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The purpose of an L&D Plan is to enable the student/manager to progress through a training program in a proper and organised manner. It is the basis for development or enhancement of professional competencies and follows the APIC’s Chart of Competencies. It provides a basis for assessing and developing key managerial and leadership competencies. Preparation of the L&D Plan is a major task and cannot be treated lightly as the eventual L&D Plan will be a personalised program of study that a student/manager completes. It will be a base document for both self-management as well as the College and Employer’s review of the student/manager’s progress through the program. Preparation of the individual L&D Plan should follow a structured approach as per the methodology taught in the PDP Workshop and embedded in the L&D Planner tool. For the eventual L&D Plan to be accepted by the College it needs to conform to the Guidelines & Specification for L&D Plan Preparation.

You need to read the Guidelines in conjunction with the information and advice given in the PDP Workshop.

The Table of Contents is below: 1. Self-Introduction: Tell me about yourself–Your goals, your educational background. Where you will be in 5 years and why? What makes you and your personality, capabilities suitable to your desired role? Do you have any experiences in the role?

Mega Trends and Challenges What is happening in your industry or position? What are the drivers of these positions, what are the challenges for the industries you would like to enter?  You will need to do some research here. I want five (5) references and 5 citations. To complete this, you will need to consider the Macro-elements (PESTDN). I would put these in a table as shown below

MACRO-ELEMENT

EXPLANATION

Reference

Political

Economic

Social

Technology

Demographic

Natural

After the table, please write a summary of the Mega Trend that impact on your career (250 words) using the references you have shown above

Self-Introduction

The primary focus of the paper is to provide the effective view on the personal development plan to maintain the activity in the field. The paper will also discuss regarding the human resource management and its development in the country with the mega trend for the business. The paper will also discuss on the ethics and the professional value along with the competency assessment for the development of managing skill within the business.

I have completed my education from India on civil engineering with high grades. This eventually help me to develop my knowledge and skill regarding the civil engineering activity in the field. In the present time I am studying my masters of business along with the project management. My view towards the world is to develop the working function and the valuable skill regarding the various activity in the market. I am a well-focused person for performing any activity within my interest area. I like to manage several things and very much interested for gathering information regarding new concept and things. I am very punctual at my work and perform all the activity in the perfect time management skill.

For being the human resource manager I have the essential capabilities like teamwork then the skill of time management. I have also the skill of critical thinking and decision making that help me to develop the skill and the valuable working function for the field. In the human resource management, the knowledge and skill of critical thinking along with the personal development is vital. I have performed an internship for almost 1 year within an organisation as the human resource team member for the development of business and the staff members. This experience and skill help me to develop my knowledge and my activity in the field of human resource management and also provide the valuable working function. I have also gathered effective knowledge on the development process of numerous activity as the human resource manager in the business process.

MACRO-ELEMENT

Explanation

Reference

Political

The political condition of the country helps to maintain the organisation culture in term of human resource management. The policies along with the taxing labour and the trade restriction also have the effective impact on the human resource management in Australia. The political factor have huge impact on the HRM process of the business (Collings, Wood, & Szamosi, 2018). The HRM follows the political policies regarding the company law and another legal process that is valid within the market. It can be seen that the code of ethics in the HRM is one of the vital activity and the policy that need to be maintained by the people associated with the business.

Collings, D. G., Wood, G. T., & Szamosi, L. T. (2018). Human resource management: A critical approach. In Human Resource Management (pp. 1-23). Routledge.

Economic

The economic factor is having a great impact on the human resource management. The economic growth along with the wages and the salary system of the staff members are maintained by HRM. The economic condition of Australia is strong and so the labour market. The income level of the people and their actions help to maintain valuable working function within the field (Brewster, 2017). The economic and the financial condition of the country show the facts that human resource management is essential for maintaining the financial health of the firm. The economic condition of the country helps the HRM to enhance their business process and the working function for the development of the organisation and the country.

Brewster, C. (2017). The integration of human resource management and corporate strategy. In Policy and practice in European human resource management (pp. 22-35). Routledge.

Social

Social factor within the HRM is vital for understanding the people and their need within the business. Relationship with the employees and the suppliers are the biggest activity that the HR manager needs to focus. It helps the HR manager to understand the development process of the organisation within the market. Social factor allows the HR manager to understand the need of the staff members by effectively communicating with them (Shen, & Benson, 2016). It is one of the vital activity that needs to be performed within the industry to enhance the working function of the business. It can be seen that people utilise social gathering along with the valuable working function in the field for the development of business process within the market. The social activity performed by the HR manager help to analyse the process and the working function within the field.

Shen, J., & Benson, J. (2016). When CSR is a social norm: How socially responsible human resource management affects employee work behavior. Journal of Management, 42(6), 1723-1746.

