Developing Yourself as an Effective Human Resources Dissertation

Developing Yourself as an Effective Human Resources

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Developing Yourself as an Effective Human Resources

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STUDENT NAME: RASHED ALMASKARI	PROGRAMME START DATE: MARCH 2018
PROGRAMME TITLE:  CHRP Abu Dhabi September 2018 (Group 2)	COURSE LOCATION: ADGM ABUDHABI
PERSONAL TUTOR:
ASSIGNMENT TITLE: 4DEP PDP Assessment Activities
SUBMISSION:        1ST        2ND      Extension       (delete)	DATE OF SUBMISSION: 9 MARCH 2019

 

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Developing Yourself as an Effective Human Resources

Personal Development Plan

Things to learn	Required actions	Needed support or resources	Success criteria	Target dates for review and completion
Topics in HR such as Analytics, diversity and inclusion, employment law, HR professionalism, performance management, workforce trends, job quality and reward strategy	Enrol, take a complete at least two courses with Chartered Institute of Personnel and Development. The things I will learn from this course include;	To complete the learning process, it imperative to buy books, journals and relevant articles related to the topic and also find sponsors to provide financial aid	Passing all the tests and exams  and gaining full mastery of the topics in the course without and any failure	End of 2019
Mentorship	Identify and work under mentors and coaches in the field of human resource with adequate successes and a wealth of experience to learn from	Purchase books and materials the mentors have published. Also, enough finances will be required to enroll in mentorship classes offered by the identified individuals	Receipt of certificate for successfully completing the mentorship program and offering solutions to real life problems in human resource in places of work.	March 2020
Labor Law in United Arab1 Emirates	Access a copy of UAE labor laws from the website of ministry of law.	Partnership with legal scholars to interpret various clauses outlined in the labor laws and provide deeper insight on their implementation in workplace	Ability to recall and state applications of the laws in relation to the official language in workplace, contracts, absence from work and cancellations, punishments and penalties, labor disputes, occupational safety and health and minimum wage.	Dec 2019
Challenges and new trends in HR	Attend trainings and workshops and interacting with other professionals to gain new insights	Sponsorships and finances to meet the fees	Documentation and implementation of up to date strategies in human resource	End of 2019
New technologies/applications used in HR	Acquire and get familiarized with up to date new software such as  Sage 200 VIP, Sage Pastel Payroll, TribePad, Planday, Workday and Zoho Recruit among others.	Finances to purchase the software and their tutorials	Successful completion of tasks such as recruitment, training and compensation through various software	Dec 2019
Expand my understanding of leadership	Fathom different leadership approaches and emotional intelligence	Books, trainings and mentorships	Increased level of influence in the organization	Dec 2019

 

Reflection of performance against the plan

I managed to enrol and attend all the blocks by CIPD. The knowledge gained was equipping and improved my capacity to perform all the primary functions, duties and responsibilities involved in human resource. As a result, I developed new ideas on new strategies application in the organization. For instance, I discussed with the senior manager about the need to institute new compensation plan as a way of motivating employees, changing recruitment process to involve social media to attract new talents and the need for specialization to enhance job satisfaction among employees in the organization. Also, the new information aroused interest for further studies. As a result, I enrolled for other courses as a capacity building strategy to enhance professional in human resource practice.

I found new mentors and coaches whose experiences provides important insight on solving real life problems and challenges in dealing with employees. The mentors have kept me accountable on my goals and professionalism. They have acted as counselors with whom I have been depending on for correction, criticism, guidance and evaluation. This has ensured that I have not been contented at all my level but continually improved.

 

Lessons Learned

The biggest lesson that I have learned in regards to problem-solving is that different approaches can be implemented to find a solution to an issue that seems challenging. It means that I do not have to rely on one possible approach to solve the underlying problems that I am facing in the organization that I work. For instance, I can decide to independently work on the problem that I encounter and find a suitable solution or socialize about it by involving the key stakeholders to play a crucial role in the decision-making process. The other lesson learned is that some problems are solved mentally whereby I will have to think deeply about them, evaluate the possible solutions I have identified, and carefully select the appropriate one.  Through this, it will be evident that the solution that employ in my workplace is not only efficient but also effective. My hope is that through creative thinking, I will be able to solve all these underlying work problems that I am currently facing.

