Manage Personal Work Priorities & Professional Development: Doc

MANAGE PERSONAL
WORK PRIORITIES AND
PROFESSIONAL
DEVELOPMENT

TABLE OF CONTENTS
TASK 1............................................................................................................................................1
1) Concept of self-appraisal and its contribution to performance review..............................1
2) Concept of peer appraisal and one benefit of peer appraisal.............................................1
3) Three benefits of planning work........................................................................................2
1) Gives an organization a sense of direction.........................................................................2
2) Establishes a basis of teamwork.........................................................................................2
3) Provides guidelines for decision-making...........................................................................2
4) Letters in the acronym SMART in relation to goals..........................................................2
5) Concept of Pareto Principle in relation to time management............................................3
6) Five signs of stress.............................................................................................................3
7) Work life-balance...............................................................................................................4
8) Strategies used to manage stress........................................................................................5
9) Negative impacts due to usage of technologies.................................................................5
10) Healthy work life-balance................................................................................................5
11) New skill in work 5 ways.................................................................................................6
12) Two ways to more effectively manage time at work......................................................7
13) Personal development planning.......................................................................................7
14) Crucial components of a personal development plan......................................................7
15) Behavioural assessment...................................................................................................8
16) Advantages of conducting the assessment of behavioural as well as appraisals.............8
17) Learning styles.................................................................................................................9
TASK 2..........................................................................................................................................10
1) Meeting with a assessor...................................................................................................10
18) Personal work goals.......................................................................................................10
19) Feedback........................................................................................................................12
2) Email................................................................................................................................12
REFERANES.................................................................................................................................14

TASK 1
1) Concept of self-appraisal and its contribution to performance review.
Self-appraisal is effectively a self performance review which could then be used as an
integral part of performance appraisal. Such approach is useful for organization to use a
precursor to the annual performance review meeting with organization people. Self-appraisal
gives employee a better understanding and insight to their performance and at the same time
empowers them to take responsibilities of their career development (Loza, 2018). Additionally, it
significantly reduces dependency on opinion of the manager and therefore making it more of a
two-way discussion and shared evaluation. This way of assessment identifies where the
employee may be discrepancies between the employee and managers view on performance.
Along with it reminds the manager of employees achievement over the past years. Self-appraisal
evaluates the main strengths and weaknesses of the individual. Self-appraisal actively engages
with employee individually, if used in their performance review. This involvement encourages
employees to strive even higher and therefore beneficial for all parties.
2) Concept of peer appraisal and one benefit of peer appraisal
Peer appraisals is a form of 360 degree feedback and performance appraisal process.
Peers of an individual gives feedback for the individual which gives a unique perspective to the
work and goal achievement of itself. While managers and other appraisal system tend to provide
a perspective on goals and targets achieved by the employee, peer appraisals tends to give a
perspective in the interpersonal skills of an individual and his interaction base with the customer
and team in which he is working (Aird, Kennedy and Mcintosh, 2016). Peer appraisals forms an
integral part of performance appraisals system, peers team-mates, group members are
anonymously asked to provide feedback about an individual's performance. But sometimes these
are shared with the individuals too, to let them give a feedback about own performance as
measured in the team of teammates.
One benefit of peer appraisal is surfacing hidden talents. In the complex nature of working
relationships, the insights offered by peers sheds light on unique skills and capabilities.
Managers will be better able to identify individuals with team leadership, networking and
influences skills which was otherwise missed in traditional performance appraisals process. This
insight can be used in building teams, making decision on job rotation, and succession planning.
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3) Three benefits of planning work.
Three benefits of planning work:
1) Gives an organization a sense of direction
Without plans and goals, organization merely react to daily occurrence without considering what
will happen in the near future (Caligor, 2017). For example, the solution that make sense in short
term doesn't make sense in long term. Drift situation is been avoided by the planning to ensure
that short range efforts will support and harmonize with future goals.
2) Establishes a basis of teamwork
Diverse groups cannot effectively cooperate in joint projects without an integrated plan. Planning
revolves around organizational goal and is directed towards a common goal (Cassidy, 2016). It
avoids duplication of efforts. In other words, planning leads to better coordination. It helps in
finding out problems of work performance and aims at rectifying the same.
3) Provides guidelines for decision-making
Decisions are future oriented. Plans help both employees and managers to keep their eye on the
big picture. If the management doesn't have any plan for the future, they will have few guidelines
for making current decisions. If the company knows that it wants to introduce a new product
three years in the future, its management must be mindful of the decisions they make now.
4) Letters in the acronym SMART in relation to goals.
Making a concrete analysis in advance will help an organization to get the finishing line.
The useful method to achieve this is so called SMART Goals.
Specific Great goals are well-defined and focused. The goal must describe an observable action,
behaviour or result. It helps if a quantitative value is linked to a number, amount or percentage.
Measurable A goal without a measurable outcome is like a sports competition without a
scoreboard or scorekeeper (Chan, Swann and Donnelly, 2018). Each smart goal has a starting
point, and they are indication of quality of efforts to be made by the employee. Therefore, it is
advisable to have a benchmark and to determine a baseline measurement of the starting point.
Acceptable Goals must be acceptable by the employee as well as for the group or department.
For managers, it is important to create support for the goal among the employees . Only then the
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