The Personal Development Portfolio and HR Policy Order Instructions: The Personal Development Portfolio (PDP) provides the framework to help you expand your academic, professional and career development; build and sustain a personal learning network; articulate your professional goals, and reflect on your skills through various strategies and assessments.
In this Assignment, you will reflect upon your prior knowledge and experience, and consider various perspectives relating to HR policy development.
•Download the files from the email.
•Reflect on your prior knowledge of and experience with HR policy in organizations. As an employee, reflect upon your own perspective and engagement with HR policy.
•Reflect upon the perspective of colleagues whose role may involve HR policy development and/or whose role requires a close working relationship with HR policy developers.
•Your prior knowledge of and experience with HR policy within your own organization (or one that you are familiar with).
•Your own particular areas of personal and/or professional interest (e.g. diversity management, recruitment and selection, grievance and discipline etc.).
•Your personal biases and assumptions about the ways in which these policies have been developed and implemented.
•Challenge yourself to think critically about these policies from the perspective of others. For example, colleagues whose role may involve HR policy development and/or whose role requires a close working relationship with HR policy developers.
The Personal Development Portfolio and HR Policy Sample Answer
Prior Knowledge of and Experience with HR Policy in Organisations
As an employee, it is vital to establish that the engagement, energy, and commitment to HR policies aid in inclusively bringing to work the indicators of dedication and involvement within a work environment. The engagement in productive and quality content clearly indicates our engagement in being loyal within an organization. When an organization embeds sound HR practices, they ensure that employees feel safe, satisfied and in a position to work in achieving their full potential (Armstrong, 2014). My knowledge and experience in HR policies in an organization clearly determine the essence of people as the primary resources that an organization has in delivering its services effectively. In this case, strategic planning and the inclusion of HR policies in management clearly guide an organization’s strategic plan, a factor that indicates that the staff plays significant roles in steering the direction of the organization.
Particular Areas of Personal and/or Professional Interest
In detailing my personal and professional interest within HR, the recruitment policy plays a significant role in my professional experience. This policy within the areas of work I have gained experience from ensures that an open recruitment approach in inclusively established within and outside an organization in ensuring qualified and experienced applicants are included within the workforce of an organization (Bamberger, Biron, & Meshoulam, 2014). In addition to this, the recruitment policies of an organization primarily place stress on the need to ensure special efforts in securing a sufficient recruitment process is facilitated with the aim of achieving an affirmative action plan.
These policies ensure that the recruitment process is open and are developed to include an organizations objective in fostering a well-qualified and diverse work team. On the other hand, several organizations policies articulate the essence of ensuring career positions are filled through the inclusion of the recruitment process on an organizations HR website (Marchington, & Suter, 2012). This allows the HR client services teams to consult and assist with several discursive strategies that include professional organization association and networking.
Personal Biases on How These Policies are Developed and Implemented
The hiring of talent remains one of the essential elements of an organization, a factor that remains challenging in achieving. In this case, diversity in the hiring and employment of qualified personnel ensures the initiation of a robust and well-equipped team that can effectively perform in meeting the pressures and circumstances of an organization. My personal bias on how policies are developed and implemented remains in expectation anchor where an interviewee may bypass proper investigative measures in reliance on the frivolous expectations that focuses on the element of favoritism (Toon, 2011). An interviewer, therefore, believes that such a candidate remains in a suitable position to acquire the job thus putting a mental block during the process of interviewing.
Critical Thought of these Policies from the Perspective of Others
In thinking critically about these policies from the perspective of others, it is significant to ascertain the essence of diversity and fair treatment by acknowledging the need to appreciate the differences among the employees and the value of investing in these differences with the aim of enhancing the management practices of an organization (Tricker, 2015). This, therefore, ensures that the element of discrimination is omitted and inclusiveness in promoted, an aspect that is essential within a work environment. On the other hand, it is essential to ensure equal opportunities and diversity is also included in providing training, advice, and help on several situations that are tailored within specific environments.
The Personal Development Portfolio and HR Policy References
Armstrong, M. (2014) Armstrong’s handbook of human resource management practice, 13th ed. London: Kogan Page.
Bamberger, P., Biron, M. & Meshoulam, I. (2014) Human resource strategy: formulation, implementation, and impact, 2nd ed. London: Routledge
Marchington, M. & Suter, J. (2012) “Where informality really matters: Patterns of employee involvement and participation in a non-union firm” Industrial Relations 52 (1) pp. 284-313
Toon, C. (2011) ‘Is your HR policy outdated?’ [Online]. Available from: http://www.hrmagazine.co.uk/article-details/is-your-hr-policy-outdated (Accessed: 19 October 2015).
Tricker, B. (2015).Corporate governance: principles, policies, and practices. Oxford: Oxford University Press.
