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Introduction介绍
本文着重介绍我的个人发展计划。首先介绍了我过去的教育背景，以及我为什么选择来英国学习的原因，然后描述了我对未来职业的期望，最后期待着我将来会学些什么。
This essay focuses on my personal development plan. It first of all introduces my past educational background, and the reasons for why I chose to come to study in the UK, and then it describes my expectations for future career, and finally it looks forward to what I am going to learn in future.
Reasons for choosing to study in the UK选择英国留学的原因
我在中国接受了本科教育，并以优异的成绩毕业，我的学习改变了我对人力资源管理的固有印象。我知道人力资源管理是一门复杂的科学学科，而不仅仅是传统意义上的人事管理（Stone and Dedrick，2015）。同时，我也认识到了人力资源管理对现代企业的重要性，未来企业对优秀的人力资源管理将有很大的需求。考虑到我个人的发展前景，我决定继续学习有关人力资源管理的硕士课程。我选择在英国学习是因为我知道英国是世界上第一个研究人力资源管理的国家。目前，英国的人力资源管理专业达到了世界上最高的学术水平（Stewart和Sambrook，2012年），在英国我可以学到更多关于专业人力资源管理的知识，英国的人力资源管理文凭的质量高于其他国家，这有助于我未来的就业。所以我决定在英国学习有关人力资源管理的课程。
我未来的事业
I have received undergraduate education in China and graduated with honors, and my studies have changed my natural impression on human resource management. I have understood that human resource management is a complex scientific discipline, rather than just the traditional sense of personnel management (Stone and Deadrick, 2015). At the same time, I also learned the importance of human resource management for modern enterprises, and in the future enterprises will have large demand for excellent human resources management. Considering my personal development prospects, I decided to continue the master course relating to human resources management. I chose to study in the UK because I have understood that it is the first country in the world in which human resource management was studied. Currently, the UK's human resources management profession achieves the highest academic levels in the world (Stewart and Sambrook, 2012), in the UK I can learn more about professional human resource management, and quality of the UK's human resource management diploma is higher than that of other countries', which is helpful for my future employment, so I decided to learn the course related to human resource management in the UK.
My future career
McClelland's Motivation Theory (McClelland, 1961) argues that those who have a strong desire for achievement pursue the fun of overcoming difficulties, solving problems, struggling and individual achievability after success. I am a person who likes to accept challenge, personal achievement is one of the goals of what I pursue. In the future, I hope that after acquiring a master’s degree, I will work in a transnational company in Hong Kong to be responsible for human resources management-related work, the desired position is a human resources management director. Strength of this career lies in that it can bring me a huge challenge and give me more opportunities to play my talents to meet my pursuit for personal achievement. The weakness of career is that it will ask me to have more theoretical and practical work experience.
Reasons for choosing to work in Hong Kong in future
PESTL is a model used to analyze the macro environment (Porter, 1979), according to PESTL model, I explain why I want to go to work in Hong Kong in the future. First of all, considering from a political point of view, compared with the mainland of China, Hong Kong's politics is relatively democratic and fair (Adams, 1965), which allows me to be concentrate on work, without being disturbed by other factors such as political corruption. Second, from the perspective of its economy, Hong Kong, as Asia's top financial center, has great economic development potential, which provides me more opportunities for my development. Third, judging from a social point of view, Hong Kong belongs to Chinese society, which is more easy for me to integrate into, so as to avoid the cultural conflict faced in the job market. Fourth, in terms of its technology, the level of science and technology of Hong Kong's enterprises and the life is very high, which makes me have the opportunities to make use of advanced technology. Finally, Hong Kong's law is relatively perfect, which can be a good protection of individual rights. Hong Kong's current problem is that Hong Kong citizens want the right of a genuine democratic election, and the Beijing government does not agree with that, thus there is a great deal of turbulence in the Hong Kong society, but I believe that there will be an effective solution for the problem when I graduate.
What I need to learn for my career
I need to learn knowledge relating to performance evaluation, including how an enterprise develops performance evaluation criteria based on corporate strategy, how an enterprise choose and use performance appraisal methods, how to communicate with employees based on the results of the assessment to help them to improve and improve the future work performance and so on. The challenge of achieving my learning goals is, I should master the knowledge of performance appraisal and accumulate rich relevant practical experience, such as what Johari Window (Joseph Luft and Harry Ingram, 1955) theory figures that communication information is divided into four areas: open area, secret area, blind area, unknown area, it tells us to take the appropriate communication skills according to different people or different things. Therefore, to learn relevant knowledge is not enough, it also needs to practice different communication skills in practice to improve my communication skills.
My future learning activities
My future learning activities include the following aspects. First, through self-directed learning, I will learn how to carry out job analysis and develop good content and standards for performance assessment according to the strategic objectives of an enterprise (Apak, Gümüş, Öner and Gümüş, 2016), and I will have the opportunity to communicate with the personnel manager in the trainee process to understand how they develop performance appraisal content and standard. In this process, I need to buy books to learn relevant knowledge, and have an access to personnel manager's permission, allowing me to understand their performance appraisal system. The success criteria of this study is able to use the knowledge and experience I have learned to point out the deficiencies in the standards and content of the company's performance evaluation system and get the recognition from the personnel manager. The time spent is about a month or so, that is in May, 2017.
Second, through the work-based learning to master the use of performance appraisal methods and operations, including: 360 assessment method, Balanced Score Card (BSC), KPI and so on (Nair and Salleh, 2015). I need the help of managers and colleagues to complete these plans, allowing me to observe their work processes and even participate in specific work. The criteria for the success of this learning are the ability to independently use and complete the operation of various performance appraisal methods and are recognized by managers and colleagues. The time spent on learning is estimated to be around 2 months in June and July, 2017.
Third, through work-based learning approach to learn how personnel managers communicate with employees on the results of performance appraisal to help them to improve performance (Ibeogu and Ozturen, 2015). I hope to get the support of being able to get the same opportunity to communicate with the staff about their performance appraisal results and to train my interview skills. The criteria for the success of this learning lie in that through my communication with the staff, their work performance has indeed been improved. The time spent on the learning is estimated to be a month, namely, in August, 2017.
References
Adams, J. S. (1965). Inequity in social exchange. New York: Academic Press.
Apak, S., Gümüş, S., Öner, G. and Gümüş, H. G. (2016). Performance appraisal and a field study. Procedia - Social and Behavioral Sciences, 229(19 ), 104-114.
Ibeogu, P. H. and Ozturen, A. (2015). Perception of justice in performance appraisal and effect on satisfaction: empirical findings from Northern Cyprus Banks. Procedia Economics and Finance, 23, 964-969
Luft, J. and Ingham, H. (1955). The Johari window, a graphic model of interpersonal awareness. Los Angeles: University of California, Los Angeles.
McClelland, D. C. (1961). The achieving society. New York: The Free Press.
Nair, M S. and Salleh, R. (2015). Linking performance appraisal justice, trust, and employee engagement: a conceptual framework. Procedia - Social and Behavioral Sciences, 211(25), 1155-1162.
Porter, M.E. (1979). How competitive forces shape strategy. Harvard Business Review.
Stewart, J. and Sambrook, S. (2012). The historical development of human resource development in the United Kingdom. Journal of Human Resource Development review, 11(4), 102-111.
Stone, D. L. and Deadrick, D. L. (2015). Challenges and opportunities affecting the future of human resource management. Human Resource Management Review, 25(2), 139-145.#p#分页标题#e#
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