Benefits of Self-managed Learning: Doc

Personal and
Professional Development

Table of Content
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
1.1 Approaches to self-managed learning...................................................................................1
1.2 Ways to encourage lifelong learning in Personal and Professional contexts........................4
1.3 Benefits of Self-managed Learning.......................................................................................5
TASK 3............................................................................................................................................6
3.1 Processes and activities for implementing development plan...............................................6
3.2 Undertake and document development activities planned....................................................7
3.3 Reflection on own learning against original aims and objectives.........................................9
3.4 Updated development plan based on feedback and evaluation...........................................10
CONCLUSION..............................................................................................................................12
REFERENCES..............................................................................................................................13

INTRODUCTION
Personal and professional development is required by an individual for helping them to
encourage learning for meeting certain organisational challenges and for achieving objectives or
goals of enterprise (Hildebrand, 2018). Personal and professional development aims to help
person or employees for managing their own growth through learning throughout their career. In
this report, various self-managed learning approaches are been evaluated for developing required
skills and knowledge. Ways to encourage lifelong learning for personal and professional
development is been determined. Benefits of self-managed learning for both individuals and
organisation are been identified. Various activities and processes that are required for
implementing development plan are been discussed. Different developmental activities are been
identified. Reflection on own learning is been assessed along with updated development plan on
basis of feedback and evaluation done by superiors, mentors and peers.
TASK 1
1.1 Approaches to self-managed learning.
Self-managed learning refers to the process of identifying learning needs, developing
goals and determining resources for learning, by an individual with or without help of others
(Megginson and Whitaker, 2017). It is essential in an organisation as every individual persons
are different from others in what and how they learn. To adopt various changes, including
organisational changes, employees are required to learn new skills or knowledge for increase
their efficiency.
Following self-managed learning approaches can be used:
 David Kolb – Experiential Approach: Basis of this learning theory is been formed
through constantly reviewing experiences and challenges. It consists of four stages
representing cyclical model of teaching (Cunningham, 2017). Below are stages involved
in experiential approach:
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◦ Concrete Experience: It's a first stage where employee or learner, gets engaged in
activity for developing their experiences. As a HR manager of Hilton, I have to get
involved in activities for experiencing those and develop required skills and
knowledge’s.
◦ Reflective Observation: At this stage, learner consciously reflects back on their
experience gained from involving in different work or activities. Working as HR
manager of Hilton, I have performed various tasks related to HRM activities. Gained
experience can be helpful for taking decisions regarding different human resource
activities or policies.
◦ Abstract Conceptualisation: Based on reflection of experience, new ideas or theories
are formed in this stage or existing abstract ideas are been modified.
◦ Active Experimentation: In this, learner would apply those ideas or theories or plan
to their surroundings for testing those and for determining if there are any
modifications or changes needed for next experience.
 Self-efficacy Theory: This theory was formulated by Albert Bandura. Self-efficacy
theory takes into account how an individual perceives themselves and appraise their own
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Illustration 1: Kolb's Learning Cycle
(Source: Kolb Learning, 2017)

competence level in process of self-learning (Cunningham and Bennett, 2017). Person
having high self-efficacy level would see their situations as an opportunity or challenge,
instead of as a problem, and aims on what is to be done. Individual's judgement of their
ability to execute or organize courses of action that are needed for achieving their goals
of personal and professional development. In following ways, self-efficacy may influence
employee's performance:
◦ Actions or Tasks people choose: People are more dedicated towards tasks in which
they have strong expectations. In task having fewer expectations, they would be less
inclined.
◦ Amount of efforts an individual puts into a task: They are more likely to hold on to
learning, if they have positive experiences, even having a weak expectation or self-
efficacy, while starting an activity.
 Social learning Theory: It a behaviourism theory that proposes individual can learn
from observing others, both, directly or indirectly. It shows social behaviour of person
which suggest new behaviour or skills and knowledge through imitating or observing
(Bennett, 2017).
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Illustration 2: Social Learning Theory
(Source: Bandura's Social Learning Theory, 2017)

 There are 3 stages in this approach:
◦ Attention: For learning new skills and knowledge, individual have to follow or
observe modelled behaviour. Characteristics of observer impact their attention.
◦ Retention: In this stage observer retain their observation or how well their behaviour
is remembered. For performing it later, it is required for forming memory of
behaviour by observer.
◦ Reproduction: It's the ability of perform observed behaviour, been demonstrated by
model. Through self-observation behaviours are reinforced, and can be difficult to
observe a behaviour well.
