Personal and Professional Development Report

This report provides a comprehensive guide to personal and professional development in a business organization. It outlines the importance of setting SMART objectives to achieve organizational goals and targets. The report also discusses managing appraisals and creating meeting minutes, highlighting the need for timely completion of tasks such as the appraisal meeting minute template. Additionally, it covers the cancellation of a training session due to the tutor's illness and waiting for new dates to book on the course.

Manage Personal and
Professional Development

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
1.1 Compare source of information on professional development trends and their validity......1
1.2 Trends and developments that influence the needs for professional development...............2
1.3 Own current and future personal and professional development needs relating to the role,
the team and the organization.....................................................................................................2
TASK 2............................................................................................................................................3
2.1 Benefits of personal and professional development..............................................................3
2.2 Basis on which types of development actions are selected...................................................4
2.3 Current and future likely skills, knowledge and experience needs using skills gap analysis
.....................................................................................................................................................4
2.4 Personal and professional development plan that is consistent with business needs and
personal objectives......................................................................................................................4
2.5 The plan within the agrees budget and timescale &3.3 Review progress toward personal
and professional objectives.........................................................................................................5
2.6 Take advantage of development opportunities made available by professional networks of
professional bodies......................................................................................................................5
TASK 3............................................................................................................................................6
3.1 How top set specific, measurable, achievable, realistic and time bound objectives.............6
3.2 Obtain feedbacks on performance from a range of valid sources.........................................6
3.4 Amend the personal and professional development plan in the light of feedback received
from others..................................................................................................................................6
CONCLUSION................................................................................................................................7
REFERENCES................................................................................................................................8

INTRODUCTION
Personal and professional development of individuals ass value to any organization and
flow positive fruitful consequences in life cycle. Self managed learning through multifarious
ways including internet, team work, social experience is regarded the best kind of learning for
any individual. When individual perceive the importance of fundamental constituent parts of life
to undertake and execute task efficiently (Schaufeli, 2012). Individuals tends to be more
reflective, adroit and efferent in one's own way. Present report is based on NHS company which
is public health service in UK. In this project trends and development are mentioned which
influence professional development needs.
TASK 1
1.1 Compare source of information on professional development trends and their validity
There are many places within my work place to find information on professional
development trends. For example, The education centre is for NHS staff, it provides training,
education and organisational development. The education centre is a great source of information
for all employees as the training is specifically for them. It is a source of information reliable as
the courses that are available are to meet the needs of the employee.
Peo4 online is an online system for NHS staff to book on to mandatory training courses.
This is very useful as you have a personal account that tells you what training you need to
complete for your job role. Most of the course are online, you read through them then take a test
at the end, once you have completed them you they are ticked off and you are told when you next
need an update for the course (Thiry, Laursen and Hunter, 2011).
The E-bulletin is an electronic newsletter for all NHS staff. There are various bits of
information from job openings to departments getting rid of office furniture. There is also a
section about education and training; this can include new courses, updates a!out training and
new dates for courses. This is useful if you are waiting for a course but they are all fully booked,
for example; throughout the trust everyone has had to complete Safeguarding Children Level 2
training, as everyone has had to do the course, it has become fully booked very quickly.
Searching on the internet is a good way to find out general information about professional
development trends but might not be as reliable for a specific training course. You cannot always
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be sure that information on the internet is up to date or reliable, because on some websites
anyone can edit the information (Rhoton, 2011).
1.2 Trends and developments that influence the needs for professional development
There are many new trends and developments that can influence the need for professional
development within the work place, for example:
If a new system has been installed or if a system has been updated, training may need to
be provided to ensure all employees know how to use the system correctly. For example; in the
Secondary Care Mental Health Team, they use to use a system called SWIFT to keep all the
patients mental health records. The NHS trust then brought a new system called PARIS. All the
information on SWIFT was migrate to PARIS and training had to be provided for all employees
that would need to use it to ensure they were using it correctly.
If a new piece of technology has been installed employees need to !e trained on how to
use it correctly, abiding by manufactures procedures and to co-inside with health and safety
legislation. For example a new photo copier being installed the administration staff need to be
trained on how to use it correctly and effectively.
Market changes do not often happen within the NHS, but we are currently undergoing a
market change. We were known as IAPT, now we are transitioning to IAPT plus. This means we
will need to go on a training course on how to use the PARIS system properly and not just read
only.
Competition does not really apply to the NHS. But it would apply to an accounting firm.
if your competitors have a new advertisement that is better than the way your company
advertisement, your company would try and find a new way to advertise to compete with them.
Legislation is very important within the NHS. If a change of legislation then employees
may need to !e updated on training to meet the new requirements. Information governance has to
be updated yearly to ensure we know the most updated policies and procedures that apply to our
job roles (Medina And et. al., 2013).
