Subordinates Role

This object of this assignment is to identify what personal and professional development is, if there is any difference between personal and

top of the company. In addition to my individual work, it will be the relationship I build with the people under me. Lacking an effective relationship with my subordinates will take me back to the bottom of the company. Hill lists forging good individual relationships as a misconception (Hill, 2007, p.7). Although team building is extremely important, I would disagree with Hill’s statements on team building being more important than individual relationships (Hill,

| 1.1 Explain the importance of continual self-development in achieving organisational objectives1.2 Assess current skills and competencies against defined role requirements and organisational objectives1.3 Identify development opportunities to meet current and future defined needs1.4 Construct a personal development plan with achievable but challenging goals

A number of factors impact on the relationship between employees and employers. Below I have listed intenal and external factors which impact on the employment relationship.

Task 3 – Understand how to develop and maintain effective working relationships to achieve objectives

When an employee starts a new company, there are several external and internal factors that impact on the employment relationship. Relationships affect both management and worker’s performance. The quality of these relationships have an effect on the organisation.

An employment relationship describes the dynamic, interlocking economic, legal, social and psychological relations that exist between individuals and their work organizations. Palgrave Macmillan (2013), Glossary [online] Available at: < http://www.palgrave.com/business/brattonandgold/glossary/glossary.htm> [Accessed 17th September 2013]. Factors that impact on this relationship both have a detrimental effect to the running of a business. I will focus on two internal and two external. These being:

Personal development objectives are affected by organisations goals, as companies will want to steer their employees in a direction that should meet their corporate strategy and link into the mission statement. However, personal objectives and organisational objectives should tie in together and have a common goal, which should meet the needs of both participants (Dransfield, 2000). Although organisational objectives can hold a negative attribute to employee’s personal development, if the company invests time into employees PDP and employees can see that there is a plan in place for job promotion, then they’re more likely to keep their staff (Cotton, 2011). A future plan will add value to the business as it will improve employee’s skills and personal development strengths which will give a positive effect on the company performance.

To create positive relationships, you need to set an example by using effective communication skills when dealing with others. This includes when both initiating conversation and responding to it. Positive relationships, meaning beneficial relationships for both children and adults, open lines of communication in all areas. Effective communication with both children and adults create a bond and therefore a positive relationship which results in the person responding in the way you would like them to. Without effective communication, relationships can break down and misunderstandings can occur leading for poor communication and a progressively worse atmosphere. Poor levels of communication and unhappiness at work between two colleagues can show in front of children and set a precedent for behaviour. Children are still learning appropriate ways to behave and therefore copy behaviour that they see, treating others accordingly.

Employment relation is one of the vital and critical parts of HRM. For making an effective and healthy relationship between employers and employees, it is important to understand the perception of employment relations along with its importance in an organisation (Wang & Chen, 2005). Thus, if an organisation fails to understand its significance of employment relations and unable to manager employer and employee relationship efficiently, this might lead to impact on the organisation power and will deter its strength and profitability. According to Singh (2011), employee relations is basically a study of regulations, agreements and rules through which employees are accomplished with collective and individual group, importance imposed to individual

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.

Employees are the most beneficial assets that a business can have. Without staff a business, essentially, would be unable to operate. Therefore it is of vital importance to maintain a highly efficient relationship between employers and employees. This is carried out through Employment Relations.

An article titled written by Hongemi Shen titled: “Organization-Employee Relationship Maintenance Strategies: A New Measuring Instrument” goes into depth about the different strategies one can utilize to sustain and maintain a relationship. The article defines relationship maintenance as “planned organizational behavioral attempts or efforts to keep a relationship in a satisfying condition and in repair...” (Shen). After this definition, the article states how there are two types of relationship maintenance strategies. The first type is called “symmetrical” and it relies

The Employment relationship is critical within the workplace as it plays a central role in the quality of the workers’ lives and in the performance of the organisation. Employment relationship is defined as simply the relationship between the employee and the employer. Having a strong employment relationship positively impacts the organisation as a whole, influencing the job satisfaction, skill use and development, workplace morale, and the worker absenteeism (Lowe, G. Schellenberg, G. 2001). However, low levels of commitment, communication and trust are associated with restructuring and downsizing of the organisation, stimulating weak employment relationships. Thus, employment relationships within a workplace requires balance and reciprocity if they are to benefit both parties (Lowe, G. Schellenberg, G. 2001). Employers must manifest, through the quality of the work environment they create, that there employees are valued and respected. It is vital that all managers, especially those at the front line, understand this. Consequently, there are various theoretical frameworks with different approaches that can be utilised to conceptualise the employment relationship within an organisation.

This paper presents personal development plan which I have formulated to identify my career objectives and improve my interpersonal and professional skills. Personal development planning includes a set of questions which try to identify career interests, potentials, and competencies, collect relevant information for future decision making, and personal development matrix to identify short and long term goals and their respective actions to be followed.