◦ Motivation: On expectations and motivation to observer is dependent, the decisions to
reproduce an observed behaviour.
1.2 Ways to encourage lifelong learning in Personal and Professional contexts.
Lifelong learning refers to continuous, voluntary, ongoing and self-motivated pursuit for
learning or gathering knowledge for personal or professional growth. It is about creating and
maintaining positive attitude towards learning for both professional and personal development
(Cowan, 2017). It helps to boost individual's self-esteem and confidence. Lifelong learning helps
to be more adaptable while any changes happens and makes less risk averse. Self-managed
learning is carried out by an individual and pertains to personal and professional development of
the individual as per his or her self-evaluation. But as a professional, the benefits of the PPDP
are not limited to the individual benefits to the learner but also translate to organizational
benefits.
Employees can be encouraged for lifelong learning to develop personally and professionally
by following ways:
 Self-Directing: Individual's personal interests is been used for taking advantage of them
through encouraging them for learning by self-direct. As they have better knowledge
about their own learning requirements and knows what kind of training or development
program would be beneficial for them.
 Using casual learning check-ins: By simply take interest can encourage life ling
learning among persons and is one of the most cost effective ways. Preparing Check-in’s
would help individuals appreciate how through their training and work, they have been
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growing (Anderson, 2016). They would become motivated and excited for sharing their
experiences and what they have learned.
 SWOT Analysis: Using this analysis enables individual to determine lifelong learning
for improving their skills and knowledge. Persons within organisation are encouraged for
carrying out SWOT analysis of themselves for determining their strengths and
weaknesses to convert them into opportunities for their personal as well as professional
development or growth.
 Self-reflective learning: It is another tool for enhancing the learning skills of the
individual. This helps in coupling of work based learning opportunities with a continuous
development program that is aimed at continuous learning of the individual.
 Create opportunities for social learning: People learn better and more when they learn
together with others. Lifelong learning can be encouraged through developmental
relationships, which are basis for social learning (Professional and personal development,
2017). One of the simple way of encouraging lifelong learning, can be done through
Fireside sessions, where employees or individuals brainstorm for discussing various
challenges and getting solutions for them.
1.3 Benefits of Self-managed Learning
Benefits of Self-Managed learning to an individual:
 Adapt to changes: A self-managed individual is more likely to adapt to changes that
occurs in their surroundings or environment. They learn continuously from their
surroundings and develop new skills or abilities by their experiences. Self-managed
learning person can grab better opportunities from their situations and turn into their
strengths (Self-Directed-Learning, 2016).
 Effective Communication: Due to self-managed learning, communication is also
improved upon with better clarity that is lent in the communicative reforms of the learner
 Increased confidence and problem solving capabilities: Self-managed person is more
confidence, as he learned through his own experiences and self-assessment. With better
experience they can solve problems with efficiency. Appropriate decisions are been taken
by individuals for finding proper and effective solutions for various issues that arise.
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 Effective Use of Presentation tools: Individuals also learn the effective use of a
projector, PowerPoint presentation and speaker notes and thus are able to make better
presentations and develop public speaking skills.
 Team work: Professional and personal development of an individual person takes place,
through self-managed learning. They are been encouraged & motivated to work in teams
and acquires new skills or knowledge, with help of each other.
Benefits to organisation:
 Achievement of goals: Self-managed learning can benefit organisation in many ways.
Through self-learning individual in organisation acquires new skills and knowledge,
which can be used for achieving the targets or goals of business. Communication and
decision making skills are as important as self-management and control that are again
developed with self-managed learning. An employee who has an urge to learn is well
suited to the goals of the organization. As my skills are been developed through self-
learning, I would be more productive and improve work or products quality which could
be beneficial for organisation as their overall productivity and quality would increase,
resulting in higher profitability (Hildebrand, 2018). Hence, organisational targets or
objectives are achieved.
 Increase in customer satisfaction: Self-managed learning is essential for organisation,
as they would develop their knowledge or skills. This leads to the aspect of having
effective team members who are motivated for a higher yield expectation, which would
benefit enterprise for satisfying their customer's demand through increase in productivity
(Megginson and Whitaker, 2017).
TASK 3
3.1 Processes and activities for implementing development plan.
Development plans consists certain objectives or aims for improving employees or
individual skills and abilities. Activities or processes required for implementing developmental
plan are:
 Self-assessment: An employee or individual identifies their own skills, values, strengths,
abilities and weaknesses. Self-assessment would help them to determine what they
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possess and which new skills or knowledge they have to develop. Individual can self-
assess themselves through using various assessment tools available on internet. For
required job description, skills, knowledge and abilities are been compared (Cunningham,
2017). Reviewing performance assessment, which is used for developing individual
development plans. For assessment, feedback are been taken from superiors or top
management.
