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0% detected as AI Caution: Review required.
The percentage indicates the combined amount of likely AI-generated text as It is essential to understand the limitations of AI detection before making decisions
well as likely AI-generated text that was also likely AI-paraphrased. about a student’s work. We encourage you to learn more about Turnitin’s AI detection
capabilities before using the tool.
Detection Groups
0 AI-generated only 0%
Likely AI-generated text from a large-language model.
0 AI-generated text that was AI-paraphrased 0%
Likely AI-generated text that was likely revised using an AI-paraphrase tool
or word spinner.
Disclaimer
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writing that is likely AI generated as AI generated and AI paraphrased or likely AI generated and AI paraphrased writing as only AI generated) so it should not be used as the sole basis for
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Career ePortfolio Development and Reflection
Introduction
Building a career ePortfolio goes beyond meeting a course requirement and helps you
understand yourself, think strategically and present yourself professionally. It helps you
understand your personal strengths, values, and hopes for the future, as well as areas you can
improve. It captures the individual’s progress and offers a guide for future accomplishments.
As a student of human resource management, this e-portfolio highlights the growth of my
career identity through my continuous reflections in the PDRJ and guidance from useful
academic texts.
To begin with, I hadn’t decided exactly what role I wanted in Human Resources. I
lacked clarity about the specific skills needed, the job responsibilities and if I had what it
takes. Through the weekly reflections and reviews in the course, I realised that my
interpersonal skills, communication abilities and strategic mindset are a good fit for HRM.
Over the years, I have grown both sure and confident about my aims. This ePortfolio
demonstrates the progress I have made and the ways I have taken steps to become a skilled
and dedicated HR professional.
Part 1: My Self-Evaluation Results and Learnings
Week 1: Transferable Skills
Learning about transferable skills in the first week was very enlightening. I
discovered that I was good at communication, resolving conflicts, caring about others and
working as a team — all qualities important in HR. Because of these strengths, I can work
effectively with different groups and address workplace problems in a positive way. At the
same time, I became aware that my staff did not have enough knowledge in using HR
software and working with data.
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In the modern business world, HR professionals are expected to rely on data for their
choices and to use financial management software such as Workday and Salesforce. For that
reason, I took online courses that include these tools, which has helped me gain technical
skills and follow new trends in digital human resources. This action steps directly into what
Fugate et al. (2004) discuss by requiring employees to build continuously improving sets of
skills to continue in their jobs as work changes and evolves.
Week 2: Core Values
The values reflection I did in week two directed me towards my future career. I found
that a key part of the business includes valuing fairness, respect, inclusivity and employee
development. These ideas lead me to decide on how I want to perform tasks and what kind of
corporate culture I help create. Brown and Lent (2013) explain that choosing a career that
matches personal beliefs enhances people’s job contentment and performance.
With this knowledge, I began looking for jobs at firms that emphasise their employees’
needs, offer inclusive management and implement structured professional development. I
updated my resume to highlight these values and the initiatives I have been involved in for
fairness and teamwork. Because of this, I now feel more confident and have an improved
plan for my job applications.
Week 3: Strategic Thinking
The third week focused mainly on the idea of strategic thinking. In the beginning, my
main goal was to get a position in HR. Nevertheless, this week required me to think about my
future career goals. Ng et al. (2005) inspired me to make a plan that would take me from
beginner HR roles to important HR roles like HR Business Partner and eventually the Chief
Human Resources Officer.
To achieve this aim, I decided to take a management and leadership course to obtain
the right leadership skills for these positions. Additionally, I analysed the work of top HR
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teams at companies like Google and LinkedIn to see how HR helps drive the performance of
the business. With this exercise, I understood that HR can achieve success by leading key
strategies in the organisation.
Week 4: Motivation and Confidence
This week asked me to examine myself closely. Helping others, creating good team
atmospheres and finding creative solutions for problems turned out to be my main
motivations. Even so, low self-esteem is still a major problem. Fear of failure often makes me
hesitate to decide and avoid leadership roles. This needed to be acknowledged despite how
difficult it was.
I worked on myself by joining speech courses and setting up small targets that helped
me increase my confidence gradually. Bandura‘s thought on self-efficacy supports these
efforts because it states that gaining competence comes from testing ourselves on challenging
tasks. Entering into annual study group leadership and team meeting facilitation allowed me
to grow my personal confidence for HR.
Week 5: Career Identity and Professional Development
At the end of the PDRJ programme, I had the chance to wrap up my previous
reflections and shape my personal career goals. I understand now that I am becoming an HR
professional who focuses on growing, leading with ethics and sustaining the strategic
contribution to the company. As per Greenhaus et al. (2019), the process of forming
professional identity goes on all the time because of learning new things and reflecting.
I showed my support for the growth by meeting with higher-level HR practitioners,
going to industry gatherings and updating my LinkedIn profile based on my career goals and
latest achievements. I also became a member of the Australian Human Resources Institute
(AHRI) to learn more about what is happening in the field right now.
