The first goal aims to meet the purpose of developing abilities in human resource. It requires proper understanding and thorough investigation regarding the management plan. However, before going to set a plan developing communicative skills is highly essential for a HR manager in order to deal with the employees (Stone and Deadrick 2015). Moreover, the ethical considerations play pivotal role while mitigating the problems related to HR management. Therefore, after developing an effective communicative skill I shall put my focus on reading peer reviewed articles and books. It will provide a better experience and the possible challenges that the HR manager face during their job. Based on this understanding, I shall apply in a well known company to join as a trainee in HR management and gain experience.
After my joining in a renowned company I can nurture my knowledge in my practical experience. As a matter of fact, according to Armstrong and Taylor (2014) it is important to get acknowledge with the possible challenges and remedies before facing the real time situation. After that, categorising the issues as per the severity is another important step that I will take and on the basis of the severity I shall prepare an action plan. The primary purpose of this Personal Development Plan is to create an understanding regarding the competencies and the important factors that can be implemented to become a better Human Resource manager. In this regard, I have to balance between my career and the workforce.
As a HR manager it is my responsibility to familiar with the problems that the employees are facing during their work. In fact, it is one of the fundamental roles that any HR manager should possess. In this context, induction with the employees and meeting with the higher management in a monthly basis is highly essential to gather information regarding the challenges and limitations circled around the company (Bolman and Deal 2017). For a better experience of providing effective services I shall participate in advanced communication skill enhancement program.
Self assessment is an imperative part that the HR management has to follow in every aspects of his or her working life. The purpose of this self assessment is to analyse the development of a HR manager. Inclusion of the supervisor is also an important part that can effectively been incorporated into the self assessment part. Therefore, I want to get the feedback from my supervisor in form of ratings or statement so that I can set the strength and weaknesses in my personality. Besides this, I have to acknowledge the mission and vision of my Company. It is important to set a plan that is coincided with the objectives of the Company. However, before taking decisions on behalf of my organisation it is imperative to build up the basic characteristics that a HR manager must possess.
Moral codes and ethical considerations of a company are considered as a significant aspect that a business organisation must follow. In fact, the moral codes and ethical considerations are associated with the workplace safety, free from discrimination, against workplace bullying and transparency in employee payments and salary structure (Scott 2016). Therefore, it is the responsibility of the HR manager to deal with these issues generally. However, there are other types of issues that the HR manager can face also.
In this context, the role of the HR manager is to let inform the higher authority about the importance and significance of enlisting some ethical and moral standards that all the employees irrespective of their ranks and designations must follow. In addition to this, there are some legal proceedings that the HR manager will mention in order to take necessary steps in case of any violation in the ethical standards. In course of the action I am going to take some measures mentioned in my action plan in order to facilitate a better progress towards good HR manager. Moral and ethical factors are the essential part in this regard that are lingered with my personal development. In fact, my moral obligations will help me to establish a strong and impartial decision making practice in my action.
Armstrong, M. and Taylor, S., 2014. Armstrong's handbook of human resource management practice. Kogan Page Publishers.
Bolman, L.G. and Deal, T.E., 2017. Reframing organizations: Artistry, choice, and leadership. John Wiley & Sons.
Scott, E., 2016. Ethics and human resource management. In Practicing professional ethics in economics and public policy(pp. 215-221). Springer, Dordrecht.
Stone, D.L. and Deadrick, D.L., 2015. Challenges and opportunities affecting the future of human resource management. Human Resource Management Review, 25(2), pp.139-145.