career portfolio

Specific aims and objectives contribute to significant roles in personal functionality and performance in a working environment. Objectives assist an individual in maintaining concise and accurate tsk performance for both reward and one interest (Dik B, Sargent A, and Steger M, 2008). Accordingly, a compact goal setting provides fundamental motivational factors in an excellent performance in career; thus, positive work output and leverage individual contribution in the in career choice and professional development. Career goal plan and in-depth description of the course is a fundamental requirement in the 21st-century workforce and specialization.

A human resource officer is an integral career choice in commercial and non- industrial organization settings. The career explanation is design at all management levels for a benefiting connection between management and employees during recruitment, retention, and retirement; thus, a systematic career, especially within law firms. The primary responsibilities of the career choice include acquisition of employees, talent retention, and education on job, compensation, and benefits for leverage working environment. Need for individual interests, values, and personal traits for job description roles and responsibilities.

Human resource officers are an integral segment in a law firm with various personal interests, values, and skillsets. As an individual, personal traits such as commitment, socialization, and sett values such s integrity, responsibility, and ethical; consideration establishes ambiance for the excellent performance of human resource management. Positive performance leverages firm productivity and clients'' satisfaction; thus, the continuation and prosperity of the organization.

Apart from the interests, values, and personal traits, there are fundamental requirements for strategic human resource management practicum within an organization setting. Management performance appraisal and personnel relations are vital additional skills for a positive output in human resource officer career for workforce performance evaluation within commercial and none commercial organizations (Itika J, 2011). The two abilities are fundamental in leverage work performance and assessment within human resource practicum and career development.

There are different types of goals in a career setting and plan, which are fundamental in performance appraisal and objectivity. Lifetime, short-term, and long-term goals are vital in a career plan development for achievement and motivational factors in a work setting. Therefore, employee acquisition, retention, remuneration, and compensation are fundamental goals of human resource officers within law firms and other organization's human resource management. The addition of employees may be short term goals while retention and training of the employee are long-term goals. Furthermore, lifetime goals are classification and employment of compensation strategies such as life and safety compensations. Goals are fundamental in the human resource management practicum for both legal requirements and individual objective motivations.

Stride for meeting career goals and plans are vital elements within performance evaluation and leverage. As an individual, following personal traits, interests, organization rules, and regulations can create an environment for goal attainment; thus, objectivity and sound output within the firms. Moreover, the strategic plans within human resource management increase the chance of goal achievement due to the systematic approach in career practice.

Work Cited

Dik B., Sargent A, and Steger M. (2008). Career Development Strivings Assessing Goals and Motivation in Career Decision-Making and Planning. Journal of Career Development: DOI: 10.1177/0894845308317934

Erika, J. (2011). Fundamentals of human resource management: Emerging experiences from Africa. African Studies Centre. ISBN 978-90-5448-108-9