Work Based Learning Reflective Report: HR Manager Career

This report presents a comprehensive work based learning reflective report, focusing on a future career as an HR Manager. It begins with an introduction to work-based learning and reflective practice, emphasizing their role in professional development. The report then details the anticipated career role, outlining responsibilities and necessary training in areas like management and communication. It includes a self-assessment using a SWOT analysis to identify personal and professional development needs, highlighting the importance of analytical and communication skills. A significant portion of the report is dedicated to a work-based project plan aimed at improving employee motivation within a salon, detailing activities such as employee canvassing, separation of morale from motivation, exploration of solutions, communication plans, team-building events, and recognition programs. Finally, the report offers a reflective analysis of the overall work-based learning experience, summarizing key learnings and insights gained throughout the process.

WORK BASED
LEARNING
REFLECTIVE
REPORT

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
Future Career Role and Responsibility for Own Learning.........................................................1
TASK 2............................................................................................................................................3
Personal and Professional Development Needs..........................................................................3
TASK 3............................................................................................................................................4
Plan for Work Based Project.......................................................................................................4
TASK 4............................................................................................................................................7
Conducting the Project and Recommendation of Applicable Solution......................................7
TASK 5............................................................................................................................................8
Monitoring and Evaluating Progress of the Project....................................................................8
TASK 6............................................................................................................................................9
Reflective Report........................................................................................................................9
CONCLUSION..............................................................................................................................12
REFERENCES..............................................................................................................................13

INTRODUCTION
Work Based Learning refers to an effective educational strategy, which allows students to
appropriately experience real time work experiences, which provides them with the opportunity
to effectively utilise their academic, along with their technical competencies. This further
develops the scope of their employability (Cunningham and Dawes, 2016). On the other hand,
reflective practice, associated with past experiences allows individuals to reflect upon the
positives and negatives present within the same, which further allows them to ensure their
personal and professional development. The report below is based on work based learning along
with its impact on the overall development. It includes a detailed insight towards future career
role and explanation of what personal and professional training is required for the same.
Moreover, it also covers taking responsibility for own learning at the workplace. In addition to
this, the report covers an appropriate identification of personal and professional learning and
development needs for the proposed future career role. Furthermore it includes proposing a plan
for work based project along with necessary time scales for the same. The report also addresses
monitoring and evaluation of the progress, as well as, a detailed reflective report related to
overall experience.
TASK 1
Future Career Role and Responsibility for Own Learning
Work based learning requires an individual to effectively state one's future career role,
which develops a pathway towards their appropriate personal and professional growth.
Moreover, it also helps people in improving their decision making abilities and other capabilities,
that ensures that necessary steps are taken by persons to secure their career through effective
increase in their employability (Schuh and et. al., 2015).
In this relation, my anticipated future career role is of an HR Manager, who is responsible
for maintaining, managing, motivating as well as retaining the human resources of an
organisation. Furthermore, these individuals are also required to appropriately ensure that each
employee within the company is personally as well as professionally satisfied.
In terms of training, there are several personal and professional training and development
activities, which is required to be undertaken by me to enhance effectiveness in relation to the
proposed career. These activities are discussed below:
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 Management:
One effective training which is appropriately required to be undertaken by me is related
to management. This means, that I require to indulge myself into training programmes that focus
on enhancing interpersonal elements , along with planning and executing several projects.
Moreover, in terms of management, training related to several new management software must
also be undertaken, such as, software for Customer Relationship Management (Helyer, 2015).
 Communication:
Another essential factor for which training is essential is related to communication. This
is because it is a highly important requirement for an HR Manager to carry out their duties
appropriately. Thus, personality development courses and seminars are necessary to be
undertaken in context with enhancing aspects like active speaking and listening.
However, individuals are required to take responsibility of their own learning, which
somewhat reduces the inclination towards external methods for training and development
(Cantillon, Wood and Yardley, 2017). In relation to the same, I tend to take responsibility of my
own learning in the workplace through several methods described below:
 Staff Manual:
I tend to appropriately study the staff manual, which allows me to review the
expectations which the company has from me. Moreover, it enables me to gain insight related to
the roles which an HR manager must adhere to. This method is appropriately adopted by me, so
that I could enhance my competence through acknowledging the expectations and code of the
organisation.
