
a physical barrier to learning that can be mitigated by developing special learning programmes
for the employees. In addition, psychological beliefs of over-confidence or under-confidence can
also affect the learning process that can be dealt with by providing various counseling sessions.
Many issues with thinking and social skills of employees and even the organisation can act like a
cognitive barrier of learning, which can be tackled by counseling (Cook, et al., 2018).

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Task 3
(Refer to PPT)