Employee Training and Development - Example

Summary There exist a number of human resource development associations seeking to improve practice in the profession. These associations offer different advantages for their members based on different roles they perform for the members. This report features a number of local and international organizations with various resources and networking that are beneficial to members depending on the needs that motivates practitioners to join. The report will indicate the benefits and deficiencies of some of the existing associations while also including the cost benefit analysis of what each offers and membership requirements. Following the identification of Dubai Human Resources Forum as the most suitable association for my career and professional development, the report will focus on the assessment of this organization against professional and personal requirements. Career Planning In order to make a decision on the most suitable human resource development association, it is essential that I undertake my career evaluation based on my professional and  personal requirements. 1. Self-Assessment The first step under this process is based on assessing my professional and personal needs, which is necessary to determine my career progression. Based on my areas of interests, the values in uphold, roles, skills, need for further development, my preferred environments and my current and future realities. My personality tests support these areas of responsibilities based on the results which indicate I possess moderate preference of extraversion over introversion (44), moderate preference of intuition over sensing (38), slight preference of thinking over feeling (12) and slight preference of judging over perceiving (22). Consequently, my career and development planning has led to the identification of areas of strengths that will improve my professional practice. Over the course of my training and professional development, I have adopting self-motivation practices and activism that has enabled me take self-initiative in my personal and professional responsibilities. This has worked well with my objective of generating outcomes that satisfy those I serve through performance my responsibilities to the highest levels of my ability. Additionally, most of my responsibilities have always been accomplished on time therefore undertaking high volumes of work than others within my department, as I am able to complete one task and get more time to shift and complete other responsibilities. This attitude has been essential in career progression, as my superiors who have rated me as someone that does not require close supervision to accomplish assigned tasks have always recognized my output (Noe 370-373). 2. Reality Check However, being highly motivated and demonstrating activism in performing my responsibilities has led to a number of possible weaknesses that I will need to improve in future. I have I identified lack of delegation and work-life balance as part of my professional development where there is need for improvement. Lack of delegation for me was as a result of being proactive in performing different responsibilities (Schuler and Jackson 14, 692). I am a hands-on-person who likes to be involved in most of the responsibilities that my team has to perform. This hampers team working as I always end up performing activities that should have been left for those I am working with. Additionally, test in verbal ability test indicates the need for me to improve my communication skills since 9 out of twenty marks is a below average result. To achieve my career aspirations, I have identified areas of strength that will improve my professional practice (Noe 370-373). Strength that I have developed over the course of my studies and professional growth is adopting self-motivation practices and activism in taking self-initiative for self-development. Self-motivation has been evident throughout my work as I always strive to perform my responsibilities to the highest levels of my ability. As a result, my attitude towards my works has always been positive which has resulted in customer appreciation whenever I have interacted with them. Additionally, most of my responsibilities have always been accomplished on time therefore undertaking high volumes of work than others within my department, as I am able to complete one task and get more time to shift and complete other responsibilities (Torres-Coronas and Arias-Oliva 132-134). Having undertaken self-assessment to determine my career interests, values, aptitudes, and behavioral tendencies, I have identified the necessary development plan that covers my competencies, areas requiring improvement, long-term and short-term development goals, and training and development goals (Noe 370-373). 3. Goal Setting Having taken the initiative to further my education in order to respond to new opportunities and need for improvement in my workplace, I now have a clear perception of how my Training and Development should progress. My development goal is to move from the position of deputy manager position to a role of General Manager by the end of 2015 (Noe 371). The results of my performance test were a B indicating I am very good in performing my responsibilities and meet my goals. I will therefore be able to achieve set objectives within six months. 4. Action Planning The goal I have set will only be successful through development of an action plan that is SMART. Firstly, moving from the position of deputy manager to that of general manager implies assuming more roles and responsibilities in the workplace. There are specific skills that will be effective in meet these new professional requirements. I have identified a number of skills among them leadership, interpersonal, creative, technical, administrative, and interpersonal skills that are essential for my improvement in the profession (Kay and Russette 56). There is need for me to undertake steps towards improving these areas by joining institutions that will further current skills and experiences in the areas while also filling in existing gaps. Therefore, I have identified joining a human resource association as an important step in this endeavor as it presents a chance to interact with experts in human resource profession through networking while also proving resources and training