1.3 Own current and future personal and professional development needs relating to the role, the
team and the organization
My current and future, personal and professional development needs are important within
my job role, team and organisation. I started my business administration Level 3 as I wanted to
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learn something new and further training can ensure I can do my job effectively. I also wanted to
have better qualification for my job role as this can help with career progression.
My appraisal states my objectives for the year which are: to complete my HTP
qualification with a good grade, access courses at the education centre to increase my skill base
and widen my knowledge for my job role and also research into administrative procedures
through external companies, this is to see how different administrative teams work and what
their procedures are (Heldman, 2015). In my personal development plan I have two objectives to
work towards, these are: to finish my HTP qualification with a good grade, and to have some
training on how to use Word efficiently and improve my writing letters, there are no training
courses on this so I have had to look on the internet and shadow my colleagues doing so.
It is important to evaluate your own performance as it makes you aware of your strengths
and weaknesses and what you need to improve on.
TASK 2
2.1 Benefits of personal and professional development
There are many benefits of personal and professional development within the workplace.
It is important to pursue development opportunities as this can make a more successful career.
It's important to be able to gain new skills and knowledge that relate to job role.
The benefit of personal development within my job role means I would have a better
understanding of how to handle situations appropriately and communicate effectively, this
naturally develops when working with people face-to- face or over the phone.
The Benefit of professional development within the work place means I would have a
wider skills base, be more knowledge able about the department I work in and how to handle
people, be more motivated to do my job, work towards my career progression, be of more value
to the business and a possible promotion and pay rise.
The benefit of personal and professional development for the organisation means that I
would be better trained to do my job, have more knowledge on how to do my job effectively, I
would be more motivated to do my job, I would be more likely to stay within the NHS as I know
how it works, I would be of more valuable to the organisation as I would be qualified, the
organisation would prefer to employ people that have worked within the NHS before as they
would not have to retrain them (Ellison, Gibbs and Weber, 2015).
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2.2 Basis on which types of development actions are selected
When I started my job in December 2015, a lot of training was based within the office on
a trial and error basis. There were some training course I had to attend for my job for example,
Safeguarding Children level 2 and fire extinguisher training (Cole and Bird, 2013).
One of my objectives in my appraisal was to see if there were any courses at the
Education Centre that would help me improve at using a Word document and writing letter skills
at the moment there is not be any courses on this so I have done my own research into this, have
looked at examples and shadow my colleague in my office to improve these skills.
There are many different training methods with in the NHS, there are specific training
courses that everybody has to go on when they start a new job, for example the corporate
induction, this is an important course for all new employees to inform them about the
organisation and what they provide, there is information provided about the training and
development department and also provide information about the waste department, finance
department, chaplaincy service and volunteers department.
Mandatory training is an organisational requirement that limits the risk and maintains
safe working practices. The majority of the training is done as online courses with a quiz to
complete at the end to ensure you have read the information correctly. Most courses have
refreshers course, to ensure your knowledge is relevant and follows organisational policies and
procedures. These are easy to access and quick to do as they are online.
2.3 Current and future likely skills, knowledge and experience needs using skills gap analysis
Completing my skills gap analysis has been helpful towards my personal development
plan, I have distinguished skills that are I feel are relevant to my job role and I have rated myself
on how well I think I am doing. Please see my attached skills gap analysis.
2.4 Personal and professional development plan that is consistent with business needs and
personal objectives
My current SMART objectives for the year are:
 To finish my HTP training qualification, by April 2017 with a good grade.
 Research into administration procedures, external companies, to implement different
administrative procedures
 To access education centre courses to increase my skills base (Chu and DeVita, 2017).
My personal development plan is:
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 To complete all mandatory training that is required for next year
 To finish my HTP qualification (Canrinus and et. al., 2012).
 To complete Microsoft word training at the education centre
2.5 The plan within the agrees budget and timescale &3.3 Review progress toward personal and
professional objectives
I agreed a plan of objectives with my line manager in my appraisal, I am currently
undertaking a HTO training qualification in business Administration Level 3, I am planning to
finish this is April 2017. I feel I am getting on well with the course and I am enjoying it so far. I
have had support from my colleagues and line manager. I would like to finish my course with a
good pass grade.
My second objective was to access courses at the education centre to increase my skills
base. I still need to access this, I have had a look at the wide range of courses they offer, some of
them would be very useful within my job role. The main reason I wanted to look at the course at
the education centre was to improve my letter writing skills, unfortunately the education centre
do not offer a course like this. I have done my own research on the internet and shadowed my
colleagues to improve my letter writing skills.
