Personal and Professional Development






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Personal and Professional Development


In order for a business to excel in the current competitive economic global environment, it is vital for a firm to develop a culture that supports, encourages, and invests in both short term and long term personal and professional development of its employees. Developing individuals professionally should be an ongoing process, which ensures that workers can cope with the advancements in their careers. Moreover, they should ensure that they develop competencies that are critical to their missions (Rushton and Walker 2010).           

In the case of Global-Pacific International Logistics Limited Hong Kong (Global-Pacific), its major driving force for developing its workers is motivated by the urge to increase efficiency and realizes competitiveness in the global market place through highly trained and skilled workforce (Global-Pacific 2015).

Global-Pacific believes that training and development are vital tools that help to improve work performance, and are fundamentally linked to the company’s goals, mission, workforce planning, strategic planning, and provision of products and services to its clients globally. Global-Pacific values its employees’ potential and dignity and understands that developing the potential of its workforce, through education, coaching, training, on-the-job training, and provision of mobility opportunities is vital to realizing organizational effectiveness. As such, it is the duty of employees and supervisors to work in unison, in defining training needs and work goals for every worker (OECD 2012).

In this essay, I will analytically assess my personal and professional development as a management trainee at Global-Pacific to determine whether I have acquired the appropriate skills that will help me be promoted to a junior managerial position in the company. By employing current theories and research, I will manage to identify problems and introduce possible solutions that will allow me advance to future practice. 

Organization Overview

Global-Pacific is an international freight logistics and forwarding company situated in Hong Kong. The team members in the company have experiences of about 20 years in the airline and freight forwarding industry. The firm provides a broad range of services for either export, import, or transshipment of ocean freight, airfreight, consolidation, overland transportation, local trucking, logistics services, distribution and warehousing, and customs declaration and clearance (China Economic Review 2008).

Global-Pacific has well-experienced and knowledgeable staff who provide the clients with competitive, reliable, tailor made, and time definite services. The company’s well-trained staff and advanced computer services allow the company to monitor every shipment closely for its clients and provide answers to their queries to realize top-level reliability. Most importantly, the company’s staff provides services to clients with its “heart-ware” slogan (Global-Pacific 2015).

During the development of Global-Pacific International Logistics Limited, the company managed to deploy considerable effort while developing its international network with top-rated global strategic alliance associates. As such, the company has managed to expand its operations to different regions around the world including South America, North America, Australia, Europe, Middle East, Asia, Mainland China, and the Mediterranean. Based on the support that Global-Pacific gets from its worldwide network, the company is capable of delivering comprehensive, cost-effective, and reliable logistics solutions to clients in different parts of the world. Furthermore, the organization has established close relationships with major carriers, allowing it to provide its clients with competitive rates for diverse services, with outright reliability (OECD 2012).

In the more than ten years that Global-Pacific has been undertaking its logistics operations in Hong Kong, the company has been providing a management trainee opportunity for fresh graduates wishing to secure a career opportunity in the logistics industry. The career development program is rotational and runs for three years to offer fresh graduates with openings to work as well as cross train in diverse departments in the field of logistics. It also offers graduates with solid stance in pertinent industry management skills, knowledge, and strong basis for an individual to develop a career with the company (Global-Pacific 2015).

Explain role of the student in Global-Pacific and discuss its business

The 3-year career development program at Global-Pacific is designed for recent graduates from universities. When suitable candidates are selected, they are provided with a structured program for developing their careers. Firstly, they are offered a one-month induction and training program. This program helps the fresh graduates to understand the company’s background and be familiar with diverse operations of the different departments. Secondly, students are posted to different departments and accorded different work assignments. The students in this case rotate through three diverse departments in order for them to gain more understanding regarding operations of the departments and widen their understanding about the firm. Based on the firm’s needs, and work performance, these postings may last between one and two years (China Economic Review 2008).

Typical postings in the company cover three diverse organizational aspects including logistics operations, freight management, and business development. From these postings, an individual attains strong foundation in general knowledge and management skills. Based on the performance of an individual, the trainees are offered additional development and advancement opportunities, which are made available for trainees who show exemplary performance and ability to advance in their careers further (Via 2008).

While serving as a management trainee at Global-Pacific, I was introduced to the duties that the position entails. My supervisor told me that the role of a logistics manager is to plan, organize, manage, direct, evaluate, and budget for departments and operations. Other additional roles that I was introduced to include warehousing, customer service, warehousing, transportation, inventory control, strategic planning, and handling of materials. As a management trainee for Global-Pacific, I realized that the position entailed identifying opportunities for improving logistics operations and career development in the industry.

