Enhancing Professional Practice PDP (Research Paper Sample)

University of Salford Manchester
Enhancing Professional Practice PDP
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Table of ContentsIntroduction.………………………………………………………………………….…….…3Personal Development Plan…………………………….…………………………………….3Professional goals…………….…………………………………….…………………3Key areas of development………………………………………………………….…4Skills, strategies, resources needed.……………………………………………….…5SWOT Analysis…………………………………………………………………….…6Action Plan………………………………………………………………………….…………6Track Progress………………………………………………………………………….…….11Success Criteria……………………………………………………………………….11Target Dates for Review……………………………………………………………...12Conclusion: ………………………………………………………………………………. ….12Bibliography………………………………………………………………………….……….13
Introduction
A personal development plan (PDP) is a type of self-assessment and reflection used to analyze one's academic and professional growth. It is essential in the professional world as part of the continuous professional development process. Continuing professional development is a series of ways and procedures that assist people to manage their personal, professional, and academic development. For the professional, the PDP will help in assessing the possibility of promotion and further development. PDP will offer the individual set out goals, help reveal strengths and weaknesses, enhance performance levels and ability to get employed, give a person a sense of purpose in life, motivates, tracks growth, and ensures a healthy mental state. The principal aim of the assessment task is to use the Development Plan template provided by the CIPD, produce a Personal development plan based on personal development needs, as identified throughout the module. The assessment will attain the principal goals via conducting a SWOT analysis, and discussion of the areas that need development to be an effective and efficient HR professional.[The Chartered Institute of Personnel and Development]
Personal Development Plan (PDP)
Professional goals
* To enhance HR professional development through gaining the relevant skills, experience, and knowledge, and attaining the right certifications after completion of the module.
* To facilitate the doubling in the number of training programs so that it can improve the efficiency of the HR profession.
* To help create effective team-building activities that would enhance better engagement by more than a half to allow for flexibility at the workplace.
* To increase the number of employees who rate the work setting as healthy and enabling optimal productivity.
* To ensure the HR activities contribute to an increase in profitability and growth of the organization the HR professionals work for.
* To achieve the highest level of HR and worker engagement, hence revamp the worker experience.
* To advance the ideas and practices that help in hiring and retaining talent, thus saving on the costs related to turnover.
Key areas of development
The first key area of development is gaining the skills, knowledge, and experience required to become an effective and efficient HR professional. It means ensuring one aligns themselves with institutions that have developed and redesigned a curriculum that will ensure learners get the knowledge, skills, and experience. The ongoing demands of the HR profession require partnerships with all stakeholders to take care of the rapidly evolving field. The next area of development is career growth, training, and other opportunities for advancement. It is part of developing strategic HR practices that will improve individual and organizational performance. Also, it implies proper training for workers and motivation to sustain the commitment toward organizational goals.[Susan R. Madsen and Anita L. Mutso. Traits, Skills, and Knowledge Required of Successful Human Resource Leaders. The Journal of Applied Management and Entrepreneurship, Vol. 9, No. 3] [Sunil Ramlall. The Role and Priorities of the Human Resource Management Function: Perspectives of HR Professionals, Line Managers, and Senior Executives. International Journal of Human Resource Studies, 2019, Vol. 9, No. 2]
The next area of development is the development of HR programs and strategies to improve the performance of the organization. It is a major strategic role of the HR professional. The professional in the field collaborates with other managers in the formulation of forward-looking strategies that will help attain set goals and integrate. The other area that will require development is personal and professional methodology in employee development. The area needs development due to unpredictable changes to the modern HR setting, for example, due to the emergence of a global pandemic. These are part of the overall goal of supporting the HR function of enabling organizations to get the best out of the people they employ.[Armstrong Michael. Armstrong's Handbook of Human Resource Management Practice, Kogan Page; 15th edition (January 28, 2020)] [Mikolajczyk, Katarzyna. Changes in the approach to employee development in organisations as a result of the COVID-19 pandemic. European Journal of Training Development, Available at:https://www.emerald.com/insight/content/doi/10.1108/EJTD-12-2020-0171/full/html] [Joanna, O'Riordan. The Practice of Human Resource Management. IPA, 2017, available at:https://www.ipa.ie/_fileUpload/Documents/THE_PRACTICE_OF_HRM.pdf]
Skills, Strategies, and Resources Needed
The HR professional development needs certain skills strategies and resources. The skills needed to develop in the field include coaching, communication, administration, strategy formulation and execution, and command of the latest technologies. Studies have identified communication, interpersonal, information technology, and negotiation skills as essential competencies in the field. The skills generally fall into three divisions: HR management, development, and leadership. The HR strategies need for development relate to a specific area, models, and HR values within the organization. In the development process, resources including study materials will facilitate career growth. The resources help in performance management, learning and development, and in the main function, recruitment and selection.[Ranitha Weerarathna and Ann Pinto. A Study of Essential Competencies and Skills of HR Managers in Sri Lanka, Management and Administrative Science Review, available at: https://www.researchgate.net/publication/311547070_A_Study_of_Essential_Competencies_and_Skills_of_HR_Managers_in_Sri_Lanka] [Maria Jose Sousa. Human Resources Management Skills Needed by Organizations. In book: Leadership, Innovation, and Entrepreneurship as Driving Forces of the Global Economy (pp.395-402), 2017, DOI:10.1007/978-3-319-43434-6_33] [Joanna]
SWOT Analysis
Strengths

Weaknesses

Hard-working and committed.
Good communication and public speaking skills.
Computer literacy.
Capacity to understand complex concepts. Empathy for other people.

Limited HR practical experience.
Fear of the opinion of others.
Easily gets distracted from major projects.
No experience with HR in a multinational setting.

Opportunities

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