Self-Developer Award - The One Who Is a Lover of Knowledge

Introduction

A self-developer is an individual who is a lover of knowledge and thus takes broad steps to better oneself. Self-development activities include, but are not limited to, relationship building, teamwork, improving self-knowledge, improving skills, improving awareness, building self-esteem, improving a career, developing talents, improving health, improving wealth, fulfilling aspiration, improving potentiality, improving social relations, and defining a personal development plan. For instance, in my case, I consider myself a self-developer since have attended several workshops that are educative and have provided a lot of expertise in my CIPD course. This article seek to explain a broad concept on self-development.

The impact of self-development activities on the performance is that it enables an individual to reach their full potential in their personal life. Moreover, the overall effect of self-development activities on colleagues, organization, and the department is that employers maximally utilize and reach full performance and productivity. Thus increasing the efficiency and effectiveness of the work performance. In the long run, the company benefits in many ways due to maximum production and delivery of quality work. Moreover, being a self-developer has a lot of benefits which include increased productivity, good self-esteem, improved skills and knowledge, creation of self -awareness, gives a sense of direction, improved focus and effectiveness, provided motivation and gives a greater resilience.

I portrayed my passion for self-development and the need for continuous learning by attending the Foundation of Recruitment and selection training. I learned that recruitment is a process by which an organization identifies its obligation to employ individuals and up to the point where application forms have been brought to the organization. On the other hand, a selection is a process of choosing a suitable candidate from the applicants. The training empowered me with knowledge on the advantages of internal recruitment which include motivation to employees, saving a considerable amount of money to the organization, unlikely hood of disruption of activities by a new person, and provides avenue where adequately assessment of an individual is done.

However, the disadvantages mentioned were the organization will have to replace the individual promoted, effective operation of the organization will decrease due to less criticism, and increased issues such as some parties getting offended because of an individual's promotion. The training taught on the process undertaken to recruit and select candidates. The recruitment process starts with recruitment planning followed by strategy development. The third step is searching followed by screening and finalized by evaluation and control.

The workshop also discussed digital sourcing and essential skills for selection. The training explained why most operations have moved to the digital space. I learned that new technologies have led to the global movement of services from analog to digital. As such, organizations require the right amount of digital sourcing and human care to be able to operate effectively in the modern world. Moreover, I learned that a lot of human resource tools had been created to assist an organization to find, look and source the right personnel. The reasons why digital space is the best recruiting and selection avenue is because it is the best and easiest way of reaching job seekers. The other reason is that digital platforms offers a platform in which the hiring group and potential employees can read each other's biography.

Another action I took was attending a different workshop which taught about developing HR policies. The training gave a more profound understanding of why it is necessary for an organization to develop HR policies. The reason is to provide an organization with an excellent framework to design strategies appropriate for handling the firm's workforce. Moreover, the system is necessary because it outlines the company's obligation, standard, and behavior expected.

Areas mentioned requiring HR policies included compensation and benefits, employee relation, working conditions, employee replacement, health, employee safety, workplace diversity, privacy, sick leave, development, disciplinary action, discrimination, and harassment. To make HR policies effective, an organization should target company values, make policies clear and specific, and comply with laws and regulations. Additionally, I learned that the HR manager needs to ensure that the systems correspond and addresses the particular needs of the employees. The first step in making a successful policy is to identify the need for a new strategy. The second step is understanding what the organization wants to achieve with the plan. The third step is consultation with senior management followed by drafting the policy. The last step is reviewing the policy. Moreover, I attended training on developing compensation and reward. I received knowledge on designing compensation programs.

The other action that I took to portray my interest in for self-development was to attend a training on overview performance management. Performance management is a process by which institutions systematically involves its employees either as a member or individually in improving the effectiveness of the organization. As such, employee performance management includes activities such as planning work, continuous monitoring of performance, development of performance capacity, rewarding good performance and periodic rating of performance.

Furthermore, I attended a different workshop on getting the right people in the context of analysis. In the seminar, I learned HR tips to recruit the right people for your organization. Firstly, an HR manager should be aware of the firms and the candidate need. Secondly, it is essential to spread the new and let many ways know on the job openings. Thirdly, it is critical to specify the job posts by giving correct, complete, and specific details. The fourth tip is to plan appropriately and structure job interviews. The fifth step is to conduct assessments and tests. The last advice for recruiting the right people is to develop and maintain a good candidate relationship. Factors to put in place to select the right people includes making time for training and interviews, holding on to firm's culture, prioritizing on diversity, and keeping employees engaged once they have been identified.

Additionally, I showed my passion for self-development by attending a job evaluation training. Job evaluation is a way of systematically determining the value or worth of a job concerning other jobs in different organizations. In job evaluation, five common approaches are used. The first approach is the ranking method. Ranking method lists jobs in order of the perceived value. The second approach is grading the way in which job characteristics are grouped according to skill or responsibility. The other method is point-factor. This approach involves identifying job factors that are worth and add value to a position. Then there is factor comparison method where job factors are grouped under first groups including factors such as skill, working conditions, and responsibilities.

Additionally, I attended a training that talked about mastering the star technique. I gained knowledge and understanding on the meaning of a star which is a guide to a competency-based interview which represents the situation, task, approach, and result. The trainer gave ways on how to master the star method. The first step is providing interviewing with context. The second step is to provide all the facts that involve who, what, where, why and when. Additionally, an interviewer should add credibility to the story. Lastly keeping descriptions concise and short is necessary.

The other action was attending a seminar on training design and impact of TNA. In developing a training design factors such as delivery mode, learnings styles, learning objectives, budget, delivery style, Audience, content, timeline, communication, and a measure of effectiveness should be considered. The impact of TNA was an online free professional wrestling show that was produced by Total Action Wrestling (TNA).