This report is based on the Continuing Professional Development Report of a HR Professional. Continuing Professional Development or CPD is mainly the process by which the knowledge, skills and experience if a person are tracked and documented. This report is sometimes used in organizations as a part of their training and development program. The Continuing Professional Development Program helps the person to manage his own developments in a regular basis (Beetham and Sharpe 2013). This process helps the person to record the experiences, review them and further reflect on what he has learnt. Career development is important for the professional development of a person. This helps in ensuring that the capabilities of the person are up to date with changing needs of the field, to enhance the skills and knowledge of the person, to ensure that the knowledge of the person is relevant to his field, he can contribute to his team in a meaningful manner (Boud and Hager 2012). The professional development of a person is based on the Career development model.
I am hereby writing my Continuing Professional Development Report as an HR Professional. This report will highlight my strengths and weaknesses. This will also highlight the areas in which improvement is required from my side. Further, this will help me to judge my own competencies and capabilities and enhance them as and when required.
I have worked as a Senior Executive Officer in the Federal Ministry of Commerce and Industry, Nigeria from April 1993 to 2003. After this I have worked as a Recruitment Officer in C & S Movement Church from January 2003 to August 2011. Following this I have been working as a HR Coordinator in NHS London from September 2011 till date. At present I am working in NHS London as a HR Coordinator. I act as the main point of contact for all issues related HR. These include the grievances of the employees, disciplinary functions and many more. My achievements include, reaching four out five targets related to revenue and I have also gained a strong reputation for my ability to up-sell products and many more. My future career aspirations include the abilities to excel in the field of HR activities. To enhance my skills so that my achievements are also enhanced. My future aspiration includes my aim to enhance my abilities in this field so that I can reach a whole new level of expertise and achieve the targets which I could not achieve earlier.
I have working in the field of Human Resource for a long time now. During this course of time I have gained a lot experience and knowledge in this field. In the beginning of my career I had worked as a senior executive officer wherein I had the responsibility of implementing policies and procedures in the organization, supervising activities related to recruitment. Then I had worked as a training coordinator and had the responsibility of providing all HR related services to the company which includes processing the staff records, focusing on the terms and conditions for the employees, trying to build effective relationships at work. I also performed tests of the software and hardware related to training programs (Al Ariss, Cascio and Paauwe 2014). I have formed my career aspirations based on the career development model as discussed by, Patton and McMahon (2014) which states the five steps of career development. The steps are Assessment- where the I have assessed myself based on the job, Exploration- where I
have checked upon the various options that I have, Preparation- where I have made a plan for my own development, Implementation- where I have executed the plan that I have made, Decision-making- where I evaluated the available options and taken my decisions accordingly. Therefore, I have formed my career aspirations based on this model of career development.
I have more than 10 years of expertise in HR related activities which includes many functions like selection, recruitment, relationship with employees, formulation of HR policies and also designing and delivering training and induction to new employees. I am capable of identifying the opportunities which can lead to growth and communicate the strategies and vision to the staff of the company and also to board level and senior level managers. These strengths have helped me to work successfully in the three mentioned companies and in future this will help to further achieve my career goals and help me to reach a new level of expertise. I have served these companies as an HR professional in which I have performed multiple duties and responsibilities related to HR functions, which include recruitment, training, formulation of training materials and policies (Kim et al. 2014).
The areas which require development include my IT skills which limited to Microsoft Office. I need to enhance my IT skills so that the field of my work is broadened and I can take more responsibilities not only related to manual work but also related to software and hardware issues. With the help of enhanced IT skills, I can perform many tasks in much less time as compared to doing them manually. These include, making changes in staff records, forms related to termination and many more. The process work flow is also improved in this way and I can provide my contribution to the company more and more (Filipe et al. 2014).
The career development plan that I have made is a step-by-step process as follows:
I have summarized all the information related to my self-assessment needs, which includes my strengths, weaknesses and interests. I have jointly done this self-assessment analysis along with my supervisor. The supervisor has helped to understand the needs of the organization and the changes that has occurred in the external environment which includes changes in technology, turnover expectations (Friedman 2013). The self-assessment analysis that I have performed along with my supervisor has helped me understand my capabilities and weaknesses and accordingly set my goals for career achievement and skills enhancement. The career goals that I have set act as guide towards the identification of the competencies and skills that require development. The supervisor helped me to engage in various training and development programs required to develop my skills (Igarashi, Suveges and Moss 2013). I have set my own deadlines to achieve my goals and targets and then I have been trying to implement my learning successfully in my work. In this way I can assess my own development. After this whole process of career development activity my supervisor has helped me to review my performance and skills so that I can judge my level of understanding and my skills and competencies.
