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A personal development plan needs to be tailored to the individual's specific needs for growth. It is based on an individual's clear definitions of their strengths, goals, and career needs.

 Use insights from Assessment 3 to write a 4-6 page plan to deliver to your leader in which you outline future actions for your development as a human resource leader.

Human resource professionals encourage, guide, and develop plans to assist others in their career growth. As a professional, it is equally important that you continually grow and develop your own leadership competencies by setting in motion a personal development plan.

A personal development plan needs to be tailored to the individual's specific needs for growth. It is based on an individual's clear definitions of their strengths, goals, and career needs. The personal leadership statement you wrote in Assessment 3 will serve as a guide to your developmental plan. Your plan will include clear action steps with a timeline for completion that is relevant for you. It does not contain general concepts; rather, it contains measurable outcomes that can be clearly identified as having been accomplished.

Your final assessment in this course will be the development of this focused plan for you.

Note: You will need to incorporate results from Assessment 3 into this assessment. Therefore, you are to complete this assessment after completing Assessment 3.

A clear development plan is important to not only maintain focus on steps to expand a leadership role. It also helps define the type of support needed through resources or individuals to achieve them. Clear development plans begin with defining goals that fit the SMART model: Specific, Measurable, Attainable, Relevant, and Time-Bound. In this assessment, you will be writing your personal leadership development plan to submit to your leader as a tool to assist in your advancement as a human resource professional.

Scenario

Your leader has requested from you a development plan to assist your advancement as a human resource professional. Your plan will need to be specific, measurable, attainable, relevant, and time-bound to allow your leader to support you in your growth. Your leader wants to hold you accountable to the actions you need to take, as well as identify additional support you will need to accomplish the goals set forward in your plan.

Leadership Development Challenge

In Assessment 3, you defined your strengths, your leadership philosophy, and your role as a future human resource leader. In this assessment, you will use insights from Assessment 3 to outline future actions for your development as a human resource leader.

To prepare for this assessment, you will need to:

  • Use your personal leadership statement from Assessment 3 as a foundation for your development decisions. Define goals that would target your development as a good strategic partner within human resources as well as to employees and leaders within the organization.
  • Identify effective goals. The Development Goals activity gives you clear steps and ideas in the goal setting process.
  • Determine resources to assist you in your development. The resource activities provided with this assessment provide options to consider.

Write a 4–6 page plan to deliver to your leader in which you outline future actions for your leadership development. Your Development Plan needs to be specific with attainable, relevant, time-bound actions that are clearly measurable in their outcomes. Your paper should be well organized and cover the following elements. Because it is your plan, identifying yourself in the first person would be appropriate. You may also choose to use tables, charts, or other strategies to more effectively communicate your plan.

  • Analyze your strengths, leadership philosophy, and role as a human resource leader to define clear goals you need or desire for your own human resource leadership development. Address the following.
    • Each goal addresses all elements of SMART goals: Specific, Measurable, Attainable, Relevant, and Time-Bound. For example, define specific outcomes you wish to happen by achieving a goal:
      • "Being a better leader" is not specific.
      • "Improving my communication, trust, and influence with my two team members" is more specific.
      • The Development Goals activity gives you clear steps and ideas in the goal setting process.
    • One of the goals supports your ability to influence stakeholders as a human resource leader.
  • Explain how one of the goals supports your ability to influence stakeholders as a human resource leader.
  • Identify specific action steps and timelines needed to achieve each of your development goals.
    • Break down each identified goal into action steps. You may need several action steps for each goal and ensure they are realistic to achieve. For example:
      • "Attend all SHRM conferences in the next year" may not be a realistic scheduling choice.
      • "Attend one local SHRM workshop by May focusing on communication" would be more specific, attainable, and relevant.
    • Provide a timeline of each action step on your personal development plan. Be as specific as you can with realistic dates of completion for each action item.
    • You may find it useful to use a chart for this section of the assessment.
  • Identify resources to assist in achieving each of your development goals.
    • The Human Resource Professional Development activity provides a list of potential ideas on resources to assist you.
    • Include other resources as needed to support you in achieving each of your development goals.
    • Indicate the outcomes you expect by using each of the resources.
  • Length: 4–6 typed, double-spaced pages, plus the cover and resources pages.
    • The first page should be a cover sheet with your name, the course number, assessment title, and date. No other information is required on this page.
    • The last page should be the reference list.
  • Organization: Make sure that your assessment writing is well organized, using headings and subheadings to organize content for the reader.
  • Font and font size: Times New Roman, 12 points.
  • Resources: Use 2–6 references to support your assertions and conclusions.
  • APA formatting: Resources and in-text citations are formatted according to current APA style and formatting.
  • Written communication:
    • Adhere to professional and scholarly writing standards to achieve a professional quality product.
    • Support assertions and conclusions with relevant and credible evidence.

Review the HR Leadership Development: Leadership Development Plan Scoring Guide prior to submitting to ensure you have met the requirements of the assessment.

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