Part 2: Research Influence on Career Decisions
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During my coursework, academic research has helped me see and plan my career. Ng
et al. (2005) found in one of their studies that planning a career by thinking deeply about
choices makes someone more likely to succeed. After doing this research, I became
convinced about long-term planning and started formulating my career plan.
Brown and Lent (2013) also state that connecting career aims with personal beliefs creates
more satisfaction at work. Because of this perspective, I became even more committed to
using values in HR. As a result, I could concentrate on finding work in companies that
support diversity and development and leave aside the rest.
Fugate et al. (2004) pointed out that employability continues to develop, requiring people to
keep up with new knowledge. That is why I decided to take both HR and data analytics
classes. It made me review market developments frequently and upgrade my abilities so I
could compete successfully.
Dickmann and Baruch (2010) and the World Economic Forum (2016) pointed out that
being flexible and ready for challenges worldwide is very important for businesses. Because
of these observations, I began to consider working in HR internationally and began to focus
on skills such as talking with those from other cultures and working with advanced digital
technologies.
Part 3: Current Thoughts on Career Choices
The process of reflection in this course has greatly changed me. I started with just a
faint interest in human resource management and a small idea of its importance in
organisations. Since I have been making weekly PDRJ entries and using scholarly research, I
am now confident and informed about my career path. Now, I consider HR as an important
factor that influences and guides how successful an organisation can be. Since the field
continues growing, it opens up multiple chances for individuals to help employees and shape
the corporate environment.
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Reflective writing has played an important role in how I have changed. Assessing
what I am good at, what I like and what I need to improve has made me more deliberate when
choosing my next steps at work. Thanks to this process, I now understand what matters to me,
how to set appropriate goals and stay responsible. The authors Greenhaus et al. (2019) claim
that practising reflection bolsters career resilience, and this is now something I care about.
Afterwards, reflective writing will be a key part of my professional planning, regulation and
development.
Part 4: Plans and Actions Taken
As a result of my thinking during the PDRJ process, I have developed a strong action
plan that will help me succeed and be ready for future human resource management roles.
Every week’s advice led me to identify where I needed to grow, improve what I do well and
develop in my career:
Week 1: I began taking courses online to become skilled in both HRIS and data analytics
using Salesforce and Workday. Modern HR departments need these systems, and the
choice was made after we realised that data analysis is now crucial in HR roles.
Week 2: I included in my CV what I believe is important: fairness, the freedom to
choose and employee development. My resume was also written to focus on how I work
as a leader and communicate effectively. Following the suggestions of Brown and Lent
(2013), I started focusing on joining companies that consider employee welfare and
inclusivity as main priorities.
Week 3: I decided to join a leadership and management course to help me develop my
strategic thinking, which the authors underscored as important in planning ahead in my
career. Additionally, I looked into how careers in HR develop for top firms like Google
and LinkedIn.
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Week 4: I took part in public speaking workshops and made sure to set down easy
leadership goals to slowly boost my self-belief.
Week 5: I reached out for career advice by arranging informational interviews, updated
my LinkedIn account and began following news and trends on the Australian Human
Resources Institute (AHRI) platform.
These efforts show my determination to keep improving and are consistent with the
latest academic approaches to developing a career.
Conclusion
I have used this career ePortfolio to help clarify, enhance and progress towards
achieving my career goals in human resource management. By regularly assessing my
experiences and using research to study my matters, I have moved from being uncertain to
having a real sense of my goals. Now, I am aware of the role of HR, what motivates me and
the abilities I should continue to grow. I have also worked on improving my ability to look
back at my progress and set goals, things that will play an important role in my career.
Moving forward, I aim to continue updating this ePortfolio as I accumulate new skills,
learning and achievements. By doing this, I can see how far I have progressed, find new
opportunities for growth and adapt to new changes in the industry. As my knowledge and
skills expand, I promise to bring more value to HR, supported by my continued studies,
flexibility and ethics.
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References
Brown, S. D., & Lent, R. W. (2013). Career development and counseling: Putting theory and
research to work (2nd ed.). John Wiley & Sons.
Dickmann, M., & Baruch, Y. (2010). Global careers. Routledge.
Fugate, M., Kinicki, A. J., & Ashforth, B. E. (2004). Employability: A psycho-social
construct, its dimensions, and applications. Journal of Vocational Behavior, 64(1), 14-28.
https://doi.org/10.1016/j.jvb.2003.10.005
Greenhaus, J. H., Callanan, G. A., & Godshalk, V. M. (2019). Career management for life
(5th ed.). Cengage Learning.
Ng, T. W. H., Eby, L. T., Sorensen, K. L., & Feldman, D. C. (2005). Predictors of objective
and subjective career success: A meta-analysis. Personnel Psychology, 58(2), 367-406.
https://doi.org/10.1111/j.1744-6570.2005.00510.x
World Economic Forum. (2016). Executive summary, The future of jobs: Employment, skills,
and workforce strategy for the fourth industrial revolution. World Economic Forum.
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