The last objective on my appraisal was to research administration procedures of external
companies. By line manager and I discussed going over to the Earl Mountbatten Hospice to carry
out this research. This would be informative for me as I would see how a different administration
team worked within a different environment, the objective of this would be to see if I could
implement any different systems within our administration team. I have not completed this yet, I
need to review this with my line manager to see if the Hospice would be open to this idea and
when would be the best day within my office (Cairnes, 2011).
2.6 Take advantage of development opportunities made available by professional networks of
professional bodies
In my appraisal one of my objectives was to research administration procedures of
external companies, for this objective I am going to see if the Earl Mountbatten Hospice would
be willing to let me work in their administration office for a couple of hours. This would be
taking advantage of development opportunities through a professional body as it would be
informative for me to work within a different administration team to see if and how daily tasks
are completed and to see if i could implement any different procedures within our administration
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team. I have also taken advantage of a development opportunity by undergoing my business and
Administration level 3 qualification, which has been provided through my job and HTP.
TASK 3
3.1 How top set specific, measurable, achievable, realistic and time bound objectives
It is important to set SMART objectives as you have a target to work towards. They
should be practical and something that you are willing to commit.
 Specific- Your targets should specifically state what is going to be achieved. If you have
a specific goal it is much easier to accomplish than a general goal.
 Measurable- The desired outcome should be something that can be measured, a reliable
system, method or procedure should be set in place to measure the progress of person
achieving the targets.
 Achievable- The target should !e made possible to achieve. If the target is made
achievable you are more likely to be motivated to achieve it.
 Realistic- The target must be made possible and relevant. It should be an objective that
you are willing and able to work towards (Aldrich, 2012).
 Time bound- The objective has to contain a date for when it should be completed by.
Setting a timescale provides focus, urgency and clarifies when you intend to achieve
objective.
3.2 Obtain feedbacks on performance from a range of valid sources
As you can see in my attached appraisal I have commented, along with my line manager
and his line manager.
3.4 Amend the personal and professional development plan in the light of feedback received
from others
I have had to amend one of my objectives on my appraisal as i have had to undertake
training on taking meeting minutes; this was not originally on my appraisal but now needs to be
completed. I was booked on the training for September 28th but it was cancelled due to the tutor
being ill. I am now waiting for some new dates to book on to the course.
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CONCLUSION
From the above mentioned report, it can be concluded that managing personal and
professional development is one of the important activity for a business organization to develop
their overall performance at market place. This report summarized that how to set SMART
objectives to attain organizational goals and targets in appropriate manner.
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REFERENCES
Books and journals
Aldrich, H. E., 2012. The emergence of entrepreneurship as an academic field: A personal essay
on institutional entrepreneurship. Research Policy. 41(7). pp.1240-1248.
Cairnes, M., 2011. Approaching the corporate heart: breaking through to new horizons of
personal and professional success. BalboaPress.
Canrinus, E. T. and et. al., 2012. Self-efficacy, job satisfaction, motivation and commitment:
Exploring the relationships between indicators of teachers’ professional
identity. European journal of psychology of education. 27(1). pp.115-132.
Chu, E. and DeVita Jr, V. T., 2017. Physicians' Cancer Chemotherapy Drug Manual 2018.
Jones & Bartlett Learning.
Cole, S. A. and Bird, J., 2013. The Medical Interview E-Book: The Three Function Approach.
Elsevier Health Sciences.
Ellison, N. B., Gibbs, J. L. and Weber, M. S., 2015. The use of enterprise social network sites for
knowledge sharing in distributed organizations: The role of organizational
affordances. American Behavioral Scientist. 59(1). pp.103-123.
Heldman, K., 2015. PMP project management professional exam deluxe study guide: updated
for the 2015 Exam. John Wiley & Sons.
Medina, M. S. And et. al., 2013. Center for the Advancement of Pharmacy Education 2013
educational outcomes. American journal of pharmaceutical education. 77(8). p.162.
Rhoton, L. A., 2011. Distancing as a gendered barrier: Understanding women scientists’ gender
practices. Gender & Society. 25(6). pp.696-716.
Schaufeli, W., 2012. Work engagement: What do we know and where do we go?. Romanian
Journal of Applied Psychology. 14(1). pp.3-10.
Thiry, H., Laursen, S. L. and Hunter, A. B., 2011. What experiences help students become
scientists? A comparative study of research and other sources of personal and
professional gains for STEM undergraduates. The Journal of Higher Education. 82(4).
pp.357-388.
Zhu, W. and et. al., 2012. Relationships between transformational and active transactional
leadership and followers' organizational identification: The role of psychological
empowerment. Journal of Behavioral and Applied Management. 13(3). p.186.
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