PD Portfolio


PD Portfolio




Table of Contents













Introduction
Personal development and learning would be helpful in order to perceive decided profession and helps in order to attain long terms goals of an individual. In the present paper there are four major activities which would be performed related to professional development and learning process. Firstly, reflection of the professionalism in human resource management decision would be developed so as understand various professional’s traits attained through present course. Secondly, reasons for choosing three particular skills in the PD plan developed would be justified. Thirdly, present paper would provide the evaluation technique for the learning & professional development program in the organizational context. Finally, present paper would provide the outline of CPD plan for any individual.
Reflection on the nature of professionalism in the chosen career
Professionalism can be defined as the aim, characteristics or qualities exhibited as a mark of particular profession or professional person. Hence professionalism includes several characteristics and aspects which would identify a professional. I am into the professional of human resource management for a telecommunication organization. The first question arises in the present context “What is the importance of human resource manager especially into telecommunication field”? Human resource manager would be critical resource to an organization so as to attain talent pool and manage the most important resource in the organization.  
What skills are important for the personal development in order to manage human resource in an organization in effective manner? I have gained three key skills which are helping me in the current human resource profession and these skills are communication skills, people management and time management. Attaining these three skills have helped me to become a perfect human resource manager thereby utilizing these three skills in order to accomplish present job role. The next question arises for the present context “What is the importance of communication skills, time management skills and people management skills for a human resource manager”?
A human resource manager need to deal with people and motivating people towards their work is the primary job responsibility for me. Hence people management skill learned by me through present course is helping in my job so as to develop good relations with the human resource deployed in the organization and motivate them towards work. Further communication skills acquired by me are helping me to interact with employees, supervisors, colleagues and counter parts in other organizations. With help of effective communication skills I establish work relation with people at workplace and communicate my views clearly. Similarly, time management skill would allow me to accomplish job responsibilities within given timescale and exhibit ideal employee behaviour at workplace.  
The next question of importance is “How I acquired the professional skills relevant to workplace”? The learning process is important so as to attain these skills for me and I admire the contribution of the class learning process for providing theoretical framework for learning these skills and practical experience. The personal development module helped me to understand the importance of professional development skills and provided an important platform in order to learn these skills. Further class activities for developing these skills such as giving presentations and taking part in the role play has helped me to develop communication skills and people management skills.
Major responsibilities handled in the current organization include maintaining regular contacts with the employee so, payroll management, recruitment & selection, employee grievance handling, employee welfare and performance management. Professionalism in the current organizational role demands for specialized knowledge, competency, accountability, self-regulation and image (Fullan, 1992). Human resource management is a vast field and require specialized knowledge and I have gained this knowledge through college and on job training. I am known in my organization for the specialized knowledge I posses especially in area of manpower management techniques and personality evaluation during selection of candidates. From the start of my professional career I was committed to gain more and more knowledge pertaining to human resource area and with the help of certifications, trainings and seminars this knowledge collection process has been initiated.
Area of human resource demands for specialized knowledge e.g. manpower management require use to understand difference between hard management and soft management which can be used for managing base level employees and senior people working in the organization. Further it is important for us to understand the technical evaluation skills for personality traits such as psychometric tests and behavioural questionnaire for assessment of behaviour for a person (Gordon, 1991).
The expected set of competencies from us i.e. professionals in human resource area includes good communication skill, manpower management skills and evaluation skills. As a professional I have always focused on delivering the work creating high reliability on me without putting excuses for failure of any work activity. In case I am not able to do any task, I take complete responsibility for my action and manage the situation by putting best efforts. For example in last quarter employee churning in the division handled by me increased up to 27% against the ideal churning rate of 15%. I have taken the responsibility for these results and developed a plan in order to control employee churning in the organization by understanding entire situation. Survey was conducted in order to known major reasons and by sorting out the issue our team was able to manage churning level in next quarter at 9%.
We being the professionals are responsible and accountable for our actions, words and thoughts. At the time of any mistaken being done I take sole responsibility with honesty and integrity which are vital elements for the professionals. Self regulation is another important skill which I exhibit in order to abide by processes and policies of the organization. For example there was an irate employee but instead of being angry I managed him with complete professionalism. I am very conscious for image and always look polished while working in the organizational environment so that I gain confidence and respect from the organizational stakeholders (Hall & Hord, 1987).
Being a professional I always strive to attain respect and value in the organization and try to act as the genuine credit for the organization. My ultimate goal while working in the organization is to earn professional reputation while working in the organization. Though self-evaluation I have found out that I am exhibiting all essential professionalism traits but I keep on carrying out self-evaluation on periodic basis so as to found any issues with my professional conduct and engage myself in continuous learning process for development of these professional traits (Joyce, 1993).       