 Customer Surveys:
Another method through which I intend to take responsibility is through customer
surveys. They allow me to gather knowledge about aspects which the staff has failed to conquer.
Furthermore, surveys also serve as a guiding material to me with which, I can analyse the scope
of improvement within the overall organisation. This would enhance my capabilities of analysing
a set solution to several problems and methods which would help me to reach to favourable
outcomes.
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TASK 2
Personal and Professional Development Needs
For the role of HR trainee, it is very essential for me to evaluate my skills, attributes and
behaviour, which would allow me to analyse my personal and professional development needs
(Wall and et. al., 2017). To attain this, I would be undertaking personal SWOT analysis, which
would help me in assessing the personal and professional development needs. This analysis is
performed below:
Strengths: Leadership: One of my major strengths is associated with effective leadership quality. I
am quite effective in context of leading a group of individuals towards accomplishing a
certain goal. Interpersonal Skills: Another skill possessed by me is related to dealing with individuals
effectively. I tend to effectively manage and maintain harmony with people I interact
with, as well as ensure that I provide them with effective and appropriate insight of what
is expected of them and motivate them to achieve the same.
Weaknesses: Communication: One of the major weaknesses I possess is communication. While I am
quite sound in verbal communication, I cannot ensure effectiveness in my written
materials, which lack flow and sometimes, relevance. Analytical Skills: This weakness is associated with my lack of ineffective judgements and
assessment skills, which enhances the amount of time, while doing an activity. Moreover,
this also enhances issues in terms of recruitment and selection.
Opportunities: Expanding Market: One opportunity available for me, is that the market is quite
effectively expanding, ensuring appropriate chances in terms of develop my skills and
acquire better scope of personal and professional development (Atkinson, 2016). Technological Advancements: Another opportunity regarding my role as an HR is that
effective and technologically training methods, like simulations and Automation, could
allow me to enhance my role as an HR in a better manner.
Threats:
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 Competition: This threat is related to the rising competition within the marketplace. There
are certain appropriate training and development programmes, along with several
appropriate workshops, which are responsible towards enhancing the competencies
within individuals. Thus, it is a threat for me to work effectively in relation to become
better in my role (Zhang and et. al., 2016).
 Diversification: There are no definite methods and techniques to train for HR practices
and thus, diversification could be a threat for me in relation to remaining confined to just
limited methods to training and development.
Thus, with above analysis, I could assess, that it is very crucial for me to enhance my
analytical as well as my communication skills, along with trying dynamic methods of training
and development. These professional learning and development needs would help me in
enhancing my competence in future career role, along with gaining a competitive advantage.
TASK 3
Plan for Work Based Project
It is highly essential within Kalika Hair & Beauty Salon Ltd to appropriately and
effectively motivate staff in order to ensure their retention, along with enhancing the quality
(Cease-Cook, Fowler and Test, 2015). However, for the same, it is required to develop a plan,
which essentially would address the issue, with help of certain steps and procedures. Moreover,
developing a plan would allow the firm in enhancing the situation within the company in terms
of employees performance as well as communication.
For the issues related to Kalika Hair & Beauty Salon Ltd, the plan for employee
motivation is described below:
PROJECT TITLE: EMPLOYEE MOTIVATION PROJECT
ACTIVITIES DESCRIPTION
Canvassing Employees The first step of the plan is related to canvassing the
employees effectively. This means, that each employee is
different, with distinct characteristics and motivational
aspects. Thus, there is a need for the organisation's top
management to start treating the employees within the
organisation as an effective asset, along with analysing their
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motivational and de-motivational factors (Basit and et. al.,
2015).
However, there are two ways through which this could
appropriately be achieved by the company.
 Surveys: This is a tool, wherein individuals could be
approached regarding the performance of the company
and what elements they wish to improvise within
structure of the organisation.
