HR7135 Portfolio Management Assignment Sample

• Subject Code : HR7135
• University : London Metropolitan University My Assignment Services is not sponsored or endorsed by this college or university.
• Subject Name : Portfolio Management

Leading, Managing and Developing People

Learning and Development in Management

Being an HR professional of a company is a great sense of responsibility, even after completing my studies and attaining knowledge on management and developed skills there are several things to explore. Continuing to learn brings so much of educational opportunities also gives chance to collaborate with other business professionals and directors of the company. There are several important and untouched issues related to continuing professional development (CPD). The task of an HR of a company is to note the relevance and importance of CPD also to ensure that is there any need of it in the business, will it be able to fulfil the requirements of business or not. Furthermore, continuing learning at the workplace has developed the habit of acknowledging every single thing and keeping an update with new technologies in market, procedures, policies which also helps in building a strong corporative relationship with the other members of team (Rothwell and Arnold, 2006).

 It helps in reducing the rate of errors in work and improve the outcome of the clients and customers. However, information and digital literacy are the key substance for learning which lead to development, a balanced use of both literacy and information are an important factor which lead to best management system of any organisation or institution. Growing measures from resources of human and profession analyses the importance of providing surety to the development of CPD provided by the need of the business, also consider an issue of CPD whether it should be made mandatory and voluntary. It also provides the result to every analysis that has targeted human resources professionally. The particular survey also noticed the behaviour of the person to the variety of community professional development (CPD) problems and it has also been found that most of the organization have business plans, those plans were used commonly in peace over human resources activities which can help in enhancing the general directions of business. Person, while being over whelmed starts opposing CPD compulsory, also are in favour of some recognitions and certifications for the activities of CPD (Jones and Fear, 1994).

Continuing Professional Development

Continuing Professional Development aims to prepare the management professionals or company team members to maintain and enhance the professional knowledge, specialisation and competence to encounter their obligations to provide effective and legal practices safely and in the ambit of rules and regulations set by an organisation. An effective CPD planning leads to positive learning outcomes an evidence-based learning and practice (O’ Sullivan, 2008).

How to Make Communication Professional Development More Effective

Being a HR of a company, my goal is to involve planning and reflection to make my CPD more effective. Planning my CPD will enable to evaluate and improve my management plan, level of competency and delivery of best services. By following a smart framework of making a proper schedule chart, attaining specificity and identifying my own limitations will enhance my work and to the best possible standards (Schostak. Davis, Hanson, Taylor and et. Al, 2010).

Activities Included in Communication Professional Development

• I began meeting with business leaders to communicate the proposal to them.
• Developed new exit process for leavers.
• Provide an opportunity to think and work in different ways.
• Have health and wellbeing project meeting.
• Introduce research proposal for everyone to get updated with new technologies and ideas of business.
• Launched a learning academy for better communication plan and management.
• Participating in activities that indulge effective learning.
• Action research using distance learning material.
• Online learning management system programs.
• Involving digital literacy with information literacy to keep me updated.

Continuing Professional Development Plan for HR Professionals

A good Continuing Professional Development plan is mandatory for growth, development and positive outcomes in any profession. CPD also provides opportunities to grow professionally, advancing your career, opening up job opportunities and paving the way for optimal performance at work. It challenges people to make time for regular personal and review. In a paced world with lots of changes, if a person continues to reflect, review, update, learn and grow therefore will not be able to complete on a personal professional level or an organisational level (Madter, Brookes, Bower, Francis, et.al., 2012). To achieve the same following is the plan related to CPD:

Week 1.

• Learning and development.
• Performance and rewards.
• Following some tips and points which may include, awareness of HR levers that drive business value, interpersonal communication, listening skills, relationships management, knowledge of organisation, and further the technical skills.

Week 2.

• Resourcing and talent planning.
• Building employee engagement.
• Understanding business and economy levers of opportunity and risk, shifting from talking to listening, gathering of ideas, increased ability to deal with uncertainty and intangibles, emotional resilience and further most important is self-awareness.

Week 3.

• Organisation development.
• Employee relations.
• Understanding of business within context of industry, honing, partnering, consulting, influencing and communication skills deference to technical experts, objectivity, integrity and courage to challenge or confront.

Week 4.

• Organisation design.
• Service delivery.
• Areas of focus, confidence in coaching staff, leading organization, fully understanding organisational within industry.

I have analysed and determined my strengths, talents, as well as my weakness so, that I will be able to build SWOT analysis. On the basis of which I got to know I like to learn new things, score high in degree of openness, methods, well organised, conscientiousness, extraversion, and agreeableness are the trait in which I have scored well which refers to the emotional stability, and need more improvement in same.

Swot Analysis

SWOT refers to the strengths, weaknesses, opportunities and threats.

• Strengths: Showcases the skills and talents in which an individual is an expert.
• Weakness: The skill which an individual finds difficult and is unable to perform.
• Opportunities: Opportunities include the positivity and forward movement in which a person can grow and enhance its future.
• Threats: Challenges that are faced in fulfilling professional tasks.

Strengths:

• I am extremely organized
• Have ability of multitasking
• Ability to build effective relationships and confident when meeting new people.
• Industries and leadership capability

Weakness:

• Attention to details
• Not much used to handle changes in instant period
• Gets demotivated very soon which affects the work
• Requires reassurance for every work

Opportunities:

• Improving attention to detail could help me to receive positive feedback and build my credibility
• The organisation is currently going through a restructure, which could give me opportunities to get involved in high-level management issues. It could also provide me with some opportunities to gain more exposure to people across the business.
• Getting involved in new projects
• Learning new technologies
• Career mobility

Threats:

• Oppressive work environment
• Lack of professional pride
• By not being adaptive to change I may not embrace the new organisational structure and this could limit my opportunities within the organisation
• Asking people to check my work and not feeling confident in my own work can strain relationships

References for Leading, Managing and Developing People

Jones and Fear, 1994. Development: perspective from human resources professionals, emerald insight Discover Journals, Books & Case Studies 23 (8) pp 49-60. https://doi.org/10.1108/00483489410072280

Madter, Brookes, Bower, Francis, et.al., 2012. Exploring project management continuing professional development in engineering construction, Journal Construction Management and Economics 30 (8) pp 639-651. https://doi.org/10.1080/01446193.2012.674211

Rothwell and Arnold, 2006. How HR professionals’ rate ‘continuing professional development’, Human Resource Management Journal 15 (3). https://doi.org/10.1111/j.1748-8583.2005.tb00151.x

Schostak. Davis, Hanson, Taylor and et. Al, 2010. Effectiveness of Continuing Professional Development project: a summary of findings, Journal Medical Teacher 32 (7) pp 586-592. https://doi.org/10.3109/0142159X.2010.489129

 O’ Sullivan, 2008. Unlocking the workforce potential: is support for effective continuing professional development the key? Research in Post-Compulsory Education 8 (1) pp 107-122. https://doi.org/10.1080/13596740300200143

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