Achieving Organizational Objective Through Continous Personal Development

Published Date: 02 Nov 2017

Management

Sarahi

Contents

Introduction

Achieving Organizational Objective through Continous Personal Development

In famous Hierarchy Needs, Henry Maslow summarized that people automatically motivated by self actualization when all the requirements are provided i.e. in terms of releasing one’s potential. Thus, an employer must support his employees by providing all the possible ways in order to gain their full potential. Certainly, as a part of management will not neglect necessary needs of their employees for instance psychological, belonging, safety, esteem and love are the primary needs. Several areas of an organization get benefited by an employee who is continuously aimed with development. The development factors mainly includes time savings, new work habits, an improved working environment and cost savings, which are supported by the facts of reduced or low turnover, staff, satisfaction and commitment. (Rosenblatt, 2011)

Howell four stages:

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Unconscious incompetence –At this stage, you do not have any idea about what to do or not do particularly capabilities.

Conscious incompetence – At this phase you know what learn how to do something but you are incompetent at doing it.

Conscious competence – At this level when you can attain a particular task but you are very conscious about each and everything you do.

Unconscious competence –At this, you are the master and you do not even think about what and where you have learned it’s just like riding a bike successfully..

Professional, continuous development plan gradually identifies the benefits of adopting a planning approach, for upgrading and maintain their skills. Experts must keep the up to dated information and should have an ability of acquiring the new knowledge by reflecting to the challenges of new business requirements. Therefore, the ability to gain new knowledge by professionals is the best possible means of gaining a competitive advantage over their peers. (Rosenblatt, 2011)

Defining role and Requirement to Assess Current Skills

Importance of Continous Professional Development

Continuous Professional Development is not a new idea instead it is an encapsulation of what have always been measured as a good professional development. Apparently changing values in the existing business environment are due to the following factors, such as:

Guarantee of Quality:

In 21st century, the latest and significant issue is adequately trained employees who are performing a significant role in an organization growth. So, based on the customer requirements and demands a good training quality must be maintain and regularly up date. (Rumbles, 2009)

Continuous Change in Behaviors of people and Business Structures:

No limitations for Changes for instance previously university education is most valid but got decreased and presently many companies are looking for learning agilities of an employee.

Be more efficient and productive by reflecting on your learning abilities and highlighting the gaps in your experience and knowledge.

Cope up positively with all the change by constantly upgrading your skill set.

Achieve your career goals by concentrating more on your development and training.

Build more credibility and confidence by looking at your progression and by tracking your learning.

Earn more income by your successful achievements and it is a handy tool for appraisals.

CPD organization benefits

As organizations are reverting back the responsibility of personal development to the individual. Continuous development Professional and maintenance has become a key strength.

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Connecting to appraisals- it is a good tool for employees to concentrate more on their achievements throughout the year.

Promoting staff development- It leads to better staff morale and motivated workforce supports to give a positive image to organizations.

Adding-values- By reflecting it helps the staff to consciously apply learning to their role and the organization’s development.

Helping HR professionals- To set SMART i.e. specific, measurable, achievable, realistic and time-bound objectives, for training activity and to become more close to the e connected to business needs.

By supporting the maximize staff potential by means of learning connecting actions and theory to practice. (Anon, 2012)

Oppurtunities of Development To meet Needs

By reflecting back at previous experiences, one can easily plan for future developments and effectively measure the results for instance development review with an employer.

Management Development

The leadership and management process are flexible and continuous by linking at the individual's development and organization goals. In campus, it provides you an opportunity to develop a broad base of skills and knowledge which is applicable to face many jobs on campus. (Rumbles, 2009)

How to Support Management Development

Create and discuss a development plan during the performance planning cycle.

Give opportunities for your employees to develop through cross-training, campus staff organizations, committee, task force assignments, campus staff organizations, mentoring, internships, professional associations, skill assessment programs and university degree extension programs.

Support employees attending activities and classes that support development goals and plans.

Model the behavior you are encouraging; don't neglect your own development.

