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Table of Contents
Individual characteristics and HRD..
Career, learning and future plans.
Learning experience essay.
Human Resource Development (HRD) is a planned, well-organized, and systematic approach to effectively utilize the human resources, improve the efficiency of employees in order to achieve the organizational goals. Strong and effective communication skills as well as integrity are key characteristics for HRD professionals. Integrity and unbiasedness are my significant personality trait. I uphold all fair practices, make sure compliance with all laws and standards, and exercise this on a daily basis in my professional as well as personal life. Moreover, another important characteristic of an HRD professional is to train, develop as well as monitor employees. I provide training to new as well as current employees. Training not only improves the abilities of the new employees but is beneficial for current employees (Salas, Tannenbaum, Kraiger & Smith-Jentsch, 2012). Also, training benefit organizations as it helps to retain good employees. Effective training improves talents and when this great talent can be put to use, it can conquer various difficulties faced in business operations (Salas, Tannenbaum, Kraiger & Smith-Jentsch, 2012). I do understand who to provide training, the relevance of the training program for the concerned individual, how to implement training sessions, evaluate the effectiveness of the training. It has become imperative to understand the 4-stage model that comprises assessing the need of the employees, designing the training program, implement it then interpreting the results. Need assessment is the first step to this model that focus on the requirements of the training program, then is the designing of the program that demonstrates the structure of the program, next is the implementation of the training and last is the evaluation whether the needs are satisfied or not. Thus, understanding of the various concepts and adaptability to changes in the external as well as the internal environment are my characteristics.
Human resource development is not limited to the process of staffing but has extended to training and career development, professional development, productivity improvement, mentoring, and overall organizational development. With the changes in the areas of operations, it has become important for HRD professional to expand their knowledge base and skills which are consistent with the dynamic environment (Noe & Winkler, 2012). This can be done by taking by Education program specially designed for adult learners. As per a study by Dolet & MacDonald (2016), the findings suggest that adult learners are motivated to go back to school for improving pay, change careers, personal enrichment etc. My future career plan is to enhance my leadership skills so as to boost organizational development. An online training session on leadership and different approaches to it will prove to be useful for my professional career. This will enable me to take up higher positions within this organization. With advanced e-learning courses and after acquiring relevant experience in this domain, these will help me to achieve my dream job as Chief Human Resource Officer (CHRO). The digitalization had made it possible to take up the training from the comfort of our homes at economical prices. Although, it has made things easier, however, it is difficult to evaluate whether the delivered training is effective and the person trained to retain the relevant information and can apply the learning in their jobs. For an individual it is imperative to continuously improve their professional skills, hence Continuing Professional Development (CPD) is what makes an individual stand apart from the crowd. Through CPD an individual can understand and administer their development by reflecting on things that one has learned. So, not just learning but CPD is important for my future growth.
Total number of V’s circled = 1
Total number of A’s circled = 4
Total number of R’s circled = 5
Total number of K’s circled =6
In the VARK questionnaire, I am more of a kinesthetic learner. Kinesthetic learners are those people who are drawn to taking up the hands-on experience. They take up an active role physically to understand information. This is true in my context as I prefer performing physical activities over the traditional means of listening, reading, or writing.
Total number of P’s = 4
Total number of A’s = 1
Total number of R’s = 0
Total number of T’s = 7
According to the PART game analysis, I have scored more of T’s and hence is of the category Theorists. Theorists are individuals who tackle the challenges in a step-by-step manner. They believe in the concept of rationality as well as are logical thinkers
However, this is in alliance with the VARK analysis. This is because as per VARK consideration, I like to take up practical experience, similar to the PART game, the theorist experiment with theories’, ideas and various techniques and then take time to relate it to the reality.
An HRD professional can use theory understanding of learning styles by effectively understanding the nature of employees, whether they are introverts and extroverts. Being flexible and mentoring each employee according to their plan will help in the development of both types of employees. The HRD professional must communicate effectively and must cater to the needs of each type of individual. Since an extrovert is more vocal and prefers more auditory styles while the introverts Kinesthetic or auditory style can be used (Yunita & Dewi, 2013).
Recently, I participated in a training session that was based on the role of leadership in enhancing the performance of the subordinates. In this training session, the trainer discussed how leaders can help employees to achieve individual as well as shared goals, the key attributes of a good leader, different leadership styles, and conflict resolution by leaders. The main objective of why I enrolled in this training session was to enhance my skills and for professional development. As I understand the importance of professional development and its role in improving my abilities and productivity, hence driving my growth and, in turn, the growth of the organization.
The instructor discussed comprehensively about the effectiveness of the leadership program. He further added that every organization has a vision; all the business activities are performed to fulfill that vision (Gandolfi & Stone, 2016). There are certain core values and the guiding principles of each organization, these foundational and strategic elements must be supported by the leaders. The instructor discussed the attributes of a leader can be seen as the ability to help build a vision for the unanticipated future, define the process to achieve, and encourage employees to contribute towards organizational goals. Leaders build a shared vision; they work towards aligning the employees’ objectives towards the organizational objectives.