on areas that I should improve to meet the demands of current and future professional and personal needs. Human Resource Development Associations 1. Society for Human Resource Management (SHRM) Joining SHRM will be of major benefit for in terms of networking and having a global career support system. Over the years, SHRM has attracted over 275,000 members from more than 160 countries making it the largest human resource management organization in the world. Membership in SHRM covers professionals with different job titles and is based on payment of registration fees based on whether one requires professional, internet-only or student membership. SHRM has offered professional human resource management services to members since 1948, which enhances its reputation as an organization that functions based on practical experience about the development of human resource profession. Therefore, being a member of SHRM ensures one is kept abreast of the developments taking place in the in profession based on the analysis of fast and present trends that inform future positioning for practitioners. The large membership base and wealth of resources makes SHRM one of the best organizations that practitioners in the human resource filed should join (“About the Society for Human…”). One of the deficiencies for members of SHRM from outside the United States is reduced number of platform for offline engagements. Given that most of the subsidiaries are located in the United States, professionals from other regions are disadvantaged in terms of access to majority of the resources offered by the professional body. There is limited number of offices for two-way communication, enhance development of HR and provide educational facilities. Given the importance of networking, there is need for increased number of networking forums that respond to local networking needs of members. Such forums will improve quality of response for specific needs of members residing in specific parts of the world (“About the Society for Human…”). 2. Chartered Institute of Personnel and Development (CIPD) Given the recognition achieved by CIPD over the years, employers have a high regard for professionals with qualification from the organization. Holding professional membership in CIPD comes with professional designation such as Associate member (Assoc CIPD), Chartered Member (Chartered MCIPD) and Chartered Fellow (Chartered FCIPD) to indicate the member has passed thorough criteria and standards for best practice in HR or development. Membership in CIPD therefore improves the competitiveness of members needed for one to meet set targets that are part of career objectives. Professional membership in CIPD requires that one studies CIPD qualification or takes experience assessment that will prove the ability an individual possesses to impact positively in organizational strategy and people involved. CIPD partners with other institutions such as universities, colleges and training providers to offer qualifications internationally with different study options available for different circumstances and learning needs. This increases the level of access to CIPD services for those interested in taking up one of their courses that promises to raise one’s profile with employers, customers and peers, enhance career prospects while also guaranteeing improved earnings potential (“About Us: Were…”). 3. Australian Human Resource Institute (AHRI) AHRI is concerned with the quality of the HR profession, therefore, the organization offers accreditation of HR qualifications to universities in Australia, undertake people management research and works with governments in policy and legislation development. Membership in AHRI includes professional, organization and student, with professionals who pass various qualifications allowed to append a post-nominal after their name. One of the benefits of joining AHRI is that members get AHRI ProCover, which is an indemnity master policy platform that covers members from charges that results from being named and penalized personally while performing duties covered in job specifications. Therefore, professional members of AHRI working in various organizations within Austria are guaranteed financial protection in work related cases where financial compensation is demanded from the member (AHRI). AHRI has also introduced a mentorship program for different members who join the professional human resource association. The mentorship program is an important platform for HR practitioners to focus on their career development as a way of taking a break from the day-to-day professional responsibilities needed for personal reflection for inspiration and insights in personal and career development. The program is important for the mentor as it enhances their mentoring skills related to feedback, interpersonal skills and communication while also leading to professional satisfaction. Mentees derive a range of benefits from this program as they increase their networking opportunities, develop new skills, learn and reflect with experienced role model. Further, the mentee has a chance to enhance professional growth, develop goals, and work towards achieving them with the help of the mentor (AHRI). 4. Arabian Society for Human Resource Management (ASHRM) ASHRM is the main HR association that has been founded by members from the region and ran by staff from the region. Since 1991 when the organization became operational, it has been instrumental in offering advice to HR practitioners, employers and governments therefore enhancing the development of HR policy and practice in public and private sectors. Therefore, one of the benefits of being a member of this professional association is that it provides localized services to most members who reside from the Arab world (“About ASHRM”). The association is an important platform for members to reflect on the development of human resource profession in the region. Being a member of this organization is important as it provides contextualized services to members especially with regard to legal and the necessary professional developments that are unique for members practicing in the region. Even as ASHRM provides networking and resources for HR practitioners in the Arab world, the organization lacks extensive global coverage that is characteristics of many globally recognized organizations. This might therefore result in slow diffusion of latest HR trends influencing successful practices of leading global organizations. One requires membership in human resource association that will guarantee access to new practices that might not be available to non-members (“Arabian Society for Human…”). 