 Assess current position and work environment: Assessment of requirement of
individual’s present position at current work environment and how necessities of
organisation and position may change. Current position of employee's performance
expectations and job requirements are identified. Abilities, skills and knowledge are
identified for enhancing, capability to perform present job. Impact on changes in work
environment such as change in programs, technology, services and clients is been
identified and assessed.
 Identify development activities: The best way for achieving development goals are
identified. For planning development and training, appropriate methods that could be
used is been determined. Best training program is been used for implementing developing
individual or team skills, abilities and knowledge (Cunningham and Bennett, 2017). Such
as conducting seminars, conferences, self-learning, workshops, etc. Required resources
for implementing determined development activities are identified.
 Put plan into Action: After preparing draft for individual development plan, it is been
reviewed with superiors for their input and approval. After getting approval, individual or
employees have to start working on their training plan for its successful implementation.
It should be properly launched for better results or outcomes. Plans progress is been
continuously evaluated and if necessary adjustments are been made (Bennett, 2017).
3.2 Undertake and document development activities planned.
Positive increase in performance, motivation and morale of employees or individual can
be seen if organisation supports and implement various developmental activities. Skills can be
increased, expands knowledge, and encourages collaboration, through providing person or
employees with appropriate and meaningful development activities. Following are some
development activities:
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 Self-Directed learning projects: Individual or employees in Hilton are assigned or they
undertake voluntarily a specific tasks or project, which would promotes or expands
knowledge and skills of employees (Cowan, 2017). Using self-directed learning they
develop required abilities or capabilities for contributing to organisational goals or
objectives.
 Align training plan with business strategy: For supporting organisational visions and
objectives, manager must have a clear perception on their goals, in order to determine
required skills and abilities for employees. Synergy is been created linking values and
visions of organisation, by aligning training or development plan with overall business
strategic plans (Anderson, 2016).
 Personal Development Plan: It is a form of self-directed learning by an individual and
enables strategic approach for implementing learning and developmental goals. Personal
development plan provides individual with opportunity to develop through receiving
feedback, getting support from line manager for planning careers and for personal as well
as professional development. It's a continuous learning process enabling individuals for
making best use for their abilities or skills and help to achieve both organisation's
strategic goals and individual plans. Individuals take responsibilities for their own
development.
 Employee engagement: If employees are engaged with organisation they would
understand better link between training or development and their job roles. This would
help organisation to implement developmental plans for better training. Organisation's
business goals and plans are achieved, if employees are engaged with enterprise for
training and personal developments.
 E-learning: It is a learning opportunities via computers, web-based or networked
technology help individual to develop and improve their performances. It is one of the
most convenient method of self-learning and can be used when it is most needed. Within
an overall complete package, person can chose various learning objects as per his/her
requirement. E-learning can help an individual in common business processes or
applications, developing IT skills and assist in induction programmes. It enables self -
paced learning and provides employee access to different learning processes.
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 Seminar and conferences: It's an approach where individual learn from others ideas and
experiences. Attending a seminar or conferences is an effective way for self-managed
learning as different person’s share their ideas, views and opinion, through which one can
self-assess their own skills, for taking initiatives for developing skills or knowledge’s. By
communicating with others in conferences or seminars, can improve confidence of
individual.
3.3 Reflection on own learning against original aims and objectives.
For achieving higher position within organisation and improving skills, I, as a HR
manager in Hilton have followed activities of plan for development. There are certain skills that I
have assessed and some skills that have to be gained. Which have been discussed below:
 Leadership skills: As HR manager, have to possess an effective leadership skills for
managing employees or staffs at Hilton. I have to attain this skills for motivating team
members and anticipating its needs. Leadership skill is been required for building
relationship and commitment with employees. This is needed for influencing staff or
team for make them work effectively and efficiently.
 Communication skills: As HR manager at Hilton have to serve as mediator between
other managers and employees. Strong oral and written communication skills are required
by HR managers. It is my responsibilities for clearly communicate information to staffs
of organisation. This skill is been needed by me for effective flow of information within
enterprise and maintain proper hierarchy. To be a good communicator have to be a good
listener. There should be clarity in communication for better understand of employees of
HR policies and strategies.
