Professional Development Assignment Sample

Introduction

This Report on Professional Development intends to define and critically appraise the necessity of different skills that an HR manager needs for a small Indian restaurant chain. The task would focus on the skills and qualifications that HR managers need to do better with additional responsibilities (Yeoh, 2019). Self-managed learning will comprise an important aspect of this practice to develop the skills and strengthen their abilities. As an assistant HR of the restaurant chain, I will evaluate different skills, bits of knowledge and behaviours that are very essential for the job role of an HR, within this report. I will also enlighten a Continued Professional Development (CPD) plan to identify the areas that is needed to be improved and developed throughout the whole business system.

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Task 1

1.1 Analysing the required skills, knowledge and behaviours for the job role of an HR manager

Human Resource seems to be a profession that requires experience in management and leadership to develop the capabilities that business executives are searching for. Human resource managers with broader knowledge in relevant fields and more practical skills create more prospects in the corporate world. The essential skills, knowledge and behaviours of an HR manager are described below:

1.1.1 Skills

• Communication skills: As an HR specialist, a person expects to be able to portray himself effectively, both in oral and in written communication. The HR manager works with a large number of people every day, attending to their difficulties whether they are work-related or not (Hunter, 2019). Through all these experiences, they achieve employees' confidence and trust and thus strengthen the interrelations in the workplace.
• Organizational skills: HR encompasses multiple activities including recruiting, training, efficiency reviews, individual development plans and relationships with employees (Wall et al., 2019). An HR manager manages all of these tasks and requires a systematic strategy to get through all of the operations.
• Decision-making skills: A proper decision-making ability is a very vital skill for HR. throughout an efficient strategy, experience and intuition, an HR gains the proper ability to make a significant decision at any crucial stage of the business.

1.1.2 Knowledge

• Personnel and Human Resources: A successful HR must have efficient knowledge about the different procedures and principles of recruitment, selection, training etc. as well as the HR must also have the knowledge about the personnel information system.
• Administration and Management: The HR of any corporation must have proper knowledge about the different management and administrative principles of a business system to conduct effective strategic planning in order to enhance the productivity and profitability of a business system (Meissner and Shmatko, 2019).
• Public Safety and Security: Another basic knowledge that HR must have knowledge about the safety and security of the employees. This knowledge can help HR to ensure the rights of employee security and safety at their working time.

1.1.3 Behaviours

• Leadership: Effective leadership is a very vital behavioural factor for an HR. throughout this behaviour, HR achieves the ability to encourage the employees towards their job role.
• Tolerance of the stress: A HR should always accept critiques and interact with high-stress situations in a relaxed and effective manner.
• Self-Control: A HR requires calmness, leverage of emotions, control of anger and prevent violent behaviour, even in the most challenging situations.
• Analytical Thinking: HR requires the interpretation of evidence and the use of logic to address the problems and stigmas attached to work.

1.2 Analysing how the knowledge, skills and behaviours can allow me to develop a professional plan

A SWOT analysis has been carried out to evaluate how the described skills, knowledge and behaviour can impact the businesses of the specific Indian Restaurant Chain.

1.2.1 SWOT Analysis

1.2.2 analysing how can the information allow me to develop a significant professional development plan

Proper skills, knowledge and behaviour of the HR can help to make an efficient PDP for the effective growth of the business as well as it can help to enhance the productivity and profitability of the organisation. This could also help to find out the specific areas that are needed to be improved.

1.3 Analysing the professional development plan that can demonstrate different pieces of evidence of personal evaluation and reflection

As an HR I need to go through the self-reflection method to recognise my abilities, weaknesses and aspects of progress that needs to be improved through self-learning and continued development. A strategy to the self-managed curriculum is the learning model developed by Kolb. According to Kolb, any occurrence or experience provides an individual with learning through the acquisition of abstract ideas and these concepts can also be incorporated in different contexts. The four-stage paradigm of learning is the following:

Figure: Kolb's Learning Model

(Source: Chiu, 2019)

Throughout this report, I have concerned that communication skills and effective administration skills can help me to increase my relationship with the employees. Through the proper interaction, I can be concerned about the different problems of the employees regarding their work as well as I can encourage them about their job role.

I have also recognised that I have to enhance my decision-making skills in order to take a proper and successful decision at any kind of crucial stage of the business system. In this way, I can improve my professional development plan in an appropriate way.

Task 2

2.1 Analysing the importance of CPD and how it can assist the performance of the overall business system

2.1.1 analysing the importance of Continued Professional Development (CPD) in the overall business procedure

CPD allows people to maintain a continuous range of high-quality of applicable skills and expertise across their career. The importance of CPD is described below:

• Competitive Edge: A proper professional Development can increase the performance of the workforce which can provide a competitive advantage to the company (Chiu, 2019).
• Cost Efficiency: An efficient CPD can decrease the expenditure on training and other related costs.
• Increase the growth: Most of the directors believe that the significant skills of the workforce can enhance the growth of their business.
• Performance measuring: throughout a proper CPD plan the administrators can measure the performance of their employees as well as they can find out the gaps.
• Improve Standards: CPD contributes to maximising staff potential and improves staff's morale.

2.1.2 representation of different learning theories

• Kolb's Learning theory

This method reflects a learning cycle or loop in which the learner comes into contact with all aspects, that is a loop of experience, interpretation, thought and performance. According to this theory, Instant or specific perceptions contribute to observations and experiences.