5. Dubai Human Resources Forum (DHRF) The DHRF has been in existence since 1970 and has been an important platform for members to meet and deliberate on the current developments of the HR profession. Joining the forum provides a good networking opportunity since DHRF has membership that also includes over 150 companies. This is a resourceful organization for the members especially since the elected members of the forum committee are tasked with organizing up to 20 workshops, seminars and site visits. The forum has over the years invited renowned international and local speakers to enhance member’s knowledge on issues such as Personal Development, HR practices and business excellence. Being an organization member of the Chartered Institute of Personnel Development in the UK is also an added advantage for members of the organization who are able to access essential resources provided by the giant HR association. Having been in practice since 1970, DHRF is expected to have more members than the existing 150 companies. Having a reduced number of members, whether individual or corporate, negatively affects the networking capabilities for the organization and its membership. Therefore, DHRF is disadvantaged in this respect, as the number of members do not provide for extensive levels of networking especially when considering the need for global connections. However, this deficiency is eliminated by the fact that the organization is also a member of the CIPD, which ensures members of DHRF can still access resources and networking capabilities of the globally acclaimed association (“About DHRF”). Specific Organizational Choice for Personal and Professional Development Due to the different benefits that come with having membership in the above organizations, some unique features make them suitable for career and personal development. However, the organization that will effectively respond to the needs of my career as the moment is the Dubai Human Resources Forum (DHRF). This organization will be important for my career development given the number of services it offers to members in United Arab Emirates. Given the stage of my career development, it is essential that I establish networking with professional in UAE in order to increase my awareness about the development of HR profession. The 20 workshops, seminars and site visits organized by DHRF will be important for this purpose. Joining DHRF will have a double impact for me based its association with Chartered Institute of Personnel and Development (“About Us: Were…”). Firstly, I will enjoy the services offered by DHRF that are essential for HR practitioners in UAE, which is important for better application of the knowledge and networking gained. Establishing links with people who are well acquainted by with both local and international concepts in HR profession will boost my career prospects. Secondly, as a member organization of CIPD I will still access resources on global trends in HR. My objective to improve various areas of weaknesses will also be achieved through membership with DHRF. Having had time to build on my academic knowledge in the practice of human resource profession, I need practical aspects that will improve my on-task performance. This is provided for by DHRF, which organizes visits to different organizations apart from meeting notable practitioners (“About DHRF”). Such interactions are essential for my professional development as it presents me with a chance to interact with experts in various sections of human resource practice and inquire from them the best approaches that will lead to improvement on areas such as delegation and team working. Additionally, this forum provides me with a chance to establish long-term contact and personal camaraderie with the top professionals. These contacts are essential as they establish links for consultation in situations where immediate response is required when performing tasks that need urgent solutions. Conclusion This report is based on the analysis of various benefits and deficiencies of some of the existing human resource management associations that include Society for Human Resource Management, Chartered Institute of Personnel and Development, Australian Human Resource Institute, Arabian Society for Human Resource Management and Dubai Human Resources Forum. I have then moved to the identification of Dubai Human Resources Forum as one that meets my personal and professional development based on how intend to progress. Dubai Human Resources Forum is specifically suitable for my career and personal development based on its ability to provide access to local and international resources and networking. Although the organization has about 300 members representing about 150 companies, its working relationship with Chartered Institute of Personnel and Development is an important avenue to take advantage of the facilities offered by the globally recognized institution. Therefore, this will ensure I continue to develop the skills and experiences need for professional and personal development. Work Cited “About ASHRM”.ashrm.com, n.d. Web. 8 Oct. 2014. “About the Society for Human Resource Management”. shrm.org, n.d, Web. 8 Oct. 2014. . “About THRF”.DHRF. n.d. Web. 8 Oct. “About Us: Were the experts on the world of work”. cipd.co.uk, n.d. Web. 8 Oct. 2014. . “Arabian Society for Human Resource Management: History and Background”. Arab Info Mall. n.d. Web. 8 Oct. 2014. AHRI. About Us.ahri.com, n.d. Web. 8 Oct. Kay, Christine, and John Russette."Hospitality-management competencies identifying managers essential skills."Cornell Hotel and Restaurant Administration Quarterly 41.2 (2000): 52-63. Noe, Raymond. ‘Employee Training and Development, 6th ed’ Boston: McGraw-Hill/Irwin. 2012. Print. Schuler, Randall S., and Susan E. Jackson. Strategic human resource management. New jersey: John Wiley & Sons, 2003. Print. Torres-Coronas, Teresa, and Mario Arias-Oliva, eds. e-Human resources management: managing knowledge people. Chocolate Ave, Hershey: IGI Global, 2005. Print. Read More