 Conflict management skills: Being an HR manager of Hilton, I have to manage
personnel’s from different cultures or having contradiction in their thoughts or opinions.
Due to this conflicts within teams or staffs or with management can lead to major
problems or issues within organisation. I have to maintain a healthy relationship among
employees. They have to be encouraged to work with cooperation with each other’s. I
lack this skill and have to develop it for increasing efficiency and productivity of
organisation.
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3.4 Updated development plan based on feedback and evaluation
Based on feedback and critical evaluation, I have identified area where I have to develop
and domain where I need improvement. Changes in plans have been made for professional as
well as personal development. According to the evaluation and advice given by mentors and
senior manager or management.
Following are updated development plan:
Skills Improvement
areas
Action for
development
Timescale Evidence
Leadership
skills
Motivation and
anticipating teams
or employees
requirement.
 Through
observing
senior or line
manager.
 Roles plays
and other
management
games.
 Seminars and
conferences.
 Reading
books or
articles of
successful
leaders.
5 - 6 months Feedback from
superiors and
peers.
Communication
skills
Addressing public
and giving
presentations.
 Attending
seminars and
conferences.
 Workshops or
training
activities.
 Presentations
2 – 3 weeks Good and healthy
relation with
staffs of Hilton.
Feedback from
team members or
staffs and line
manager.
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 Joining
classes.
Conflict
management
Redressing issues
of employees and
making
appropriate
solutions for
resolving conflicts.
 Training
 Learning from
mentors.
 Attending
workshops.
 Engage in
group
activities.
1 month Cooperation
among
employees.
Team efficiency.
Employees or
staffs' feedback.
Decision
making
Unable to
understand
situations and
requirement.
 Analyzing
previous
situations and
decisions.
 Leading
person in
organisation
are observed.
 Role plays
 Attending
workshops
and seminars.
2 months Effective decision
made.
Feedback from
peers and
superiors.
Outcomes of
implemented
decisions.
Time
management
Takes much time
in taking efficient
decisions.
 Through prior
planning and
allocation of
resources.
 Taking part in
various
management
games and
1 month Timely decisions
made.
Feedback from
line manager or
management.
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activities.
 Role plays
 Workshops
CONCLUSION
From this report, it can be concluded that personal and professional development is
required for growth of individuals along with organisation. It helps to determine various
learnings for improving skills, abilities, and knowledge required for performing a task or
activities. Self-managed learning is essential in an organisation as every individual person is
different from others, in what and how they learn. This help then to self-assess their own skills
that are required for them, in order to improve their productivity and work efficiency. There are
various approaches to self-managed learning, such as Kolb – Experiential Approach, Self-
efficacy Theory, etc. Kolb – Experiential learning theory is been formed through constantly
reviewing experiences and challenges. Lifelong learning helps to be more adaptable while any
changes happens and makes less risk averse. Individuals can be encouraged for lifelong learning
to develop personally and professionally by many ways. Such as social learning, self-directing,
etc. Development plans consists certain objectives or aims for improving employees or
individual skills and abilities. Attending a seminar or conferences is an effective way for self-
managed learning as different persons share their ideas, views and opinion, through which one
can self-assess their own skills, for taking initiatives for developing skills or knowledge’s. Skills
can be increased, expands knowledge and encourages collaboration, through providing person or
employees with appropriate and meaningful development activities.
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REFERENCES
Books and Journals
Anderson, D.L., 2016. Organization development: The process of leading organizational
change. Sage Publications.
Bennett, B., 2017. Self-Managed Learning-cases of action. In Self-Managed Learning in
Action (pp. 53-60). Routledge.
Cowan, J., 2017. Linking Reflective Activities for Self-managed Development of Higher-level
Abilities. Journal of Perspectives in Applied Academic Practice| Vol, 5(1).
Cunningham, I. and Bennett, B., 2017. Self-Managed Learning and qualification programmes.
In Self-Managed Learning in Action (pp. 127-148). Routledge.
Cunningham, I., 2017. The wisdom of strategic learning: The self-managed learning solution.
Routledge.
Hildebrand, J., 2018. Bridging the gap: A training module in personal and professional
development. Routledge.
Megginson, D. and Whitaker, V., 2017. Continuing professional development. Kogan Page
Publishers.
Online
Kolb Learning. 2017. [Online]. Available through:
<https://www.simplypsychology.org/learning-kolb.html>
Bandura's Social Learning Theory. 2017. [Online]. Available through: <https://www.learning-
theories.com/social-learning-theory-bandura.html>
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