As per Locke & Latham (2019), Goal setting theory states that the conscious behavior/characteristic of an individual is governed by his/her goals. The goal-oriented actions are based on the source, its necessity, and the results. The goal-setting theory helps to explain why some employees do better than others when they decide challenging career goals as well as why some type of motivation is better than other types of attaining the desired results (Noe & Winkler, 2012).
As per this theory, learning can be promoted in employees by providing them with specific stimulating tasks and goals. When employees are aware of the vision of the organization, their responsibilities in fulfilling the objective of the organization, their activities will be focused on that direction only, hence they will be more committed to their work. Furthermore, for the successful application of the goal-setting theory, clarity of goal is highly important (Bozkurt, Betas, Ahmed & Kola, 2017). The specificity of goals and level of complexities, both these variables were merged into goal clarity for the successful application of this theory.
Social Learning theory emphasizes the fact that individuals learn from their interactions with other individuals in a social setting (Harinie, Sudiro, Rahayu, & Fatchan, 2017). When people observe the behavior of others they develop similar habits and behaviors. As per David (2016), the social learning theories pertain to the capabilities of the individual to assimilate and then act according to the behaviors displayed in the social environment.
Ethical leaders will act as role models and the subordinates will follow the same behavior, which is preached by the leader (Metwally, Palomino, Metwally & Gartzia, 2019). A leader by following ethical behavior will foster the same standard and culture in an organization. A responsible leader positively impacts the employees’ commitment and reduces their intentions to quit (Haque, Fernando & Caputi, 2019).
Social Learning theory can be applied to the organization. The training on the role of leadership helped me to understand that leadership is an effective tool to form the culture of an organization (Metwally et al., 2019). Also, an effective culture boosts the readiness to change of employees. Leadership impacts the performance of an organization, the process of change, and most importantly on the level of commitment of employees. The goal-setting theory emphasizes the setting up of goals, in my case I observed that this practice was seen. The employees have different career goals for them and their actions are in accordance with their goals. The employees, whose goal was to achieve the best performer reward, worked hard and achieved all the targets given by the organization. However, for employees whose goal was to do their job, did not show much enthusiasm in completion of their targets. Moreover, my goal to take this training was to enhance my professional skills and to promote setting up of challenging task for the employees so that they remain motivated and committed to work. As my goal was clear, I was able to connect to the learning of the training session, correlate it to the goal-setting theory, and imbibe it in my personality.
Bozkurt, T., Bektas, F., Ahmed, J.A.M. & Kola, V. (2017). Application of goal setting theory. Ressacademia, 3 (1), 796-801. DOI: 10.17261/Pressacademia.2017.660
David, S.E. (2016). The significance of social learning theories in the teaching of social studies education. International Journal of Sociology and Anthropology Research, 2(1), 40-45. http://www.eajournals.org/wp-content/uploads/The-Significance-of-Social-Learning-Theories-in-the-Teaching-of-Social-Studies-Education.pdf
Dolet, N., & MacDonald, L.M. (2016). Personal growth, social change or human capital: A document analysis of an online education program for adult learners. Adult Education Research Conference. https://newprairiepress.org/aerc/2016/papers/16
Gandolfi, F. & Stone, S. (2016). Clarifying leadership: high-impact leaders in a time of leadership crisis. Review of International Comparative Management, 17(3). http://rmci.ase.ro/no17vol3/03.pdf
Haque, A., Fernando, M. & Caputi, P. (2019). Responsible leadership, affective commitment, and intention to quit: an individual level analysis. Leadership & Organization Development Journal, 40(1), 45-65. https://doi.org/10.1108/LODJ-12-2017-0397
Harinie, L., Sudiro, A. Rahayu, M. & Fatchan, A. (2017). Study of the Bandura’s social cognitive learning theory for the entrepreneurship learning process. Science Publishing Group, 6(1), 1-6. DOI: 10.11648/j.ss.20170601.11
Locke, E. A., & Latham, G. P. (2019). The development of goal setting theory: A half century retrospective. Motivation Science, 5(2), 93–105. https://doi.org/10.1037/mot0000127
Metwally, D., Palomino, R. P., Metwally, M. & Gartzia, L. (2019). How ethical leadership shapes employees’ readiness to change: the mediating role of an organizational culture of effectiveness. Front. Psychol.. https://doi.org/10.3389/fpsyg.2019.02493
Noe, R. & Winkler, C. (2012). Training & development: Learning for sustainable management. McGraw-Hill Education Australia. https://books.google.co.in/books/about/Training_and_Development.html?id=KLPRBgAAQBAJ&redir_esc=y
Salas, E., Tannenbaum, I.S., Kraiger, K. & Smith-Jentsch, A.K. (2012). The Science of training and development in organizations:What mattes in practice. Psychological Science in the Public Interest, 13(2), 74-101. DOI: 10.1177/1529100612436661
Yunita, K. & Dewi, D. (2013). Learning styles of introvert and extrovert students in the english learning process. Journal Ilmiah Mahasiswa Fib, 2, 8. http://jimbastrafib.studentjournal.ub.ac.id/index.php/jimbastrafib/issue/view/19
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