Reason for skill choice in PD plan
The three skills chosen in the PD plan are time management, leadership and communication skills. These three skills have been chosen keeping in my personal weakness in these three areas and selecting these skills would help me to improve upon these three skills. This has been evident through self assessment sheet and feedback received. These skills would be quite helpful in pursing my human resource management career in future. Reason for choosing each skill can be given as under:
§  Time management: Time management is the ability of making efficient utilization of time in order to accomplish the important tasks within the given timeframe. There are several benefits of time management skill due to which it is of vital importance for me. With good time management skills I would be able to cope up with the tuff situations, problem facing approach would be favourable to find solution, better planning for future and would have spare time for development of other professional skills (Parry, 1996). One of the major benefit offered by time management skill is the better decision making process as with managing time in efficient manner would allow a professional to have sufficient time in order to collect relevant information and make decision based on the information. In lack of time decision making quality would reduce as decision making process would not be rational.
§  Leadership: Leadership skills are important for my professional development as success of the organization depends upon the leadership traits of their leaders and people with leadership skills can manage organizational issues in effective manner. Leadership skills have been chosen in present context as leaders know how to deal with the crisis situation and take responsibility for the action of their team. Leadership skills attained by a person would be helpful for him in order to handle senior management position in the organization at later stages. With the help of leadership leaders would be able to keep their team motivated with positive thinking for driving results. A good leader would be having healthy relations with his team hence this quality would help in order to deal with the issues of team management and working with the team. Leadership skills are important in order to undertake a particular task in methodical manner i.e. starting from the forecasting & planning stage to the end stage where results are tracked in order to match with the desired results (Sparks & Hirsh, 1997).   
§  Communication skills: Communication skills would be the most important part of the overall professional development of a person as these skills would help a person in order to create impact with their communication skills. Communication skills have high importance not only at workplace but also at personal level, workplace, communities and our interior work. Interior world communication is with self which took place in case someone is in anger, violence, dislike or any other similar communication status. For professional development communication skills provide an edge to a person in order to communicate his or her ideas clearly to the target audience. Further this would build stronger impact on the target audience and communication would be done as per the audience which needs to be targeted through communication (Guskey, 2000). Written communication skills are important in the professional development in order to represent organizational reports, presentations and other activities for the internal as well as external stakeholders of the organization. In organizational environment a leader can be identified through effective communication skills due to which communication skills are considered as the first stepping stone to become a successful leader at workplace. 
Evaluation of learning and professional development as a result of putting PD plans into action
Evaluation means the process of systematic investigation carried out in order to explore the worth or merit, evaluation is conducted with clear intention and to clarify the reasons behind a particular trend of the activity exhibited. Evaluation has high importance for the current scenario so as to carry out evaluation for the professional development and learning plan as developed through PD plan. Evaluation of the learning and professional development plan would tell about whether or not objectives set for the plan has been attained in the organizational context, what are the limitations for the present plan so as to improve them into next learning and professional development plan. For the presently developed PD plan which focuses on three prime factors which are communication skills, leadership skills and time management skill.
Evaluation of professional development and learning would be done basis on the information collected pertaining to the captioned area and interpretation made for evaluation process. There are basically five levels based on which evaluation for particular professional development and learning is being conducted, each level involved in evaluation process would make the data gathering process more complex and would involve step which has come before this one (Guskey, 1997). Hence in order to ensure success at overall evaluation process it is important that every step has been done in appropriate manner. The five levels of professional development and learning evaluation for the present case can be given as under:
1. Participant reaction  
In order to accomplish any stage of evaluation there would be four parts which would be questions to be asked, information gathering process, element to be measured and appropriate usage of information. For the professional development & learning skills which were communication and presentation skill, leadership skills and time management skills, question to be asked would be whether process of professional development was useful, whether resources are enough to allow further learning process and whether or not these skills are relevant for the further professional development. In order to collect information at this step questionnaire would be developed and respondents undergoing professional development plan would be asked to fulfil it. The item under measurement would be initial level of satisfaction with the experience of professional development and learning. Information collected through this source would be used in order to design effective program for imparting skill and at the same time in case of lack of effectiveness resources used would also be changed (Todnem & Warner, 1993).