Provide timely behavioral feedback on performance and discuss ways to improve and develop further

Talk about what the employee learned in classes and support integrating new ideas/methods. (Anon, 2012)

Identification of Process

Resource to Support Personal Development Plan

An encouraging and guiding person is required for taking the responsibility of an organization for their own development and to deal with stakeholders. Self assessment is not a right option for a company management to give up the responsibility of developing people instead it acts a partnership between staff and manager. It also which requires regular group discussion to maintain effective relationship and to avoid breaking process. (Thompson, 2009)

First process is conducting job analysis in which satisfaction, knowledge, skills, abilities are required.Some other requirements:

Qualification: Holder of PDP

Every employee must be a holder of PDP as junior employees get benefited out of it and to develop their roles in business development plan. Even managers and other employers are profitable by means of creating self motivation and to stay attached with their success.

Manager’s responsibility on PDP employee’s

• Managers require appropriate training for maintain effective PDP’s.

It helps the manager to create manager his own PDP. The relevant Courses will help the authorities to develop the relevant skills of coaching, counseling and mentoring for widely available.

• Most senior employees whose performance is impacting more on the business may also get benefited from an external mentor.

Encouraging Learning Habits

Senior and other employees involved in this mentoring process for supporting and training the new employees of an organization.

Develop a business case secure the resources to support development plan

An ideal plan has three components:

Objectives,

Proposed actions,

Schedule of progress review.

Development plan split the preparation of personal development plan into two categories. First one is setting up the objectives and tasks for an individual by an organization, in order to stay with them for next six months. Second part is setting up the personal development plan that comes from the objectives of work. It supports to assume future plans as medium term organizational objectives require development plan before the initiation of work. Since the staff member has to plan for internal audits like quality assurance scheme must complete training before it get start. (Buckler, 2009)

It is done correctly then ensures the following things with each staff member:

Accurate working objectives,

Must look at how their jobs are likely to develop,

Must understand what a development work is required to support for achieving their working objectives.

Must undertake the relevant training to suit their job and avoid participating in programming just for the sake of it.

Therefore, Organization objectives must reflect the personal objectives of each member of staff.

Second stage of a development plan should determine the appropriate actions to attain their development objectives.

For most of the people, the personal development plan comes from the following:

Informal activities- Reading of relevant books, professional journals Etc,

Development may comes by own.

Work or job based observations and work experience.

Participating in formal training courses.

Implementation of Personal Development Plan

Process for Personal Development Plan

Assessment: Get to know about your skills, knowledge, interests, and abilities. Self-assessment is a skill which needs to be developed, applied and integrated like any other skill.

Goal: Individuals should recognize their new skills, knowledge, and experiences in particular field. They need to decide their paths for their career and make a decision on whether these goals match the personal as well as career interests or not. Also have a look on organization goals, mission and vision are matching with personal goals. (Rumbles, 2009)

Learning purpose: Get clear view on identifying the gap between the present scenario and the desired result. It would guide in the way to develop and improve the skills, knowledge and abilities according to organizational objectives. It really helps the individuals to learn something that they wish to acquire.

Learning objectives: Individuals need to decide on what skills, knowledge, and abilities are required to be attained and improved. It should be noted that this is just a plan and not a rigid promise. Plans and learning objectives can be changed as the goals change and as learning is in progress. (Thompson, 2009)

For each objective, identify the following:

Target date: It is required to identify the completion time of work when initiating the learning plan. As far as learning strategies is concern, it could guide on how you plan to do it, and what process you need to follow in order to achieve your objectives. For instance, learning strategies could include reading and study, classroom study, literature review, mill trials, synthesizing and writing, networking and communication, reflecting on your own experiences, interviews and discussions with appropriate people. (Anon, 2012)

Learning resource: Decide on what resources need to be used for the learning process. Learning resources could include the following: literature, mentors, vendors or suppliers, production workers, supervisors, teachers and instructors, co- workers, other professionals for networking, classes, professional association involvement, equipment manuals, technical conferences, laboratory trials, field experience, and a variety of learning technologies including computers, the Internet, and perhaps even your mill’s digital control system (DCS).

Outcomes and product: check with the list of evidences that you will develop to show the success of your objectives. What are the deliverables produced through this process? What objects can be utilized to certify your learning experience. These could include the following: a log or journal of your studies or observations, written and oral reports, lists of questions, a literature review and bibliography, obtaining specific career objectives, and more. (Rumbles, 2009)

Evaluation plan: In order to appraise the success rate of your learning project, express the method which could help you to validate your deliverables. One more question is that what criteria and way will you prefer to determine whether you were successfully reaching your learning goals or not?

