MN7181 - People and Organizations- Blog 6 (Managing Performance) - Personal Development Plan

-

Personal Development Plan

Personal development plan (PDP) also known as career plan, should ensure the motivation of employees in the company, as well as it should enable employees to develop their professional skills, provide them some work perspective and increase the attractiveness of the work in the company (Darina Chlebikova, 2015).

According to Beausaert, The concept Personal Development Plan (PDP) is related to various concepts such as portfolio, (continuing professional or personal) development plan, logbook or personal professional profile. The two most commonly used terms are personal or professional development plan and portfolio assessment (Beausaert, 2011).

Following points can be shown as characteristics of PDP (Beausaert, 2011),

  • ·         Gives an overview of the competencies the employee worked on in the past and which competencies the employee is planning to work on in the future and how.
  • ·         Should be composed by the employee himself, mostly in consultation with the supervisor
  • ·         Can be used as a basis/structure for conversations with the supervisor or coach, who provides the employee with feedback and stimulates the employee’s reflection
  • ·         Serves as a decision-making tool, from planning an individual training-program to assessing the suitability of a promotion.

The career planning is based on the creation of individual personal development plan for specific employee. Following image shows processing of Personal development plan (Darina Chlebikova, 2015);








Some areas of interest of work that reflects the priorities in choosing the job are called career anchors and include below considerations. (Darina Chlebikova, 2015):  

1) Technical – functional – expresses interest in highly specialized employee (surgeon, programmers)
 2) Managerial – working with people.
3) Stability – an effort to find permanent employment, 
4) Creativity – self – realization,
 5) Autonomy / independence, 
6) Wages /salary package/ benefits
7) Creative and mental demand of work. 

According to (Mantz Yorke, 2006) model of PDP is a process of;

  • ·         Thinking ahead and planning, using both critical rational thinking and imagination;
  • ·         Doing something and being more aware of what is being done;
  • ·         Recording these observations and perceptions;
  • ·         Reviewing/reflecting on actions and their effects;
  • ·         Evaluating and making judgments about self and the effects of own actions;
  • ·        Engaging in conversation with a teacher/tutor and/or peers in order to discuss/ challenge experiences, perceptions and judgments;
  • ·         Using this personal knowledge as a resource to inform future actions.


Lastly, the employee’s formal and informal learning can be enhanced by using a Personal Development Plan (PDP) (Beausaert, 2011). The goal of planning of personal development and succession in the company is to cover the future need of human resources in the company for the specific jobs. Flexibility of career planning is nowadays the main requirement for it. Due to changes which can be realized in the company (the existence of the company, organizational changes, restructuring, etc.) are threatened workstations of employees, so employees must take the responsibility for the direction of their career by their own (Darina Chlebikova, 2015).

Reference

Beausaert, S. A. (2011). The use of Personal Development Plans in the workplace Effects, purposes and supporting conditions. Datawyse, Maastricht, The Netherlands .
Darina Chlebikova, M. M. (2015). Planning of Personal Development and Succession. Procedia Economics and Finance , 249-253.
Mantz Yorke, A. G. (2006). Personal development planning and employability. The Higher Education Academy.


Comments

Post a Comment

Popular posts from this blog

MN7181 - People and Organizations- Blog 4 (Employee Relations) - Employee Voice

-
Image
Employee Voice Employee voice is widely used concept on current organizations. This bridges the gap between the employees and the management by encouraging and creating space for healthy communication, settling disputes within the organization and also allows the employees views to be considered at decision making. As per   (Armstrong, 2006) , it is explained Employee Voice has been addressed elaborately, where it’s mentioned “ Employee voice is the term increasingly used to cover a whole variety of processes and structures while enable, and sometime power employees, directly and indirectly to contribute to decision making in the firm ” (Boxall & Purcell , 2003) meanwhile Millward et al (2000) states Employee Voice as “ the ability of employees to influence the actions of employers’ ” In the CIPD (CIPD, 2018) The Employee Voice is clarified as a method of employees expressing their views to the employer, where employees are able to impact the employer at the wor...
Read more

MN7181 - People and Organizations- Blog 5 (HRM and the Design of Work) - New forms of employment

-
Image
New forms of employment When it comes to HRM , the job design plays a vital role in enhancing the effectiveness   of the performance, motivation of the employees built through flexibility and clear communication of the work expectation , also helps the employer too.   As per Robertson and Smith (1985) as cited by     (Armstrong, 2006) the major principles of job design is as below, ·         To provide opportunities for people to accomplish several tasks & to influence skill variety. ·         To combine tasks and to form ordinary units of work – this influence the task identity. ·         With the natural work units, to communicate the employees the importance of the tasks given- which influence significance of the tasks. ·         To influence job autonomy- to inform the employees to govern their own set o...
Read more

MN7181 - People and Organizations- Blog 9 (Organizational Culture) - Sources of Power and its effects to an organization

-
Image
Sources of Power and its effects to an organization When it comes to organization culture the levels of power and the types differ from one to other, but it is observed the power applied has an effect of the culture, performance and the productivity of an organization. Having a look at the sources of power- Reward, Coercive, Referent, Legitimate and Expert power has been explained by Natter, 2018   as below, Reward Power This can be a positive approach. To the team to work harder, effectively the reward power is being used. This can be monitory rewards such as salary increments, incentives, bonus which is given as a reward of achieving the extra mile. This is beneficial for the employee as well as for the employer. Figure 1: (Google, 2015) Also, it is mentioned Greater impact, enhancing the employment relationship, flexibility to reach individual needs, Talent management are few benefits of total reward approach   (Armstrong, 2006) Coercive Power ...
Read more