Second step in the evaluation process would be the output from the professional development and learning program developed for the participants. The major question in the present step would be whether or not participants under professional development program attained the desired skill set which was aim of this development program. In order to gather information pertaining to this area major resource would be through paper & pencil instruments, demonstrations, reflection of participants and simulation activities. Present evaluation technique would measure the newly acquired knowledge and skills from the participants of professional development and learning programs. Information collected through various sources in present context would be used in order to enhance the efficiency of program content and organization (Sparks & Hirsh, 1997).
3. Organization support and change
Third step used in the evaluation of professional development and learning process would include important questions such as whether implementation of program was well supported, whether there was availability of quick problem resolution system, whether resources were available sufficiently and whether success was recognized or not. There can be numerous ways in order to collected information in this step such as questionnaire, structure interviews and participant portfolios etc. The element under evaluation for the present stage would include the value of advocacy, support and facilitation from organizational point of view. The information collected in present context would be used in order to document the event and improve organizational support for the captioned professional development program. At the same time this information would be helpful in order to change future change efforts (Guskey, 2000). 
4. Participant’s use of knowledge and skills
Present stage of evaluation for the professional development and learning would emphasize on one critical question that whether participants were able to effectively applied newly gained knowledge and skill set in area of communication skill, leadership and time management at workplace environment. In order to gather information regarding captioned question several instruments can be used such as the structure interviews, questionnaire, participant portfolios and direct observations. The major factor under measurement for the present stage would be the level or degree of implementation for the desired skill set among the individuals. Information gathered in the present context would be used so as to document the experience and improve implementation of the content for the present professional development and learning program (Guskey, 2000).   
5. Learning outcomes
The final stage of the evaluation stage in present context would be to understand and measure learning outcomes. The question asked in this stage of evaluation would be overall impact on the professional, whether participant’s performance has improved post learning stage, whether this affect the overall physical and emotional well-being of the participant going under the professional development program. Further present stage of evaluation would consider whether participants are more confident learners after this experience and whether it’s all helping in organizational improvements (Sparks, 1996). Major tools used for the evaluation would include cognitive aspects for participants such as achievement and performance, affective outcomes such as dispositions and attitude and psychomotor such as behaviour and skills. The information collected in this step would be highly valuable and can be used in order to focus on several improvement areas such as implementation, follow up and design part. Also this information would become the key evidence in order to demonstrate participants and other stakeholder about the overall improvement in the performance through professional development and learning program.  
Outline of CPD planning for future
Continuous professional developments are the self-development program which may take place during any stage in work life and committed towards self-improvement. The main objectives of the CPD plans are to help you in developing important skills so as to take you to your desired position. A CPD plan would be helpful in below aspects:
§  Would focus efforts on specific four or five objectives which needs to be attained
§  Would help in measuring current position and would provide pathway to reach up to the desired position through self-development (Parry, 1996)
§  Would help in managing work load
§  Secure organizational opportunities and allow to make best possible use from the opportunities confronted in the organizational context
A future CPD plan would include below mentioned important factors:
  1. Current role and future aspirations: A CPD plan would provide the key areas of the present role of a person and the target developed by participant in order to achieve the long term career aspirations.  
  2. CPD goals would be four or five steps and these would be helpful in bringing a person closer to his/her final career aspiration planned
  3. Development needs: Development needs would be the most vital part of CPD and would enlist all the skillset, knowledge areas and experience required by a person so as to move from the current position to the ultimate desired position. Further developmental need would be required for each specific CPD goal set by an individual.
  4. CPD activities: CPD activities would be the actual action plan adopted by a person in order to reach its career aspirations and these activities would be designed as per SMART tool (Guskey & Sparks, 1996).
An example can be taken to demonstrate way in which CPD goal can be broken into developmental needs and CPD activities as under:
CPD Goal: I would to possess higher manpower management skills in order to evolve as a better manager for volunteer
Developmental needs: Developmental needs in the present context would be to understand how team management is being done, how to meet needs of volunteer and to bring confidence in myself to become a good manpower manager
CPD activities: Courses and certifications for managing the volunteer can be attended; interviews can be conducted with the senior managers to understand the tactics for management of volunteer and reviewing & rewriting the induction program for volunteers.
Conclusion
With the help of current paper professional development and learning process has been witnessed in order to understand the reflection of professionalism in career which demands manpower management, accountability, knowledge and specific competencies. Reason for choosing three skills i.e. time management, leadership management and communication skills have been highlighted as these are vital in the organizational context and career progression. Evaluation of professional development and learning process is five stage process and need accurate processes for obtaining better results. A CPD plan demands for the CPD goals, development needs and activities to be done in order to achieve the goals.   Why a BTEC HND?
References
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Sparks, D., & Hirsh, S. (1997). A new vision for staff development. Alexandria, VA: ASCD.

Todnem, G., & Warner, M. (1993). Using ROI to assess staff development efforts. Journal of Staff Development, 14(3), 32–34

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