Self development plan not only provides the self reflection but it also sets the path straight in terms of career Personal development program is very important. It provides the framework to the individual to conduct personal self assessment and identify his strengths and weaknesses. It helps in charting out the guideline to optimize and capitalize on the existing capabilities and determine the future path. It helps in identifying the areas of development and ways to enhance capabilities and knowledge and helps in deciding and developing a clear picture of the future in terms of career. Personal development plan is geared towards progress of both personality and self. A clear analysis of existing capabilities and desired ones helps in boosting self esteem and a clear picture of the future enable to add appropriate qualifications especially when you are vying for higher position (Attwood, 2005). This paper aims at creating my own personal development plan in the light of the different theories of personality, learning and leadership. Personal Development Plan A personal development plan consists of the following major steps. 1. What is my current state 2. What is my desired state 3. How do I get there? What is needed 4. ...
So it is beneficial to identify the personality type first using the Myers Brigg Type Indicator (MBTI). MBTI It is one of the best known and most widely used for identifying personality and learning style. MBTI identifies the psychological type on four different scales namely Extraversion Vs Introversion (E-I), Sensing Vs Intuition (S-I), Thinking vs. Feelings (T-F) and Judging vs. perceiving (Gardner, 2009). The E-I indicator shows whether the energy and attention primarily comes from inside or from outside events. S-I indicators shows how the individual perceive the world and take the information whether directly from the five senses i.e. sensing or indirectly by using intuition. T-I indicator shows preferences in decision making either logical and rational or subjective values like based on like and dislike. The last indicator is J-P that shows individual’s choice whether to use judging or perceptive attitude for dealing with the environment (Knights et al 2007). I took MBTI online test to identify my personality. The test identified my personality type as ESFP. It shows I am an extrovert and I have the following characteristics sociable, outgoing, talkative, gregarious, active, optimist and impulsive. In my perceptions I rely on my five senses. Both of them are my strengths. However in my judgments I am not rational and logical and mostly make judgments based on my likes and dislike. That is a weakness. My attitude in dealing with the environment is based on perception rather than judging, it can also be considered a weakness (Ewing, 2006) Learning Style There are six types of learning styles namely reading, writing, listening, speaking, visualizing and manipulating. No one style is better than the other. Generally people use the learning style
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SELF DEVELOPMENT PLAN Introduction 3 Personal Development Plan 3 What is My Current State? 4 MBTI 4 Learning Style 5 Leadership Style 5 Motivators 7 Work Values 7 What is my Desired State? 7 How do I get there? What is needed? 8 Timeline 9 Conclusion 9 References 11 Introduction Development and self growth is a progressive process in one’s life…
This is combined with finding more effective means to enhance the management to ensure that the performance levels increase and the organizational environment is enhanced with the employees. As the HR function can look at management and find ways to increase productivity, the more that employees will respond either positively or negatively, which will change with the outcomes of the company (Lawler, 165).
The HR function assists in gauging a better idea how work processes get done and how people interact with one another (Cooper 2004). The HR function allows the people to manage their domains by forming linkages with the ones above them as well as the ones who are their subordinates.
Human Resource Management (HRM) is basically defined as the consistent and planned approach to manage the most important asset of any organization i.e. the workers. People in an organization help it achieve the goals. Role of HR function in management of people can be estimated from the fact that the term “HRM” and “personnel management” are used interchangeably.
The inter-relationships and complexities of such organizations require that the improvement efforts are self reinforcing and broad. This need has generated initiatives from the human resource departments in organizations. While a number of factors affect the organizations in varying extent, the managements keep changing their strategies and policies accordingly in order to cater to those changes.
This research will begin with the statement that organizations ranging from manufacturing to hospitals struggle in order to attain sustainable improvement in the market. The inter-relationships and complexities of such organizations require that the improvement efforts are self reinforcing and broad.
Self development plan not only provides the self reflection but it also sets the path straight in terms of career
Personal development program is very important. It provides the framework to the individual to conduct
One error is the influence of the perspectives of evaluators on the process. A second error is the lack of a specific evaluation model, which is fully researchable. The other error is the inclination towards
it in assessing how well the HR goals align with the organization’s strategy is to ensure that the HR function does not yield outcomes that are outside the scope of the actual organizational goals. Again, such alignment will ensure that the HR goals are those that the
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