Initial feedback and revision: At the start of proceeding to your individual development plan, try to have a consultation with your supervisors like instructor, mentor, or HRD manager for getting initial feedback, suggestions, and for your learning needs and strategies. This would give an impression that your leanings are not just helping for your personal needs and it also make you to lend a hand to organizational goals, results, and profitability. Further, you can get additional feedback from your co-workers, colleagues, family and friends when you use more independent sources.

Summary of results: To evaluate the success rate of activities once completing the projects in your individual plan. The evaluation of success could include the following questions: What insights have you gained? What new skills, abilities and knowledge have you acquired? What new understandings do you have? What experiences did you have, and what did you learn from them? How do you feel about this process?

Evaluation and Risk Management

Achieving better Organizational Objective

Staff development is having major impacts on assisting performance management at organization, faculty or central department, unit and individual levels. So, it is considered to be important and the transfer of learning into the workplace is assessed using a process of review and evaluation. Overall organizational success is depended based on the personal development plan on achievement of organizational objective. (L, 2000)

Evaluation helps to identify the impact of development or training process among the individuals, teams, and the organization. The advantages of evaluating development and training process could include the following:

• Promote business efficiency by means of linking efforts to train and develop staff on operational priorities, goals and targets.

• Identify cost effective and valuable training events or programmes, leading to better focused learning and development.

• Make sure the transfer of learning into the workplace.

• Use and reinforce techniques learned to help improve the quality and customer service within the organization.

• Assist in defining future development objectives.

Stages of Evaluation

Training and development process can be evaluated through four the following four stages:

Reaction: This stage could provide the information concerning on the attitudes and opinions of participants. They also need to be provided with evaluation forms and comment sheets for the evaluation process. This method would really help to identify the required modification in curriculum or training programme. (P, 2003)

Learning attained: This evaluation stage is more concern about the extent to which learning objectives have been accomplished. Evaluation of learning can take place through the activity using interactive responsibility for evaluation of staff development rests at the following levels.

Individual: According to the University’s staff Development Application Form and Record is concerned, individuals need to identify their objectives linked with strategic development and training priorities. The various responsibilities that development section handles are mainly responsible for the employment aspects of industry. The learning concept should be enabled as an assessment of learning objectives for discussion between the individual and managers. Both manager and individual should have a discussion on assessment and will decide whether the individuals can be able to transfer the learning concepts to the job within a particular time period. (Rumbles, 2009)

Manager: it is the duty of the manager to check with the staffs whether they are aware of the objectives required for starting any development activity and ensuring that the staffs agree on the methods used to assess learning.

Approach of Health and Safety Working Practices

The management should have a responsibility to make decisions regarding to safety in a working environment and make sure the health and safety of workers in site and need to visit site to control of those factors.

The following are the procedures to achieve this:

• Need to recognize difficulties and control those in a systematic manner.

• It needs to manage those difficulties by dividing, eliminating, and reducing them, based on priorities order.

• By supplying of appropriate protecting clothes and equipment to workers.

• Management must take sessions about safety information to the workers.

• Need to monitor to the training or administrations regularly to check that work is done safely or not.

• Monitor the health status of employees to check those employees will be affect detrimentally on other employees or not.

• Finally, management should create the environment that the workers to take part in all of the above procedures.

All employees of an organization either paid or voluntaries should have to think about the safety of new employees and ability to protect them from various aspects like physical and emotional hazards. It is very helpful to develop respectful, caring, and increase professional relationship between senior employees, young employees, and performances of employees which can show reliability, maturity, and effective outcomes. (P, 2003)

The management also needs to involve and assist their workers. If management wants to show to their workers that they are very severe about health and safety, then management should follow the following steps, such:

1. They need to get involve in issues of health and safety,

2. Organization should invest time and money in health and safety sectors,

3. Management should understand about responsibilities of health and safety.

A step-by-step process

Organizations must recognize that safety and health workplace will not happen by chance/ estimation. Management has to monitor the things that what are the issues are occurring in working environment and what are the results of those. According to those consequences, management should take prevention like eliminate or reducing of those hazards which are affecting to the organization. (Agency, 2005)

The following figure 1 is represents that the process of risk management and the four steps to eliminate safety and health hazards.

risk mgmt.png

Figure 1- Risk Management Process (Rosenblatt, 2011)

• Identify hazards – This is an initial step that to recognize the hazards which are the cause to harm.