The barriers that I may experience in my career development include,
Expectations about the job which are beyond reality can act as a reason for stress for me. A high amount of pressure can cause a lot anxiety and stress which can act as a barrier of career development. I may even feel exhausted and depressed due to which there can be a lack of concentration in my work. I should be able to communicate easily with my supervisor and also my colleagues so that they can also understand my desires and feelings related to my job (Kennedy 2014). The inability of good communication can have an adverse effect on my career development. I should always be ready to gain more and more knowledge and have the ambition to advance in my career with the help of this knowledge. The enablers of career development include, my flexibility and adaptability and the willingness to gain knowledge, ability to learn always from any type of information and developing knowledge from that, the readiness to perform new types of task beyond types already done by me, try to gain more and more experiences, find a suitable mentor who can guide me effectively and lastly try to work in a team in an efficient manner and learn new things from my team members (Leask and Younie 2013).
The methods that I used for my career development are described further. I have coordinated with my supervisor to focus on my needs of career development and feedback has been provided by him with the help of which I have improved my work. I have taken the responsibilities of one my colleagues who is from the sales department and tried to learn by performing his duties. I have worked in many other departments of my organization in order to learn and broaden my knowledge regarding the other fields as a part of my career development program (May and Kinnison 2015). I have taken worked in teams with my colleagues in many projects of my organization which has helped me gain knowledge from them and also learn to work other people in a team. I have also taken up many individual assignments and task which are higher than my level of knowledge. I have attended many development programs organized by the organization. Educational programs related to my field of work and techniques related to it has helped me in increasing my knowledge. I have worked as an instructor for the new trainees of my organization, which has helped me in increasing my scope of knowledge leading to my career development. I have always taken more responsibilities as compared to those related to my job, so that I expand my knowledge domain and develop my career (Megginson and Whitaker 2017).
There are four stages in the development of the career of a particular individual as discussed by Mitchell and Ambrose (2012), which include, traditional organizational career, kaleidoscope career, boundary less career and protean career. Organizational career development mainly refers to the development of the employee within the processes of the organization, this is the process in which the employees are given opportunities to grow within an organization itself. Kaliedoscope career development model is the new of career development that is used in the modern times, where the career development model is designed based on the demands of the career of the employees. Boundary less career model is designed in such a way so that it has some advantages over the traditional ways of career development within an organization (Moon 2013). Protean career development model mainly states that the concept has four steps which include, monitoring and assessing the job market, trying to anticipate the trends in the market and the future developments, gaining the necessary skills and qualifications and adapting to the new and ever changing workplace. I have used these career development models to decide my career goals and assess my skills accordingly.
I have used the psychometric tests to assess myself based on the skills and abilities that I possess and my own personality as well. This type test helps me assess that whether I am right for the job that I am performing at present. The test has helped me to evaluate accurately my capacity to work with the others in my organization and the information related to the processes of the organization and ways by which I try to cope with the stresses that are caused because of my job. According to Murray et al. (2013), psychometric tests are mainly used by the organizations to test the abilities of a particular employee and his feasibility with the concerned job as well. The psychometric tests are considered to impersonal and objective and allows the candidates to compare themselves on the basis of their abilities. As discussed by Oberhuemer (2013), the psychometric tests are used by the organizations to make the recruitment process more effective and thereby I have used this test to assess and analyze my own skills. According to Singh, McPherson and Sandars (2012), there are three types of psychometric tests, which include, aptitude tests, personality tests and skills tests. The aptitude tests consist of numerical test, verbal reasoning test, logical test of reasoning, diagrammatic test of reasoning, testing errors. According to Tovey (2013), frustration theory states that the frustration of a person turns into aggression when he is stopped from reaching his goal. Frustration and aggression are linked with each other, however, frustration always does not lead to aggression. A person who has great self- control is able to suppress his frustration. Frustration is caused in the workplace when the employees do not get enough attention from the management regarding their needs and desires. I have this theory measure the balance of work in my life, and I have made my career decisions on a steady basis and this has helped me to keep away from frustrating situations (Zepeda 2012).
I have discussed my entire Continuous Development Program related to my career development. In this analysis I have learnt all my strengths and weaknesses and also the ways of improving them (Vansteenkiste and Ryan 2013). This learning will help in my future career plans and also in my current organization where I can implement these skills and knowledge for the benefit of the organization and in turn for the benefit of the people working with me or under me. I will be able to impart my knowledge to my juniors and also gain from my seniors and supervisors.
Conclusion
From the above discussion it can be concluded that Continuous Development Program helps an individual in self-assessment and managing his skills so that they can be used effectively. Further, this study helps the person to understand his weaknesses and work in the same to improve those areas with the help of new skills. The models and theories of career development helps a person to assess himself based on the needs of his job and then explore the options that are available for him. This will also help him a prepare the plan he needs to fulfill his career goals. This program helps the person to develop himself and hus skills continuously within the job itself.
References:
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Beetham, H. and Sharpe, R. eds., 2013. Rethinking pedagogy for a digital age: Designing for 21st century learning. routledge.
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Filipe, H.P., Silva, E.D., Stulting, A.A. and Golnik, K.C., 2014. Continuing professional development: Best practices. Middle East African journal of ophthalmology, 21(2), p.134.
Friedman, A.L., 2013. Continuing professional development: Lifelong learning of millions. Routledge.
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