Technology

In the recent world, technology has taken over the industry to improve their working function. It can be seen that in the Human resource management technology is the process which allow the staff members and the organisation to communicate effectively with each other (Stone, Deadrick, Lukaszewski, & Johnson, 2015). Various software and technique are utilised within the industry to make the process of HR manager easier within the business. In the marketing industry with the changing world, it can be seen that technology also have the huge impact. In the present day with the development of social media and the other technical field allow the HR manager to effectively communicate with the staff members. HRM activity in the business process have developed over the years with the help of technology.  

Stone, D. L., Deadrick, D. L., Lukaszewski, K. M., & Johnson, R. (2015). The influence of technology on the future of human resource management. Human Resource Management Review, 25(2), 216-231.

Demographic

The demographic factor is essential for understanding the valuable and effective working process within the field for the development of the industry. In the human resource management, it can be seen that the demographic is the vital aspect for the managers and the staff members (Tung, 2016). This eventually helps them to understand the need of the employees and provide the valuable outcome for the human resource activity. Demographic factor effectively helps the HRM to make suitable segmentation regarding the working function and department within the business. The demographic factor allows the firm to maintain the business process and the working function of the firm. For the HRM, demography allows the marketers to maintain the working function in the business.  

Tung, R. L. (2016). New perspectives on human resource management in a global context. Journal of World Business, 51(1), 142-152.

Natural

Natural or the environmental factor also have a great impact on the human resource management. It can be seen that the HRM varies with the nature and the environment factor of the country and the area for providing their business within the field (Paillé, Chen, Boiral, & Jin, 2014). It is the fact that the entire working process of the firm is having a highly effective working function within the market. For the development process of the HRM, it is essential that the manager maintain sustainable working function within the business. The natural and the environmental factor in the HRM have the huge impact on understanding the nature and the situation of the business. It is vital for the human resource management because in the organisation there are diverse people working in one field.

Paillé, P., Chen, Y., Boiral, O., & Jin, J. (2014). The impact of human resource management on environmental performance: An employee-level study. Journal of Business Ethics, 121(3), 451-466.

The human resource management is the mega trend for the business where it help to improve the working function and the development process in the organisation. Human resource management allow the business to understand the need of their employees and also help in maintaining effective relationship with the business process and the staff members (Albrecht et al., 2015). It can be seen from the PESTDN that the human resource management is having an effective working function within the business. It is the fact that this helps the manager to develop their career in the human resource field to enhance the capacities and the capabilities of the business. Staff members in the business are developing numerous activity to help the working function within the field and also the managers have effective view for communicating with the employees to enhance their business process (Guest, 2017). This helps the HR managers to develop their skill and their knowledge on daily basis. The technology is rapidly changing and so the working function of the people within the market. The business is also developing and for the each of the new and innovative working function it is essential to develop innovative HRM strategy (Chowhan, Pries, & Mann, 2017). It helps the HR manager to understand the demography that is required for a business process. It can be seen that the HRM is the area where a person can develop their knowledge and their skill on the regular basis by effectively communicating with the employees of the firm and maintaining their value.

Megatrends and challenges in the industry

Being the marketing executive the professional goal is as follows;

  • To help the organisation to reach the its goal within the appropriate deadline
  • To enhance the organisation sales revenue by 20% within a year by recruiting marketing and sales people
  • Accomplish the professional experienced within the critical thinking for the development of the organisation
  • Analytical HR specialist within the business with robust knowledge and skill regarding the organisation innovative strategies
  • To obtain the position of human resource manager in the topmost firm in the country that also within 2-3 years

The ethics and the professional value is formed by understanding the need of working function and the value. Ethics is the relation to the values where they are considered to be the moral philosophy as well as the implementations of value within the field of professional and other activity (Parandeh, Khaghanizade, Mohammadi, & Nouri, 2015). Ethics describe the right deed of the people and also provides the view on conducting the code of ethics in the professional field. The code of ethics is set for developing the working function and the ethical standard of the employee within the organisation. It is essential for the professional field to maintain the ethical value for maintaining the working function within the market. The code of ethics that is formed for the professional development is the honesty, then the integrity, keeping the trustworthiness, loyalty and the fairness within the professional activity (Gaidry, & Hoehner, 2016).

There are other professional values and the ethics for the professional field are the commitment to the excellence, then the law-abiding, leadership, accountability as well as the morale. Human resource manager maintain the code of ethics to perform their activity within the business and also develop various working function in the field. It can be seen that maintaining the ethics and value help the human resource manager to control and manage the entire organisation and its culture. This is vital for the development plan as this help to analyse the working function within the field. It is the fact that ethics and value are formed with the help of legal procedure that helps to maintain the working function and the organisational culture (Miloradova, & Ishkov, 2015). It is also essential to understand the concept of each other within the market. I believe that ethics is the value and the vital part in the professional activity. It helps to maintain the working function and also the effectiveness of honesty in performing the task. Especially in the group activity ethic is the vital aspect for maintaining the value and the working function and also managing the information within the group.

