Final Reflection and PDP: Developing Talent at Rampar Trading

This document presents a student's final reflection and Personal Development Plan (PDP) focusing on talent development strategies within Rampar Trading. It emphasizes retaining and developing employee skills through new ideas and knowledge, acting as a leader and facilitator in talent management. The PDP is influenced by the development of workplace skills plans, the application of CCFOs, ETD strategies, and the development of ATR for effective information gathering from employees. The theory of change principle is also highlighted for its role in linking inputs and outputs to achieve positive organizational results. Key influences include diversity management, occupational approaches, job design, and training. The student aims to implement skill development facilitation, CCFOs, WSP, ETD, change theory, on-the-job training, and mentoring to enhance employee skills and knowledge within the organization.

0Running head: FINAL REFLECTION AND PDP
Final Reflection and PDP
Name of Student
Name of University
Author Note

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FINAL REFLECTION AND PDP
Contents
Open Letter......................................................................................................................................2
Bibliography....................................................................................................................................4

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FINAL REFLECTION AND PDP
Open Letter
To
The Manager
Rampar Trading
Dear Sir,
I will be taking the approach of retaining and developing the skills of the employees
working under me. I would be facilitating new ideas and knowledge of improving the skills of
the employees so that I can be able to understand the fresh talent and provide them the
motivation and will be engaging in a proper way. My talent development style is quite different
from the others working in my organization. I should be recommending the understanding the
skills and knowledge of both the employers and the employees in developing and retaining the
best talent for the organization. My approach should be that I would be acting as the leader and
facilitator in understanding the approach of developing and managing the new talent for the
organizational benefit.
My PDP is influenced by the development of the workplace skills plan which is the key
tool in shaping the all round skills of the employees as well the employers working in Rampar
Trading. MY PD is also influenced by the application of CCFOs in organization. The
development of the ETD strategies and its implementation has also influenced my personal PDP
portfolio. My PDP portfolio is also influenced by the development of the ATR which is
important for organizing and analyzing the information from the employees to gain effective
knowledge from them.

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FINAL REFLECTION AND PDP
The principle of theory of change will influence my PDP portfolio as this will help me to
gain my learning experience which provides positive results for the organization. It will help me
make difference of linking between the inputs and outputs recognized. The principles which have
influenced my PDP portfolio should be the diversity management at the organizations which
helps me to develop and maintain diverse culture for the employees to work in. The practices of
occupational approach, job design and training have influenced my PDP portfolio.
As a facilitator I would be implementing skill development facilitation in order to provide
proper planning, implementation and training to the employees in the organization. I would like
to implement CCFOs for resolving the issues and improving the skills and knowledge of the
employees. I would like to implement WSP. I would also like to implement ETD in organization.
I would like to implement change theory, on the job training and mentoring as well.
Thanking You
Yours faithfully
Pieter van Ellewee

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FINAL REFLECTION AND PDP
Bibliography
Al Ariss, A., Cascio, W.F. and Paauwe, J., 2014. Talent management: Current theories and future
research directions. Journal of World Business, 49(2), pp.173-179.
Deery, M. and Jago, L., 2015. Revisiting talent management, work-life balance and retention
strategies. International Journal of Contemporary Hospitality Management, 27(3), pp.453-472.
Newhall, S., 2015. Aligning the talent development and succession planning processes: Don’t
allow critical leadership talent to fall by the wayside. Development and Learning in
Organizations: An International Journal, 29(5), pp.3-6.
Rees, G. and Smith, P. eds., 2017. Strategic human resource management: An international
perspective. Sage.