Links Between Organisational Objectives And Personal Development Objectives

Personal development planning is a structured and supported process. My personal development is assessed during my supervisions and my annual appraisal. These are an opportunity to assess my performance against relevant standards and to agree targets and outcomes for the future. I can also discuss my knowledge and understanding and achievements, exchange views about work practices and how I can improve.

Common objectives are developed by working together to ensure Team building is done and that the team runs affectively with all members using their strengths. The evaluate each individuals strengths and weakness’s and bear these in mind when allocating tasks. Agree with team members the tasks they have been set and ensure they are confident and trained to carry them out. Ask for suggestions and brainstorm for idea’s from the team and allow them to have an input as long as it is safe and possible to do so.

Broadhurst, J. (2012). Employee development is a great business opportunity. Human Resource Management International Digest, 20(6), 27-30. doi:http://dx.doi.org/10.1108/09670731211260861

* Set developmental goals with each employee. These goals focus on building the employee’s expertise, skills, and abilities. The idea is to make strengths even stronger, as well as to develop the areas in which the employee’s knowledge and skills are deficient. As you provide your team members with these developmental goals and support them to attain them you will be building the company’s future and displaying to your team that you are there to support and develop their career.

Career development is comprised of three main objectives. The first objective is to meet human resource needs in a timely manner throughout the life of the business. The second objective is to provide information about open positions and opportunity for growth to the organization’s employees. The last objective is to use existing programs to develop and manage employee careers to match organizational plans and goals.

| It is important as a manager and leader to develop yourself within your role personally and within the organisation, both will gain from this. Within the modern world skill sets are updated and change

When a manager monitor and evaluate the performance of an employee, the manager might realise the talent the employee has and how this talent could contribute the overall performance of the organisation. Organisations seek to retain good performers. One of the methods used is career development. An employee could be transferred from one department to another where he/she could contribute to the success of that department at a higher level of performance. Developing an employee’s career could, also, mean enhancing their competence within the context of their position and department.

1.3 Identify a range of learning and development opportunities which support the achievement of the personal development plan

Managers can establish the requirements and minimal expectations for individual employees, and lessen some of the confusion that may arouse forthcoming, by doing accordingly. “The first step in the PDS which is to share the business plan and how each employee plays a role in that plan this action coincides with it. (Maciariello, 2009).” “Managers have to create a motivating workplace for each employee, to help motivate the employees

Also, form career development plans and spot out important achievements within the business. Not only employee motivation should be worked on, but also set up a comprehensive rewards system. The

Employee should know everything about product which they try to sell to customers. It is vital for a candidate to have knowledge of the products and services of that organization; it shows an interest within the business and improves their chances of obtaining a job if they demonstrate knowledge of the products or services that the business delivers.

This personal development plan is important for me in that it will allow me to see how I fit in an organization, and actually be able to reflect on my characteristics. My ultimate goal in life is to become an entrepreneur. I’m not sure what industry I want to be in quite yet, but I know my end goal. My dad, since I was little, has drilled it into my mind that I should be in a business where I’m still making money when I’m not physically at work. That notion has stuck with me and I’m trying to take an emergent strategy to get there.

For learners the objectives of learning and development are to develop new skills leading to growth in their professional or personal life. There are many ways to identify objectives, they can be identified by the learner and discussed at the review process. Or identified by the organisation and again discussed at the review process. For the organisation the objective of learning and development is to make the workforce more efficient, flexible and able to deliver the organisations results in challenging times. Within Standguide the organisation has created what is known as a competency framework which lays down the skills required for the job role, it is used for promotion, development reward and recognition.

date. In doing this I will highlight potential areas of development needed and will address these through Personal Development Planning. The rationale for doing this assignment is to enhance my professional development by undertaking an annotated reflective report.

Organizational development (OD) is an application or process of building a greater level of efficiency within the organization. OD develops the ongoing effort geared for long-term effects. OD works to help management and employees on a variety of levels. Organizational development is perhaps unequaled in its ability to meet any type of organization needs. However, the solutions developed from the role of OD may not be necessarily interchangeable with different organizations (Grant, 2010).