 

Conclusion

In summary, creative problem-solving offers a basis for handling different challenges that people face in organizations and their daily lives. The techniques provided are not only innovative but also positive. In a global organization, a manager can use different approaches to ensure that the company succeeds. For instance, a solitude approach can be applied, or social method can be applied in problem-solving in a global organization. In regards to methodologies of problem-solving, some of the techniques that can be used include convergent and divergent thinking, open-solution methodology, and General Methodology of Creative Problem-Solving and Task-Achieving (CrePs). I can effectively apply all these approaches in my workplace to solve the different problems such as the high rate of trainee absenteeism.

The convergent and divergent techniques that I may apply to find a resolution to high rate of trainee absenteeism problem entail the five thoughts strategies which is a creative way of problem-solving. The first step will be to conduct perceptual thinking whereby I will personally think about the factors triggering the trainees to miss their training. The perceptual thinking process will include how this problem is affecting the organization and the training process at large. The second step will be meta-cognitive thinking whereby my mind will be triggered to seek for a solution to the problem as soon as possible. It is because of the negative impacts that it is causing to the company and the bad trend it is setting in the department. The third step will be creative thinking whereby I may decide to involve other people such as human resource managers or the trainees themselves to determine what the root cause of absenteeism is among the trainees. At the same time, I may decide to solve the problem solely by taking advantage of my position as an administrator to come up with new terms and conditions which all trainees must follow minus which they will be punished. The fourth step entails conducting a careful assessment of the possible solutions that I have identified before finally applying them to resolve the trainee absenteeism problem.

In regards to open-solution methodology approach, I will give room to solutions that I think are best to be applied in this case scenario. For instance, if one of the trainees suggests that the main reason they are missing the training is that there is no form of motivation. I intend to consider the thought since it seems reasonable. It is because most employees need the motivation to continue working hard or being actively involved in organizational business or operations. My solution will be to motivate them by offering certificates after the training as a source of proof that they have been trained on specific subjects or topics. I may also make the training interesting by offering snakes or tea. The training can also be done on specific days and held for few hours to give room for the employees the opportunity to attend to their personal commitments that had been making them not to attend all sessions. My CrePs approach to solving this specific problem will be to enlighten my thoughts by convincing myself that the approach that I intend to use is the right one and will contribute towards solving the trainee absenteeism problem.

RUBRIC
Excellent Quality 95-100%	Introduction 45-41 points The background and significance of the problem and a clear statement of the research purpose is provided. The search history is mentioned.		Literature Support 91-84  points The background and significance of the problem and a clear statement of the research purpose is provided. The search history is mentioned.			Methodology 58-53 points Content is well-organized with headings for each slide and bulleted lists to group related material as needed. Use of font, color, graphics, effects, etc. to enhance readability and presentation content is excellent. Length requirements of 10 slides/pages or less is met.
Average Score 50-85%	40-38 points More depth/detail for the background and significance is needed, or the research detail is not clear. No search history information is provided.		83-76  points Review of relevant theoretical literature is evident, but there is little integration of studies into concepts related to problem. Review is partially focused and organized. Supporting and opposing research are included. Summary of information presented is included. Conclusion may not contain a biblical integration.			52-49  points Content is somewhat organized, but no structure is apparent. The use of font, color, graphics, effects, etc. is occasionally detracting to the presentation content. Length requirements may not be met.
Poor Quality 0-45%	37-1 points The background and/or significance are missing. No search history information is provided.		75-1 points Review of relevant theoretical literature is evident, but there is no integration of studies into concepts related to problem. Review is partially focused and organized. Supporting and opposing research are not included in the summary of information presented. Conclusion does not contain a biblical integration.			48-1 points There is no clear or logical organizational structure. No logical sequence is apparent. The use of font, color, graphics, effects etc. is often detracting to the presentation content. Length requirements may not be met
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