• Assess risks (if necessary) – in this step, the management should understand the difficulty of the harm that could be reason by the hazard and recognize the severe of that harm.

• Control risks – the management must implement the most effective procedures to control the circumstances and to avoid those.

• Review control measures- it can monitor whether work is happening according to the strategies of an organization or not. (Rumbles, 2009)

The main objective of consultation is to share the information, to acquire the expresses of workers perceptions about health and safety issues. Management should provide an opportunity to the workers to express their ideas on health and safety hazards because to avoid those hazards before it happening. If organization has a committee for health and safety, they should keep the committee to employ for risk management as well.

Responsibility of Communication for Health and Safety

Here, organization should acquire the information about hazards which are placed in workplace. Once, organization can identify that particular hazard which is already management being dealt with then it make sure that the management is working efficiently on health and safety. This information helps to find hazards and make note easily.

Consult your workers

In many organizations, they are reporting to the workers opinions about health and safety hazards that they are recognized in work places, near misses or incidents. But, this information may also be carrying out to get the information about issues such as work place harassments, muscular aches and pains which have more possibilities to occur. (Thompson, 2009)

Review available information

The information about the hazards which are cited in particular industries is available from various managers, communities, industry associations, technical specialists, and safety department. Additionally, manufactures and respective suppliers can also giving information about the issues and safety precautions such safety information sheets and instruction manuals while purchasing those particulars.

Monitoring Risk’s and Determing Health and Safety Practices

Implementing controls

The organization must need to change the way of the work while management put new control equipments, new or special chemical or new into their operation. So, to avoid these conditions organizations required to follow the control measures with:

Work procedures

Management need to develop a safe work process and recognize the issues and noted the procedures that performed to minimize those issues.

Training, instruction and information

Management should concentrate on the work process to which procedure that can execute safely and should conduct some trainings sessions to demonstrate about the tools and machineries that how to handle those safely. Of course, it is not enough to minimize the hazards, but workers should know the procedures and need to understand about those equipments. This training session also helpful to others who are visit that particular work place, like customers and visitors. (Anon, 2009)

Supervision

The level of supervision required will depend on the level of risk and the experience of the workers involved. High levels of supervision are necessary where inexperienced workers are expected to follow new procedures or carry out difficult and critical tasks.

The supervision is always depending on the priority of that particular issue and knowledge of workers who are involved in that particular work place. But, it always requires a high quality of supervision where inexperienced workers are involved. In this case, management needs to make new decisions or perform difficult and critical jobs. (Anon, 2012)

Up-to-date training and competency and hazard information

The information about issues in plant and equipments are needed to be update by manufacturer and suppliers to ensure that controls are yet to be relevant or not. However, new technology will work more efficient than previously available.

Acquiring the information of the risk management process has the following advantages, such:

• It facilitates to demonstrate how decisions about controlling risks were made in that the organization and helps to provide expected training at major issues,

• It can prepare and develop safe work procedures in work place,

• It can create the conditions that allows organization to review risks easily with respect to any changes to legislation or business performances. (Anon, 2012)

• It can exhibits to all involved staff like regulators, investors, shareholders, customers that who are managing health and safety issues in the work place. As we discussed before, the acquired information and amount of data is always depends on the size of potentiality for key health and safety hazards.

To store this information is very helpful to the following purposes, such:

• To identify the issues, review issues, and to select appropriate measures.

• To evaluate that how and when the control measures were implemented, examine.

• To monitor that to whom organization consulted with relevant training records and its procedures to make changes in work place. (P, 2003)

Reflection

The research Assignment majorly discuss about various key process which goes in delivering a better personal Development.While working on this Assignment ,I have myself considered as a manager of an Organization and projected variosu key things which are due part of an personal development Program. As a Manager/leader, I tried to create process of enhancing productivity and making work atmosphere more conducive and delivering better Organizational Benefits. The other approach will be making creating a specific plan and recruiting resources which comply with the Development plan. The Development plan designed to project each individual approach towards better work deliverable and maintain continous learning curve and review the process at every step. Monitoring and evaluating these through various key deliverable by assessing key risk and develop a better assessment. Further,as an manager/leader will provide better health and safety approach to employee by which things do can be addressed.s