Skills

Definition

Reference

1

Critical thinking skill

This is the ability to think clearly as well as rationally about the information (Carter, Creedy, & Sidebotham, 2016).

Carter, A. G., Creedy, D. K., & Sidebotham, M. (2016). Efficacy of teaching methods used to develop critical thinking in nursing and midwifery undergraduate students: a systematic review of the literature. Nurse education today, 40, 209-218.

2

Decision-making skill

This skill enhances the ability to make the most effective and suitable decision for any situation with the help of critical thinking skill (Vohs et al., 2018).

Vohs, K. D., Baumeister, R. F., Schmeichel, B. J., Twenge, J. M., Nelson, N. M., & Tice, D. M. (2018). Making choices impairs subsequent self-control: A limited-resource account of decision making, self-regulation, and active initiative. In Self-Regulation and Self-Control (pp. 45-77). Routledge.

3

Teamwork skill

Working within a team in the most suitable way by understanding the need and development process of each of the people (Hastie, 2018).

Hastie, C. R. (2018). ‘TeamUP’: An approach to developing teamwork skills in undergraduate midwifery students. Midwifery, 58, 93-95.

4

Time management skill

This skill helps to maintain the working function and the improvement of various working capabilities within the market that also within appropriate time (Dong, Bartol, Zhang, & Li, 2017).

Dong, Y., Bartol, K. M., Zhang, Z. X., & Li, C. (2017). Enhancing employee creativity via individual skill development and team knowledge sharing: Influences of dual?focused transformational leadership. Journal of Organizational Behavior, 38(3), 439-458.

5

Interpersonal skill

This is effectively required for the development of communication within the team members in the most effective way (Ellington, Dierdorff, & Rubin, 2014).

Ellington, J. K., Dierdorff, E. C., & Rubin, R. S. (2014). Decelerating the diminishing returns of citizenship on task performance: The role of social context and interpersonal skill. Journal of Applied Psychology, 99(4), 748.


These are the top five skill that I have and these effectively help me to maintain my position within the field. These skills are highly required for any field and for the marketing industry the critical thinking along with the decision making skill is essential for understanding the need of the customers and providing them the best service. All my present skill does not completely match with the required skill for job of human resource manager because in this I need the self-confidence and also verbal communication skill. These could be eventually acquired with the help of practice and self-development.

Skills

Deficiencies Why

Solution

1

Problem-solving skill

Problem-solving skill deficiencies is defined as the limitation for the people to perform the problem-solving skill. The major deficiency is; the emotional problem, lack of risk factor and anxiety.  

· Work out brain with the logic puzzle is the process where the HR manager need to utilize critical along with the logical thinking to maintain their activity in the business (Hesse, Care, Buder, Sassenberg, & Griffin, 2015)

· Use of mind map help in understanding the problem and also the expected solution that could be provided for the particular problem

· Creation of psychological distance

2

Self-confidence

Self-confidence is the inner value of the people and deficiency can cause anxiety. The major deficiency are; unresponsive partners, trauma, and social withdrawal

· Question the inner critiques is the best way to develop understanding and increase the level of self-confidence (Bila, Hillman, & Levine, 2018)

· Change body language, as well as the image, will help to enhance the appearance of the person for the world

· Set goal to win is the best to understand the inner capabilities of a person

3

Verbal communication skill

The deficiency regarding the verbal communication is; the issue with the expressive language, social communication disorder and lack of control on vocal tone

· Be clear and concise during the conversation allow the people to understand the appropriate aim and objective of the personal communication (Asan, Young, Chewning, & Montague, 2015)

· Maintain the vocal tone is the vital activity for the people while performing the verbal communication

· Be a good listener always help to develop knowledge regarding the numerous facts in the world

Strength

· I have the strong critical thinking skill

· I am quite patient and supportive and effective positive experience in teamwork

· I am a disciplined person with the skill of good time management

Weakness

· My verbal communication is not effective

· Due to my poor verbal communication, my self-confidence level is also not high

· Did not have the proper skill in the problem-solving process


My strength is clear and precise where I can provide the best working function to the organisation. My strength of critical thinking, then effective teamwork along with the time management skill allow me to enhance my knowledge and my capability for performing the task. My strength helps me to develop my knowledge regarding the human resource management and also it allows me to work within the team in the most effective and the suitable manner. With the strength, I also have some of the major weakness that is creating an obligation in the field of my development. My major weakness is the lack of verbal communication skill. Generally, I feel shy in front of the unknown people and for that do not have the courage to present my view. This is one of the major reason that my self-confidence level is also not good. For the HR manager, the verbal communication and self-confidence is the vital activity and to improve this skill I need to take various verbal communication coaching classes. The most vital thing is that I need to practice the communication with various people in the organisation and enhance my skill to maintain the effective position as the HR manager within the organisation.

