BSBWOR501 Manage Personal Work Priorities
Answer:
Position Description
The structure of HR’s position in a firm focus on planning and coordinating workforce to use the employees talents, resolve the issues between management and employees, and advice managers to work on policies, for example employment opportunities, and assist the managers to plan policies to provide equal employment opportunities to coordinate firm’s operations (Boon & Kooij, 2018).
|
Work activity |
Description |
Goal/s |
KPIs |
Timeframe |
Person responsible |
|
To start working as an HR professional |
I have been working as an HR assistant in my company, in the future; I want to start working as an HR Professional. |
To achieve HR skills and learn career development skills. |
It will help the HR to reduce the chance of absenteeism in the professional setting. |
1 Year |
HR Manager |
|
To start an HR consultancy firm |
Recently, I have been working under professional supervision; it will help me gain experience for future use. |
To improve and develop my skills to run a successful HR consultancy firm |
It will help me gain a good reputation in the market; meanwhile, it will also help me help companies to achieve their required HR objectives. |
5 Years |
-- |
Journal
Productive work environment is focused on specific guidelines to complete tasks, for example filling out recruitment method, dealing on broad issues for example, setting recruitment standards, setting health and social environment, plan rewards and incentives, grievance process, appraisal processes and others. These processes help a firm to sustain its position in firm and achieve its competitive environment (Leahy & Wilson, 2014)
Personal Development Plan
The key competency standards are defined based of seven covered objectives, these include collecting, analysing, and organising ideas and information, bringing out new ideas, expressing planning and organising activities, working on different ideas, using tactical standards, solving problems and utilise technology to achieve the required goals. these are defined based on three performance level, first level consider the need of competency to undertake tasks, level 2 is focused on ability of managing tasks, and level 3 follows up with concepts to evaluate and reshape tasks (Boon & Kooij, 2018).
Professional development opportunities/ training
|
Timeframe |
Description of opportunity/training |
Skills/ competency to develop |
|
Six months |
Working on developing communication skills works as an advantage for HR professionals. Therefore, it will be beneficial for me to focus on developing my skills as it will help me understand people's issues and use them for the benefit of the company. |
Communication skills and learning facilities. |
Networking activities
|
Timeframe |
Description of networking activities |
Opportunity/professional advantage |
|
One year |
Networking is important when working in a competitive workplace; therefore, I intend to attend more conferences to network with HR professional working across the industry to learn the tactics and approaches they have been using. |
Networking will help me gain opportunities in the industry to enhance my professional skills to help my employees understand my requirements and comply with the requirements. |
Journal
I attended a seminar where there were several HR professionals; they have helped me understand the dimensions of the industry. They helped me understand that developing a focus and a balance is very important as HR professional's duties as it helps them reduce the chance of conflict among employees. Thus it helps them improve their performance, while on the other hand, benefit the organisational business and productivity (Leahy & Wilson, 2014).
References
Boon, C. & Kooij, D. T., 2018. Perceptions of HR practices, person–organisation fit, and affective commitment: The moderating role of career stage. Human Resource Management Journal, p. 61–75.
Leahy, D. & Wilson, D., 2014. Digital skills for employment. In IFIP Conference on Information Technology in Educational Management, pp. 178-189.
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