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Developing Individuals, Teams and Organisations (A Development Portfolio for Planning and Monitoring of Personal and Professional Objectives)
Table of Contents INTRODUCTION ................................................................................................................................... 6 LO1.WHAT EMPLOYEE KNOWLEDGE, SKILLS AND BEHAVIORS NEEDED BY HR PROFESSIONALS ................................................................................................................................ 6 SCENARIO.1.THE PORTFOLIO OF PLANNING, MONITORING THE ACHIEVEMENT OF PERSONAL AND PROFESSIONAL OBJECTIVES ............................................................................. 6 1. PERSONAL DEVELOPMENT PLAN (SWOT) .................................................................................. 7 PART – 1 – PERSONAL ANALYSIS ..................................................................................................... 7 PART – 2 – SETTING GOALS (SMART GOAL) ................................................................................... 8 PART – 3 – PERSONAL OBJECTIVES ................................................................................................ 9 P1. THE ESSENTIALS OF HR PROFESSIONAL ................................................................................ 9 P2. AN ANALYSIS PERSONAL SKILLS AUDIT ................................................................................ 10 P2.1 PERSONAL DEVELOPMENT PLAN .......................................................................................... 10 P2.1.1T HE PERSONAL DEVELOPMENT CIRCLE ..................................................................................... 11 P2.1 SMART ANALYSIS ..................................................................................................................... 11 P2.2 P ROFESSIONAL DEVELOPMENT P LAN - S TRATEGIST .................................................................... 12 M1. PROFESSIONAL SKILL AUDIT .................................................................................................. 12 D1. THE IMPORTANCE OF PROFESSIONAL DEVELOPMENT PLAN ............................................ 13 D1.1 L EADERSHIP ......................................................................................................................... 14 D1.2 T IME M ANAGEMENT .................................................................................................................. 15 D1.3 S TRESS M ANAGEMENT .............................................................................................................. 15 D1.4 P RESENTATION S KILLS .......................................................................................................... 15 D1.5 C HARRING THE M EETING ........................................................................................................... 15 D1.6 P ROBLEM S OLVING M ETHOD ..................................................................................................... 15 D1.1 L EARNING C YCLE ...................................................................................................................... 16 D1.2 L EARNING G OALS AND T RAINING ............................................................................................... 16 D1.2 L EARNING S TYLES .................................................................................................................... 17 D1.2.1. Diverging (feeling & watching- CE/RO) .......................................................................... 17 D1.2.2. Assimilating (watching and thinking – AC/RO) ............................................................... 17 D1.2.3. Converging (doing and thinking – AC/AE) ...................................................................... 17 D1.2.4. Accommodating (doing and feeling – CCE/AE) .............................................................. 17 LO2. EVALUATING AND IMPLEMENTING ‘LEARNING AND DEVELOPMENT’ TO MAKE SUSTAINABLE BUSINESS PERFORMANCE ................................................................................... 18 SCENARIO -2- LEARNING AND DEVELOPMENT REPORT FOR “DELL” ...................................... 18 P3. DISTINGUISH BETWEEN ORGANIZATIONAL AND INDIVIDUAL LEARNING, TRAINING, AND DEVELOPMENT .................................................................................................................................. 19 P3.1 THE O RGANIZATIONAL AND I NDIVIDUAL L EARNING ....................................................................... 19 P3.2. THE TRAINING AND D EVELOPMENT P LAN .................................................................................... 19 P4. THE IMPORTANCE OF CONTINUOUS LEARNING AND PROFESSIONAL DEVELOPMENT..20 M2. AN ANALYSIS OF THEORIES OF LEARNING CYCLE .............................................................. 20 M2.1. I MPORTANCE OF I MPLEMENTING C ONTINUOUS P ROFESSIONAL D EVELOPMENT ............................ 20 LO3. DIFFERENT APPLICATION OF HPW AND ITS CONTRIBUTION EMPLOYEE ENGAGEMENT AND COMPETITIVE ADVANTAGE ..................................................................................................... 20
P5. HOW HPW ROLE TO CONTRIBUTE TO EMPLOYEE ENGAGEMENT ...................................... 21 P5.1. HOW MPW ROLES IN COMPETITIVE ADVANTAGES IN DELL’S SPECIFIC ORGANIZATIONAL SITUATION ......................................................................................................... 21 M3. THE BENEFITS OF APPLYING HPW IN DELL’S ORGANIZATIONAL SITUATION ................... 21 D2. THE JUDGING OF HPW AND MECHANISMS SUPPORT IN DELL ........................................... 22 D2.1. C OMPETITIVE A DVANTAGE ........................................................................................................ 23 D2.2. C ONCLUSION ........................................................................................................................... 23 D2.3. R ECOMMENDATION ................................................................................................................... 23 LO4. AN APPRAISE OF THE WAYS IN WHICH THE FACTORS OF HIGH PERFORMANCE CULTURE AND COMMITMENT CAN SUPPORT ............................................................................... 23 SCENARIO -3 - THE FACTORS OF HIGH PERFORMANCE, CULTURE AND COMMITMENT ....... 23 1. PERFORMANCE MANAGEMENT .................................................................................................. 24 2. COLLABORATIVE WORKING ....................................................................................................... 24 3. EFFECTIVE COMMUNICATION ..................................................................................................... 24 P6 .DIFFERENT APPROACHES TO PERFORMANCE MANAGEMENT .......................................... 24 P6.1. HOW COLLABORATIVE WORKING SUPPORT HIGH PERFORMANCE CULTURE AND COMMITMENT .................................................................................................................................... 25 M4. A CRITIQUE DECISIVE EVALUATION ON DIFFERENT APPROACHES .................................. 25 M4.1 JUDGMENT ON HOW DELL APPROACHES EFFECTIVE IN SUPPORT THE GOAL ............ 26 CONCLUSION ..................................................................................................................................... 26 BIBLIOGRAPHY ................................................................................................................................. 26 TABLE OF FIGURES .......................................................................................................................... 28 List of Tables ........................................................................................................................................ 28
INTRODUCTION The markets are getting more competitive due to internal and external factors and the success depends on the capability of continuous expansion and advancement of collective and individual capabilities of the people in organizations. The

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