Manage Personal Work Priorities and Professional Development

This report discusses the importance of managing personal and professional development in order to enhance performance. It focuses on the case of Marks and Spencer company and explores areas for development, criteria for qualifying for development opportunities, training for improving performance in areas such as time management, and adapting training proposals to suit different learning styles.

Manage personal work
priorities and professional
development

Table of Contents
INTRODUCTION...........................................................................................................................1
MAIN BODY...................................................................................................................................1
Identify areas for development and explain what criteria must be attained in order for that
employee to qualify for a development opportunity....................................................................1
Select an area for improvement, such as time management, and outline the training for
employee could take in order to improve their performance.......................................................1
Determine four main learning style and adapt your training proposal to suit each learning
style..............................................................................................................................................2
CONCLUSION................................................................................................................................3
REFERENCES................................................................................................................................4

INTRODUCTION
It is important for organisation to manage personal and professional development of
employees in order to enhance their performance. This will support in meeting with the needs
and working standards of company (Rubens and et.al., 2018). This report is based on Marks and
Spencer company. This organisation in dealing in retail sector and offering different types of
fashionable products to customers. Marks and Spencer company was developed in 1884 and
founder of this organisation is Michael Marks and Thomas Spencer. This report will include
different area of development in order to increase quality of employees work. In this training for
employees is determined for enhancing skills and capabilities. Apart from this different learning
styles are analysed along with the training to learning style.
MAIN BODY
Identify areas for development and explain what criteria must be attained in order for that
employee to qualify for a development opportunity.
As per the measurement of employees performance and according to the goals of Marks
and Spencer organisation it has been determined that employees of this company is not able to
meet customer requirements. The lack of performance of employees in customer support lead to
have negative impact on respective company. It is essential for the manager of Marks and
Spencer organisation to develop different area and enhance skills that is required in employees.
This can be consider as opportunity for employees to develop personal and professional skills
which is essential for attaining desired objectives. Communication skills of employees is the area
of development and in order to increase customer services, employees needs to enhance their
communication skills (Coventry, Maslin‐Prothero, and Smith, 2015). This will lead to have
impact on performance of employees and effective communication as well as strong relationship
with customer is the criteria that should be attain for qualify development opportunity.
Select an area for improvement, such as time management, and outline the training for employee
could take in order to improve their performance.
It has been determined that employees of Marks and Spencer company is lacking in time
management capabilities. This will lead to have impact on overall performance and productivity
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of employees. Time management is one of the essential part of organisation that will lead to
conducting all task and activities in set time frame. It is important for respective company to
provide training to employees that will outline training needs, plan, method or approaches and
execution of training program. In this training manager of respective company will inform
employees about effect of their lateness and slow pace on business along with teammates (Jacob,
Xiong and Ye, 2015). Due to their lateness, performance of other team mates is influence as
they will not be able to perform required set of task in absence of all team members. Slow pace
and ineffectiveness of some employees slower down the whole process and performance of team
and organisation. It is crucial for all employees to reach office on set time. so that work can be
start on right time and finish correctly.
Determine four main learning style and adapt your training proposal to suit each learning style.
There are different types of learning style and these learning style will lead to have direct
impact on capability and performance of employees. It is crucial for Marks and Spencer
organisation to consider effective and efficient learning style in order to enhance required skills
and ability of employees. different learning style that should be consider by employees along
with most suitable training is mention below.
 Visual learners – This refer to learning style by showing diagrams, arrows, chart or any
other visual aspect in order to increase learning. Respective company can consider videos
and images for training employees.
 Auditory learners – It includes all those learner who are able to enhance their skills by
listening (Mouza and Barrett-Greenly, 2015). Marks and Spencer company manager can
oral guide employees for enhancing their learning.
 Reading or writing learners – Learner will be gain more knowledge by reading and
writing words. Respective organisation should provide handout or power point slides to
increase employees learning.
 Kinaesthetic learners – This includes learner who learn fast through hands on experience
and participating in activities. Manager should train employees by allowing them to have
hands on practices to increase learning.
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CONCLUSION
From the above report it can be concluded that there are different techniques and approaches
that will support in maintain personal work performance of employees. It is essential for
organisation to timely determine performance and capabilities of employees in order to provide
right set of training.
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REFERENCES
Books and Journals
Rubens, A., and et.al., 2018. Self-awareness and leadership: Developing an individual
strategic professional development plan in an MBA leadership course. The International Journal
of Management Education, 16(1), pp.1-13.
Coventry, T.H., Maslin‐Prothero, S.E. and Smith, G., 2015. Organizational impact of
nurse supply and workload on nurses continuing professional development opportunities: an
integrative review. Journal of advanced nursing, 71(12), pp.2715-2727.
Jacob, W.J., Xiong, W. and Ye, H., 2015. Professional development programmes at
world-class universities. Palgrave Communications, 1(1), pp.1-27.
Mouza, C. and Barrett-Greenly, T., 2015. Bridging the app gap: An examination of a
professional development initiative on mobile learning in urban schools. Computers &
Education, 88, pp.1-14.
Ross, H., Tod, A.M. and Clarke, A., 2015. Understanding and achieving person‐centred
care: the nurse perspective. Journal of clinical nursing, 24(9-10), pp.1223-1233.
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