To fit in the position of a management trainee in the company, the Global-Pacific required one to have completed university or college in transport administration, business administration, engineering, or other sufficient training and experience in supply chain. Having a background in international experience or Graduate school was considered an asset in the corporation. Since I had only completed my first degree in business administration and lacked sufficient exposure to the logistics environment, my supervisor instructed me that I would need on-the-job training in order to cope fast with the operations of the company. Nonetheless, I possessed the mandatory knowledge and skills required by the company. To be upgraded to a junior management position, therefore, I realized one needed to portray professionalism and efficiency while working.

As a management trainee at Global-Pacific, I worked hand-in-hand with the senior manager of the company at the Hong Kong headquarters. I was directed on the diverse tasks to handle while in the company. The company undertakes many operations, hence the long time that one takes while serving as a management trainee at Global-Pacific.

During my three-year stay at Global-Pacific, I was directed on different ways of developing, planning, organizing, directing, managing, and evaluating budget and operations of the logistics department I was working in. I addressed various activities involving customer service, inventory, warehousing, materials handling, transportation, and planning. In addition, I learnt different ways of developing a logistics strategy for the company as well as develop and monitor the planning, organizing, and executing logistics support processes (Via 2008).

Global-Pacific sets standards and policies targeting determination of safety and healthy procedures of transporting dangerous goods to ensure they comply with transport regulations. In this case, I learnt about the diverse processes to follow and the demands of transport regulators in order to implement environmentally friendly operating practices. Corporate governance is also an issue that Global-Pacific takes seriously. Here, I learnt that corporate governance is a major issue for a logistics firm to consider in complying with the set regulations, thereby allowing a firm to operate without being subjected to hindrances by the government or other regulatory bodies (Lowe 2011).

Identifying and managing risks is an issue that deserves significant consideration in logistics activities otherwise the resulting issues would be catastrophic. In this case, I learnt that it is essential to stay informed about the various advancements revolving around logistics technology, and incorporate appropriate technology to handle logistics processes in an efficient and safe manner. Furthermore, it is essential to introduce major performance indicators, which help to measure current performance and devise ways of improving them to meet the set goals and objectives of the firm (Lowe 2011).

In any enterprise, it is crucial to note that competition in the market could result to reduced productivity and profitability. As such, it is vital to develop different plans for improving profit and altering management plans for them to meet the changing operating situations in the logistics industry. While at Global-Pacific, I also noted that communication plays a vital role in terms of helping represent an enterprise to current customers, potential clients, the government, as well as other external sources. As such, devising effective communication strategies is essential since it helps a firm to know what its stakeholders expect from it, and hence implement effective strategies for dealing with them and boost its credibility (Rushton and Walker 2010).

Pricing is an issue that any business should consider since clients and price regulators lay considerable emphasis on it. In this case, it is appropriate for Global-Pacific to devise effective ways of pricing products and services in order to gain the loyalty of its clients and avoid conflicting with the law and the government. While operating as a management trainee, I realized that hiring, training, and evaluation of staff performance is essential in terms of dictating the future of an enterprise. During the hiring process, it is vital to ensure that only the highly qualified individuals secure a position in an enterprise. These individuals should possess the key qualifications demanded by a firm to ensure they advance easily through the ladder, and make significant contribution to the firm. Furthermore, after individuals secure employment in a firm, they should be trained to equip them with the right operating processes of the firm. This way, they would adapt quickly to organizational processes and cope with the operational strategies that the firm implements (Lowe 2011).


A personal and professional development plan is essential in terms helping an individual to cope with a given working environment. After completing ones studies, an individual should seek a career advancement opportunity from a reputable institution in order to develop practical skills that would help him or her shape a career path that is relevant in today’s competitive marketplace. This is essential because the work environment is advancing at a rapid pace due to the considerable innovations being realized in technology and globalization. As such, it is true that a personal and professional development plan is essential in terms of helping an individual to devise effective ways of succeeding in the work environment and make considerable contribution to the firm he or she is working with.



Reference List

China Economic Review 2008, China Logistics Directory 2006/2007, China Economic Review Publishing, Beijing.

Global-Pacific 2015, About Global-Pacific International Logistics Limited, viewed 13 January 2015,  <http://www.global-pacific.com.hk/about.php>.

Lowe, D 2011, Lowe's Transport Manager's and Operator's Handbook 2012, Kogan Page Publishers, New York.

OECD 2012, Transport Logistics Shared Solutions to Common Challenges: Shared Solutions to Common Challenges, OECD Publishing, Beijing.

Rushton, A & Walker, S 2010. International Logistics and Supply Chain Outsourcing: From Local to Global, Kogan Page Publishers, London.

Via, TA 2008, Collaborative Processes of a Professional Development, ProQuest, Maryland.



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