Conclusion

The paper eventually concludes the fact that the personal development plan is essential for understanding the strength as well as the weakness of the person. The paper also concludes that in the HRM the verbal communication skill along with the other knowledge and skill is essential to enhance the working function within the market.

References 

Albrecht, S. L., Bakker, A. B., Gruman, J. A., Macey, W. H., & Saks, A. M. (2015). Employee engagement, human resource management practices and competitive advantage: An integrated approach. Journal of Organizational Effectiveness: People and Performance, 2(1), 7-35.

Asan, O., Young, H. N., Chewning, B., & Montague, E. (2015). How physician electronic health record screen sharing affects patient and doctor non-verbal communication in primary care. Patient education and counseling, 98(3), 310-316.

Bila, M., Hillman, A., & Levine, A. M. (2018). Is Short-passing Ability Related To Anxiety And Self-confidence In Division Iii Collegiate Soccer Players?: 1371 Board# 179 May 31 9. Medicine & Science in Sports & Exercise, 50(5S), 329-330.

Brewster, C. (2017). The integration of human resource management and corporate strategy. In Policy and practice in European human resource management (pp. 22-35). Routledge.

Carter, A. G., Creedy, D. K., & Sidebotham, M. (2016). Efficacy of teaching methods used to develop critical thinking in nursing and midwifery undergraduate students: a systematic review of the literature. Nurse education today, 40, 209-218.

Chowhan, J., Pries, F., & Mann, S. (2017). Persistent innovation and the role of human resource management practices, work organization, and strategy. Journal of Management & Organization, 23(3), 456-471.

Collings, D. G., Wood, G. T., & Szamosi, L. T. (2018). Human resource management: A critical approach. In Human Resource Management (pp. 1-23). Routledge.

Dong, Y., Bartol, K. M., Zhang, Z. X., & Li, C. (2017). Enhancing employee creativity via individual skill development and team knowledge sharing: Influences of dual?focused transformational leadership. Journal of Organizational Behavior, 38(3), 439-458.

Ellington, J. K., Dierdorff, E. C., & Rubin, R. S. (2014). Decelerating the diminishing returns of citizenship on task performance: The role of social context and interpersonal skill. Journal of Applied Psychology, 99(4), 748.

Gaidry, A. D., & Hoehner, P. J. (2016). Pilot study: the role of predeployment ethics training, professional ethics, and religious values on naval physicians' ethical decision making. Military medicine, 181(8), 786-792.

Guest, D. E. (2017). Human resource management and employee well?being: Towards a new analytic framework. Human Resource Management Journal, 27(1), 22-38.

Hastie, C. R. (2018). ‘TeamUP’: An approach to developing teamwork skills in undergraduate midwifery students. Midwifery, 58, 93-95.

Hesse, F., Care, E., Buder, J., Sassenberg, K., & Griffin, P. (2015). A framework for teachable collaborative problem-solving skills. Assessment and teaching of 21st-century skills (pp. 37-56). Springer, Dordrecht.

Miloradova, N., & Ishkov, A. (2015). Environmental ethics as a social, professional and personal value of the students of civil engineering university. Procedia Engineering, 117, 246-251.

Paillé, P., Chen, Y., Boiral, O., & Jin, J. (2014). The impact of human resource management on environmental performance: An employee-level study. Journal of Business Ethics, 121(3), 451-466.

Parandeh, A., Khaghanizade, M., Mohammadi, E., & Nouri, J. M. (2015). Factors influencing the development of professional values among nursing students and instructors: a systematic review. Global journal of health science, 7(2), 284.

Shen, J., & Benson, J. (2016). When CSR is a social norm: How socially responsible human resource management affects employee work behavior. Journal of Management, 42(6), 1723-1746.

Stone, D. L., Deadrick, D. L., Lukaszewski, K. M., & Johnson, R. (2015). The influence of technology on the future of human resource management. Human Resource Management Review, 25(2), 216-231.

Tung, R. L. (2016). New perspectives on human resource management in a global context. Journal of World Business, 51(1), 142-152.

Vohs, K. D., Baumeister, R. F., Schmeichel, B. J., Twenge, J. M., Nelson, N. M., & Tice, D. M. (2018). Making choices impairs subsequent self-control: A limited-resource account of decision making, self-regulation, and active initiative. In Self-Regulation and Self-Control (pp. 45-77). Routledge.

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