Thursday, June 20, 2019

Career Portfolio Essay Example | Topics and Well Written Essays - 1500 words

Career Portfolio - Essay ExampleAfter graduation, my goal is to secure a job in the field of human vision management while looking into the possibility of further studies for specialization in the field. Before I go back to China, I would like to be competent to gain both work experience and academic knowledge here in the UK. Cameron (2009) presented a model to guide aspirants of successful careers that is founded on positive thinking. The first gear step is knowing oneself and that includes ones skills, strengths and weaknesses. Once that is achieved, the aspirant searches for potential employers whose organization will benefit from the aspirants skills. Next is being suit up to(p) to present oneself profession completelyy with evidence of such skills. In time, the aspirant will gain more knowledge and experience and he will be able to present himself successfully. I believe that Camerons model will be able to help me chart my career and this career portfolio assignment is a le gal start. It will comprise the first step of knowing myself through self-analysis by reflecting on my own skills, strengths and weaknesses. This assignment will also plan fall out my strategy in finding potential employers and how I can present myself professionally to them to increase my chances of being accepted for internship. Industry/Sector analysis cognise about the industry one wants to join entails careful study and analysis. Human resource management (HRM) is the field I want to specialize in someday and this portion will highlight what HRM is all about. HRM has been ascribed an essential role in achieving the goals of organizations. Its rise had alpha implications on the recognition of workers. The competencies of employees have been given more gloss in recruitment and selection as well as in training and development (Van Marrewijk & Timmers, 2003). Its strategic position as a sounding age for top management and facilitator and change agent in the restructuring and t ransformation processes of the company is equally balanced with its role as an important partner for employees. Thus, the HRM function positions itself in two ways as the architect of new organisational structures and work systems, and as coach in management development processes and companion of employees in opposite processes (Van Marrewijk & Timmers, 2003, p.174) HRM is also in charge of performance appraisals of the people working for the organization. Stone (2002) defines it as a vital tool for strategy execution by providing a dynamic link to employee recruitment, selection, training and development, career planning, compensation and benefits, safety and health and industrial relations (p.264). Further, Stone explains It signals to managers and employees what is really important it provides ways to measure what is important it fixes accountability for behaviour and results and it helps in improving performance. Finally, performance appraisal is necessary to defend the organis ation against individuals who legally challenge the validity of management decisions relating to promotions, transfers, salary changes ,and, terminal figure (p. 264) Being aware of peoples needs and skills, HRM goes beyond the appraisals and attempt to develop them professionally. Employee development has been identified as key to improving overall organizational effectiveness. Jacobs and Washington (2003) have defined it as thus Employee development refers to an integrated set of planned programs, provided over a period of time, to help assure that all individuals have the competence

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