Personal Development Plan (115 points)
Employee development is critical to an organization’s and an individual’s success. Throughout Chapter 8, we have reviewed information about personal development plans. We all have goals and objectives that we hope to accomplish, which will allow us to grow and develop. It is important that we create personal development plans to ensure that we are working towards achieving the goals set forth.
For this assignment, you are required to create your own development plan, which involves a short-term plan (spanning 1-2 years) and a long-term plan (spanning 3-5 years). In both your short-term plan and long-term plan, provide two development objectives, details regarding how these objectives will be acquired, the timeframe associated with skill/competency acquisition, and the type of support that you need from a professional and personal standpoint. Consider, when developing these objectives, utilizing SMART goals.
In total, your plan should incorporate four development objectives and associated details (e.g., two for the short-term plan and two for the long-term plan). Remember that the goals identified are your own. There is no right answer to the goals and objectives that you have created. Therefore, be creative in this assignment submission, while ensuring that you utilize the recommendations set forth in Chapter 8.
For more information about SMART goals, which can help you when determining your goals for this assignment, please utilize this resource: https://www.indeed.com/career-advice/career-development/smart-goals
Your well-written paper should meet the following requirements:
Review the grading rubric to see how you will be graded for this assignment.
Chapter 8 in Performance Management
Chapter 8 PowerPoint slides – Performance Management
Hsieh, H., ∓ Huang, J. (2018). Exploring factors influencing employees’ impression management feedback‐seeking behavior: The role of managerial coaching skills and affective trust. Human Resource Development Quarterly, 29(2), 163-180.
Lancer, N., ∓ Eatough, V. (2018). One-to-one coaching as a catalyst for personal development: An interpretative phenomenological analysis of coaching undergraduates at a UK university. International Coaching Psychology Review, 13(1), 72-88.
Sidhu, G. K., ∓ Nizam, I. (2020). A target href. http://search.ebscohost.com/login.aspx?direct=true&db=bsu&AN=142825628&site=ehost-live. Coaching and employee performance: The mediating effect of rewards ∓ recognition in Malaysian corporate context. International Journal of Management, Accounting ∓ Economics, 7(1), 41-72.
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