coursework Assignment Sample
Introduction
Although personal development plans (PDPs), a relatively new addition to the portfolio of popular human resource initiatives, are growing increasingly popular as time goes on, this is despite the fact that they are a relatively recent addition to the portfolio of popular human resource initiatives. One of the most important ideas in personal development is the personal development plan (PDP), which refers to a well-defined action plan for one’s own personal growth and development. The PDP is one of the most important concepts in personal development (Giancaspro,2021).
Typically, this plan will include training tasks, but it may also be far more thorough than a standard training plan in terms of the breadth and depth of coverage it provides as well. According to the evidence, a personal development plan is in line with today’s emphasis on empowerment and employee involvement, as well as initiatives such as Total Quality Management, which place an emphasis on continual improvement, a shared vision and values, as well as individual and collective accountability (PDPs)( Boomaars,2018).
Since personal development plans (PDPs) are centred on individual autonomy, they complement, rather than compete with, this larger strategy and contribute to its accomplishments. Generally speaking, the individual is in charge of drafting the development plan, putting the plan into action, and keeping the plan up to date with current developments in most participatory development plans (PDPs). What distinguishes participatory development programmes (PDPs) from other forms of development programmes is the strong sense of personal responsibility for one’s own development that is at the heart of them. There are many other individuals who play a role in this process, such as line managers or human resource experts, as collaborators in the design and implementation of a plan, or as supporters of the individual in reaching his or her goals rather than directly assisting them in achieving their objectives (Boomaars,2018).
However, despite the fact that PDPs responded rapidly to the request for ideas, they have only been given a disproportionately small amount of research funds as a result of their participation. Due to the same reasons why many other programmes have been effective, there is a significant lot of ambiguity surrounding the nature of these initiatives, how they will be carried out, and what sort of assistance they will require. It may be difficult to draw a distinction between them and the development action plans that have traditionally been included as a component of evaluation systems.
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| Competence | Indicate Knowledge (K), Skills (S) or Attitude(A) | Describe competence element | How far do you think you have already developed in this area? (rate from 1-lowest, to 5-highest) | How do you know you are at that level? What evidence you have that you developed to that extent? | How do you plan to continue developing in this area? Indicate some concrete actions. | |
| Teamwork | K | In general, it was acknowledged that the interviews with individual participants took around five hours, and that much of the write up was done at the participants’ residences (Fahimirad,2019).
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It is necessary for a team’s leader to be capable of making decisions that are helpful to the team both immediately and over the long term in order for the team to be adept at problem-solving and managing itself efficiently (Igwe,2020).
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Using these objectives to guide an organization’s decision-making will make it much easier for them to focus their efforts on the most essential concerns. Consequently, (Husam,2019)
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| S | Everyone we talked to expressed discontent with the significant increase in the amount of time it takes to perform and write up assessments in the recent years.
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. It is necessary for a team’s leader to be capable of making decisions that are helpful to the team both immediately and over the long term in order for the team to be adept at problem-solving and managing itself efficiently.
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they will have an easier time identifying which changes should be prioritised and which types of training would be the most effective in developing the style of leadership that they would like to see in their organisation as a result of the changes that they have implemented.
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| A… | Managers voiced initial scepticism about the new evaluation approach, citing the increased amount of documentation that would be necessary, as well as the fact that the framework had been updated from its prior form, which they believed was confusing.
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When it comes to making decisions, leaders should not be limited in their ability to think outside of the box, as is often the case
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In order for a firm to be successful in driving and accomplishing its business objectives, it is vital that effective leadership development programmes are put into place.
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| . This allowed for a more seamless transfer from one unit to the next.
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The worst case scenario is that they would discourage their team members from extending their knowledge and obtaining new abilities as a consequence of a lack of confidence in their capacity to thrive in their existing jobs, and this will suffocate their team’s creativity and innovation (Zafar,2020). | They should be implemented as quickly as feasible. You will gain a better understanding of what your company expects of its leaders, which will aid you in developing a better understanding of the business strategy that will be most effective for your company’s specific circumstances (Okolie,2020).
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| Leadership | K | To ensure a smooth transition from one unit to the next, a staff circular and an article in the company’s internal newspaper, both of which were sent to all workers, were released prior to the introduction of each new unit
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If we take this approach, it has the potential to stifle the development of critical new competencies that are required to be a successful leader in today’s society, especially among managers.
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The development of one strategy will aid the development of another strategy; as a result, it is critical to develop both strategies at the same time as possible in order to achieve the greatest possible efficiency.
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| S | As a result of this directive, all managers were directed to guarantee that the MAPS and assessment programmes (which included PDPs) that had been launched received enough support.
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This problem has been effectively handled, at least for the time being. | No matter what sector you are in, developing leaders from within a company’s own ranks and elevating leadership as a significant value in a company’s corporate culture may be advantageous to any organisation.
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| A | The use of participatory development plans (PDPs) in development events has been proven to be effective, and they have passed a number of different tests as well.
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If necessary, units can also seek assistance from human resources, which can be made available upon request.
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Worker-driven transformations must not be allowed to grow in isolation; rather, they must be embraced and supported as they take place throughout the organisation. The route to growth is often bumpy and filled with sub-optimal decisions, making navigation difficult. |
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| Career Management | Cooperative Research Program (which is funded by large corporations) in order to conduct a more in-depth investigation into the issue of PDPs.
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In order to ensure that the organisation continues to provide ongoing assistance to its customers, resources such as training sessions, manuals, and an appraisee guide are all made accessible for use by anyone who choose to participate.
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When designing an employee development plan, incorporate self-adjustment and reflection into the final stages of the process so that everyone involved can reflect on what went well and what didn’t and make adjustments as needed so that the development process becomes more effective and smooth as time goes on. | |||
| In the meantime, because personal development plans (PDPs) are becoming increasingly popular, the Institute of Education Sciences (IES) requested assistance from its
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Fortunately for them, the expanded managerial responsibilities were deemed beneficial, which is a good indicator that things are moving in the right direction.
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This is ultimately helpful to the person as well as to management and, ultimately, to the entire organisation.
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References
Boomaars, C., Yorks, L. and Shetty, R., 2018. Employee learning motives, perceived learning opportunities and employability activities. Journal of Workplace Learning.
Fahimirad, M., Nair, P.K., Kotamjani, S.S., Mahdinezhad, M. and Feng, J.B., 2019. Integration and Development of Employability Skills into Malaysian Higher Education Context: Review of the Literature. International Journal of Higher Education, 8(6), pp.26-35.
Giancaspro, M.L. and Manuti, A., 2021. Learning to be employable through volunteering: A qualitative study on the development of employability capital of young people. Frontiers in Psychology, 12, p.353.
Husam, H.A. and Abraham, P., 2019. Employability skills development through assessment in higher education: Students’ voices on reflective assessments. Glob Acad J Econ Buss, 1, pp.36-42.
Igwe, P.A., Lock, D. and Rugara, D.G., 2020. What factors determine the development of employability skills in Nigerian higher education?. Innovations in Education and Teaching International, pp.1-12.
Igwe, P.A., Lock, D. and Rugara, D.G., 2020. What factors determine the development of employability skills in Nigerian higher education?. Innovations in Education and Teaching International, pp.1-12.
Okolie, U.C., Nwajiuba, C.A., Binuomote, M.O., Ehiobuche, C., Igu, N.C.N. and Ajoke, O.S., 2020. Career training with mentoring programs in higher education: facilitating career development and employability of graduates. Education+ Training.
Zafar, N., 2020. Understanding the role of personal development in undergraduates. Pakistan Review of Social Sciences (PRSS), 1(1), pp.93-115.
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