 Questionnaire: It is rather an objective tool, where the
firm could provide options to employees, regarding
the type of problem they are facing within the
company, that would help the organisation in
appropriately handling the situation.
Separation of Morale from
Motivation
After effective segregation associated with different
motivational factors, the next step calls for separation of
morale from these motivational elements. This means that the
firm is required to analyse the intensity of morale possessed
by individuals. For instance, employees having high morale
face difficulties in remaining engaged and highly productive.
Moreover, this allows the firm to effectively turn talents of
their workforce into productivity, as they are likely to be
aware about the triggers within each and every individual
present within the company (Ferrández-Berrueco, Kekale and
Devins, 2016).
Exploration of Solution It is highly difficult for the organisation to appropriately
motivate individuals. However, this step is associated with
finding out effective solutions associated with the same.
There are several solutions that would be delivered as a part
of the plan.
 Positive Feedback: One effective solution is related to
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providing positive and contributing feedback to the
organisation's employees. This would be done after
each and every major task or meetings, which would
keep the motivation intact (Major, 2016).
 Contributing Environment: Another solution for this
problem within the company is to develop an
environment, which appropriately maintains positive
vibes within the workplace, along with higher
engagement and loyalty towards the company. This
would be done through appraising as well as ensuring
dynamism within the business environment of the
company.
Communication Plan
It is perhaps one of the most essential steps within the overall
plan. As reflected in the case, that the firm is not having
appropriate communication, resulting in reduction of quality.
To accomplish the same, communication channels would be
established within the overall salon, amongst different
departments. For instance, creating a social media hub for
each of the project teams to communicate within, deciding the
daily job roles, along with appropriate and personalised
discussion. Furthermore, email channels could be set up to
inform employees in relation to any changes within the
company or regarding an important event.
Team Building Events
This step is related to conducting team building events within
the company, which would help the firm in enhancing the
engagement of the employees, along with enhancement in
their quality standards (Gessler and Howe, 2015).
Furthermore, it would enhance coordination within the team,
which would contribute in providing effective services to
customers and appropriately retain them.
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Recognition and Reward
Programme
The last step of the plan is related to development of
programmes related to recognition and rewards. The major
aspect to motivate any employee is to consider their hard
work and pay them with necessary benefits. Hence,
programmes like Quarterly Appraisals, Promotion parties,
etc., would be held in order to effectively motivate the
employees.
GANTT CHART
TASK 4
Conducting the Project and Recommendation of Applicable Solution
For the organisation, it is important to conduct the above plan appropriately, in order to
resolve the issues within the company related to motivation and performance. There are several
steps which the firm could undertake to conduct the above plan effectively (Mühlemann, 2016).
 Top Management Approval:
One of the major steps to conduct the overall activity is associated with getting effective
approval from the top management regarding the plan. This is very essential to further
commence the overall project in terms of motivating the employees. However, the biggest
roadblock which could be faced in this stage is related to top management approval, is that they
might perceive the plan to be quite time consuming or they might not find the plan effective
enough.
Recommendation:
To improvise this situation, the upper management is required to be kept in a loop related
to construction of the overall plan, which would allow a better approach towards motivating the
staff.
 Hiring Individuals for Project Management:
This is another effective variable associated with the project management. Competent
individuals are hired in a way wherein, organisations are required to appropriately and
effectively enhance the scope of improvement within the plan. However, the issue which is
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usually faced while hiring individuals is that it takes a lot of time in order to hire individuals that
are fit for the job.
Recommendation:
In order to enhance the performance in hiring a team, a set criteria must be communicated
within job advertisements, along with appropriate selection criteria to speed up the process.
 Setting up Budget:
This step is related to setting up the overall budget for the motivational plan associated
with the product. This allows the firm in appropriately carving out activities and preparing
appropriate budget so that the deliverables could be met effectively. However, there might occur
chances where the set budget does not match the actual ones (Wall and Tran, 2015).
Recommendation:
The project management team must keep the budget flexible enough to ensure that
necessary changes could be made to satisfy effectiveness of the project plan.