Kolb's model works on two levels, Such as a four-stage cycle and four types of learning style.

The four-stage cycle is divided into the following stages.

1. Concrete Experience
2. Reflective observation

• Abstract conceptualisation

1. Active Experimentation

As well as the four learning styles are:

1. Diverging
2. Assimilating

• Converging

1. Accommodating

Figure: Kolb's Learning Model

(Source: Stander, Grimmer and Brink, 2019)

Throughout the learning model of Kolb, an effective CPD can be developed and maintained.

• Honey and Mumford Theory

The Honey and Mumford theory can enhance the CPD activities of an organisation in the following ways.

Figure: Honey and Mumford Model

(Source: Nurumal et al., 2019)

• Lewin's Learning Theory

Lewin emphasized behaviour research as a feature of the social and physical situation as a whole. Lewin emphasised his viewpoint through the following formula:

B=F(pe)

where 'B' represents the behaviour of an individual, 'f' represents the function, 'p' describes the person and 'e' represents the overall environment of the scenario.

On the context of life-space, Lewin describes human behaviour (Nurumal et al., 2019). The life-space of an entity relies on across his/ her psychological intensity. This comprises the individual; his activities, conflicts, viewpoints as well as his surroundings, which comprise of artefacts and interpreting events.

2.1.3 Critically analyse how these learning theories can assist the CPD

According to (), the Kolb's Learning cycle can help an individual or organisation by providing the four phases of learning styles. It assists the individuals to encounter a personal reflection to find out the gaps in his existing skills, which is very essential to form up a significant Continued Professional Development Plan.

The Honey and Mumford theory helps the individuals to enhance their skills by interaction-based learning, theory-based learning as well as it can help them to find out the gaps in their skills. As the same, Lewin's theory can assist the individuals to comprise their activities and conflicts and viewpoints (Kinnett et al., 2019). These are also very effective to develop a proper CPD plan.

2.2 Producing a detailed CPD plan to find out the barriers of learning as well as to determine the clear goals and requirements that are needed for the sustainable growth of the business.

2.2.1 Demonstrating a detailed CPD plan for new assistant managers through a learning cycle theory

As a new HR assistant manager, I am going to develop a Continued Professional Development plan for the significant growth of our restaurant chain business, through the help of the Gibb's reflecting Cycle. This could help me to understand the skills that are required for my job role. The CPD is derived bellow.

2.2.2 Aims, objectives and barriers of learning for the sustainable growth of the restaurant chain

The individuals have to fix some aims and objectives as well as to find out the barriers of emphasizing the learning theories for the sustainable growth of the organisation. The individuals can use the SMART method to incorporate with the effective aims and objectives regarding the learning procedure.

• Specific: Individuals ought to have a collection of the resulting data, explanations or behaviours.
• Measure: Use a transparent and relevant process evaluation framework.
• Attainable: Ensure that the aim is attainable in the present circumstances
• Relevant: the overall goal must be beneficial for then the whole life of the individual.
• Time-Sensitive: individuals have to set a significant deadline for each activity.

There are also some barriers that can affect the sustainable growth of the business system. Such as the competing priorities of the managers can affect the business. Lack of proper leadership can also hamper the business system.

Conclusion

The efficient skills, knowledge and polite behaviours can enhance the performance of an HR. self-reflective or self-managed learning is also very crucial for HR to improve their pe4rformence and encourage employees. The mentioned study has concentrated on the skills and experience that HR managers must improve to do great with increased responsibility. The self-managed practice could be an important element of these practices in order to gain the experience and enhance the skills

References

Chiu, S.K., 2019. Innovative experiential learning experience: Pedagogical adopting Kolb's learning cycle at higher education in Hong Kong. Cogent Education, 6(1), p.1644720.

Hunter, C.R., 2019. THE NEED FOR AND THE TRAINING OF COMPLEX PROBLEM-SOLVING SKILLS. European Journal of Human Resource Management Studies.

Kinnett, K., Francis, L., Kornfeld, D. and Wehrman, K., 2019. A framework to standardize faculty development of interprofessional education.

Long, E.M. and Gummelt, G., 2019. Experiential service learning: Building skills and sensitivity with Kolb's learning theory. Gerontology & Geriatrics Education, pp.1-14.

Meissner, D. and Shmatko, N., 2019. Integrating professional and academic knowledge: the link between researchers skills and innovation culture. The Journal of Technology Transfer, 44(4), pp.1273-1289.

Nurumal, M.S., Salahuddin, M.A., Daud, A., Shahadan, S.Z., Abdul-Mumin, K. and Shorey, S., 2019. Learning styles of Malaysian Generation 'Y'healthcare undergraduates. Enfermeria clinica, 29, pp.471-475.

Stander, J., Grimmer, K. and Brink, Y., 2019. Learning styles of physiotherapists: a systematic scoping review. BMC medical education, 19(1), pp.1-9.

Stewart, G.L. and Brown, K.G., 2019. Human resource management. John Wiley & Sons.

Wall, K., Van Herwegen, J., Shaw, A., Russell, A. and Roberts, A., 2019. A Study of the Drivers, Demand and Supply for Special Educational Needs and/or Disabilities (SEND)-Related Continuing Professional Development (CPD) for School Staff.

Yeoh, P.L., 2019. A CRITICAL ASSESSMENT OF SKILLS AND KNOWLEDGE FOR ENTRY-LEVEL MARKETING JOBS: A DELPHI STUDY. Marketing Education Review, 29(4), pp.242-265.