Professional Development Plan

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Professional Development Plan

In the 21st century, there is a strong need for managers to understand the personality types and behavioral styles of employees. Managers should be competitive to integrate strong leadership that stimulates high performance and productivity. The professional development plan is crucial in that it helps the management team to facilitate a strong teamwork and reduce team conflicts. After completing the Dominance, Influence, Steadiness, and Conscientiousness, this paper evaluated a number of skills, strengths, areas that need improvements and resources required to reach the set goals and objectives. There was a strong need to build a productive team that would improve work performance. Improving customer service would also assists in increasing sales and revenues in the company. The assessment helped me to understand the need to improve personal diversity recognition and awareness. A business that flourishes well is one that handles conflicts effectively.

Personal Assessment

Based on the assessment, my primary goal is influencing people. On a personal level, am motivated and content when influencing people to perform the right tasks at the right time. My high level of confidence enables me to withstand criticism and any obstacle that may emerge in the workplace. With this, life seems enjoyable and continually fresh. I am comfortable delegating duties as well as taking charge of the team. Teamwork is crucial because it facilitates growth in the organization. With tasks, the primary thing is embracing opportunities and work hard to strengthen excellent performance. On a personal level, delegating task is crucial, and try hard to be an analytical listener and thinker to those leading. Despite the mentioned strengths, there are areas that need improvement such as asking help of colleagues and mentors. This will help in improving my skills and abilities in management. Still, exaggerating too much is not important when giving direction or instructing a team. In so doing, this may break trust and threaten some members for shattering their dreams. When under stress, it is not good to be superficial because this hinders an individual from achieving the best out of that chance or opportunity.

Employee Objectives

To increase skills and knowledge in the area human resources, the following will be taken into consideration. It will be vital to put best practices that promote a positive working environment. Based on the assessment, the group is proficient with research specifically in the business environment. As the manager, it is important to increase abilities and skills to broaden the view of organizational development and foresee issues that would hinder organizational change and behavior. It is also important to take time to clarify and negotiate time frames to avoid misunderstanding my employees. It is significant to acknowledge employees input toward the job and motivates them to be the best they can to achieve the set goals and objectives.

Group Assessment

After conducting the assessment, the group falls in the category of interactive style. They want freedom and a chance to air their thoughts and ideas. They desire a strong sense of belonging. They are more motivated when working as a team than individually. The group members believe that they can achieve more when in a friendly environment that stimulates growth. With these characteristics in mind, it is vital to work consistently within the existing circumstance to augment accuracy and quality in the workplace. Despite the mentioned positive characteristics, the group is easily discourages when working under pressure. Many quit on their assigned tasks when put under pressure. This creates a strong need to foster a friendly environment that deters pressure. There is also a need to foster freedom that would motivate the group members to have a sense of belonging in the organization (The Alberta Teachers’ Association, 2010).

Development Plan

 

Competency Strategies Indicators To measure Success
Performance Evaluation Level 1: Make sure staff understand their performance plans and goals

Level 2: Work with staff members to evaluate position description and performance development plan.

Level 3: Follow-up throughout the year to ensure that the set goals and objectives are attained.

  • Evaluate the staff performance annually and recognize the notable improvement in terms of quality or excellence
  • Assess if the recruited team align to the position description and performance development plan.
  • Assess the notable growth in terms of sales and revenues.
  • Evaluate the number of customer complaints and appraisal regarding the company’s performance and management.
Staff Development
  • Identify employee strengths and weaknesses and thereafter delegates duties effectively.
  • Make good use of rewards to recognize staff and employees’ contribution.
  • Encourage professional growth within the resource constraints
  • Recruits competent employees
  • Retain competent employees
  • Employ different approaches, such as team work to get work done appropriately.
  • Evaluate if the delegate duties are effectively done.
  • Evaluate the impact of rewards in encouraging other employees to work hard to gain recognition.
  • Assess the impact of team work performance and individual performance.

 


Reference

The Alberta Teachers’ Association. (2010). Developing a Professional Growth Plan. Retrieved from: http://www.teachers.ab.ca/For%20Members/Professional%20Development/Professional%20Growth%20Plans/Section%203/Pages/Section%203-Develop%20a%20Professional%20Growth%20Plan.aspx

 

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