 Internal Research for Communication:
Each and every individual within the salon is different and hence, there are distinct
communication methods which are used by them. However, too many communication channels
would represent quite a problem to commence the plan within the company.
Recommendation:
To ensure effectiveness in the same, training must be given to staff regarding one or two
types of communication channels, such as social media and Emails.
 Setting up Judgement Criteria:
The last stage requires the project management team to set up appropriate judgement
criteria to ensure effective analysis of performance of the employees within the organisation.
However, the roadblock within this step is that the team might set up inappropriate judgement
criteria that fails to motivate employees.
Recommendation:
The team must set up criteria which directly relates with the objective of the plan, i.e.,
customer retention, employee performance and better communication.
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TASK 5
Monitoring and Evaluating Progress of the Project
In order to enhance the scope of success of a project, it is required to essentially monitor
as well as evaluate the overall progress of the plan in order to ensure that whether the right
pathway is being adopted or not. Moreover, this would also gives insight in terms of several
modifications that are needed to be implemented in order to ensure effectiveness of the plan.
Hence, there are several methods to monitor and evaluate progress of the project which could be
used for motivational plan of Kalika Hair & Beauty Salon Ltd:
 Benchmarking:
This is one of the most effective methods which is linked towards evaluating the progress
of the overall plan. This technique could be appropriately implemented within the overall plan by
setting up several pointers associated with objectives of the plan. For example, one effective
benchmark for the project would be the motivation level of the employees. To judge the
performance, repeated surveys would be distributed amongst employees in a set time interval, to
judge whether the overall plan is effective in terms of enhancing the motivation of the staff
(Helyer and et. al., 2015).
 Key Performance Indicators:
Another method through which the project management team could effectively monitor
performance is related to the setting up key performance indicators. These indicators are factors
in terms of of judging the progress in the performance of the plan, which would effectively help
in analysing the aspects which still required the overall work to be done. Furthermore, the
performance indicators would be in terms of retention rate of customers, performance standards
of employees, usage rate of communication channels, etc. Having such indicators would cover
all the objectives of the plan, along with necessary areas which would allow Kalika Hair &
Beauty Salon Ltd to further retain their loyal customers and boost the quality standards of their
company.
Using both these methods in context with effective and necessary evaluation is quite
essential for the organisation as well as project management team in context with evaluating a
sequential progress of the plan. This would further enhance the scope of success of the project as
it would be monitored effectively at every stage.
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TASK 6
Reflective Report
Reflection of an experience is highly necessary in context with evaluating the overall
positives and negatives in context with performing the activity as well as its accomplishment. In
addition to this, reflection allows in analysing the positive as well as negative points, which
allows an individual in context with ensuring improvement in their performance (Palermo and et.
al., 2015). Thus, below is my reflection in context with the overall situation within Kalika Hair &
Beauty Salon Ltd. For this purpose, Gibbs Reflective Cycle model is implemented, which
enables in essential reflection as per the situation.
 Description:
As an HR trainee, I was required to work effectively within Kalika Hair & Beauty Salon
Ltd., to carry out my duties as a Human Resource trainee and enhance my competence to provide
better benefits to the organisation. There were several tasks which were required to be carried out
by me while working in the salon. For instance, I was required to assess what personal and
professional training required by me to commence my role as an HR manager in the future, along
with analysis of responsibility of my own learning at the workplace. Moreover, I was required to
identify my personal learning and development needs for my role as an HR manager. In addition
to this, the organisation was facing some issues related to underperformance of the staff, along
with poor quality services and hence, I was required to propose, conduct, recommend and
evaluate a project plan in context with benefiting the company to overcome this situation
effectively.
 Feelings:
During the starting of my tenure with Kalika Hair & Beauty Salon Ltd, I was quite
nervous and anxious as I was required to work appropriately as an employee and provide my
expertise and services to an organisation, which was quite a new experience for me.
Furthermore, I was quite determined in relation to gaining effective experience in context with
advancing my role as an HR manager. However, as the days progressed and I learned different
spectrum of my work, I felt quite confident in context with delivering my duties to the
organisation as part of my HR curriculum.
 Evaluation:
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