Learning and Development Module: Personal Reflection and Action Plan
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This document is a personal reflection and action plan on the Learning and Development module. It covers key learning areas, prior beliefs, strengths and areas of development, and an action plan. The document is relevant to the subject of management and is a type of assignment.
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Running head: MANAGEMENT Management Student’s Name University Name Author’s Note
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2MANAGEMENT Table of Contents 1. Introduction............................................................................................................................3 2. Key Learning Areas...............................................................................................................3 3. Prior Beliefs...........................................................................................................................4 4. Strengths and areas of development.......................................................................................5 5. Action Plan.............................................................................................................................6 6. Conclusion..............................................................................................................................6 Reference List and Bibliography...............................................................................................7
3MANAGEMENT 1. Introduction Learning on the L&D module, through the assignments was a highly enriching experience for me. I have obviously gained some significant skills as well as distinctive knowledge throughout my course. My skills about L&D have been substantially matured. I had the perception that I will not be facing much hurdles in the course of Learning and Development. Now it is evident that the learning experience that I have accumulated through this course is the learning experience of a life time. 2. Key Learning Areas The set of lectures assignment s that I conducted as well as the workshops that I attended help me to gain in-depth knowledge regarding both professional as well as personal development plans. So far is the professional plans are constant, the best outcome from the lecture stations that I inherited was a lesson that in organisational learning as well as development, ideal practice cannot be determined as such. It is always dependent on individual organisation context and taking that into consideration strategies are needed to be planned (Koellner and Jacobs 2015). Furthermore, in the consultancy workshops I also got to know about the distinct learning and development interventions from the various groups. Working on the individual assessment I also got to realise how gaining knowledge about learning and development in help in working as individual as well as rules and implementation of diverse learning needs as well as styles. Learning about the various needs and styles, I was also able to understand the prospects of my personal learning Style. Even I was also able to associate myself with the activist category as I feel that I am mostly capable of absorbing knowledge when I practically get to handle activities that are related to the knowledge. The role play activities as well as the
4MANAGEMENT discussion session help me to realise that I was at the helm of my concentration in those Times. However, after going through the module for some time further, I came to understand that the role of Learning and Development practitioner is not ideal for my future endeavours as well as future development. I found that the challenges in the tasks that I had to undertake in this role limiting my talents and in fact I was having difficulties to reveal the factors that lead to learning and development and the k p I of my development as well as advancement vertical as well as complicated to depict through this means. The learning and development in organisation is at the expense of the resources of the client and this is one important factors that makes me feel burdened all the time in this position since all resources invested are going to be unsuccessful if my learning and development is not able to yield Sunny result. Although there is a possibility that I might feel that I am prepared for this road after I have gained much knowledge in dealing with other Grave aspects of human resource. 3. Prior Beliefs I faced contradictions from my belief materialized how complex was the process of Learning and Development. Attending the initial sessions in my course at the impression that the learning process in this module was going to be quite easy. I was also under the impression of the successfulness of the learning and knowledge that I have gained and in fact I perceived that studying about the organisational performances stringently would alone suffice for my learning. I soon gathered that I was wrong in my perception, I came to realise letter clinical as well as strategic methodology is to be applied for learning about learning and development in general and high Emphasis is to be laid on individual as well as the group mode of learning. The guest lectures provided by various eminent professors help me to understand this and
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5MANAGEMENT through this lectures I was able to understand the hectic as well as critical nature of Learning and Development as practical experiences were narrated by them (Bell and Loon 2016). The lesson regarding movie although it was initially not so. As stated byThackeray (2017), people have a General tendency to assume that the perception, skill as well as knowledge of other people are also similar to ours. Hyper essay topic was complicated I discovered that this time the group effort from our end had been fantastic. In this phase of the group work in the form of storming as defined in the tuckman and Jensen model of group development. Cohesion was maintained among the group members all through. 4. Strengths and areas of development In the role play as well as consultancy modulus of the course I was able to discover that criticism help me to measure as a learner. The feedback that we received in these phrases, helped us to make our word accurate as a group. The perception that were shared to us, by the professor s, helped us to understand that along with individual performance the perception of the members of workgroup are also important to consider. All the main level of critical appreciation as well as paying concentration to learn beyond hurdles has developed much more than before, yet I need to learn around these aspects much more. I found out later that what I learnt throughout the lecture sessions of the course was seldom clear to me when it was first described to me (Chen and Johnson 2016). I had to approach the professors to clear my doubts, but I had taken it in a positive manner since I also understood that critically learning and understanding was a part of my learning method and it came naturally to me. Among the lessons that I learnt as a group member, one significant identification was that the presentation skill of our group was not so high. Although the content that we created
6MANAGEMENT was versatile and included information from diverse sources, our in capability to present all these remarkably and feasibility, did not gather the attention of the onlookers. 5. Action Plan Learning and development admin course module that help me to make considerable self-reflection and the knowledge gained through this course help be highly in developing personal as well as professional plan. So this module I have been discovered myself as a learner who gives knowledge better through close and learning and this has been evident to me in the role play sessions. As I reflected earlier I expect to gain bitter experience with human resource in the upcoming months before the start of my next degree course. However, I know that I need to refurbish my learning skills and develop acute concentration power so that I am able to gather relevant knowledge in the further courses. I hate the convenience of approaching the processes and learning the key points about the course module time and again and thereby clarified myself but I know that in future I might not get the chance many a times. That is why I want to be at the peak of my concentration power and for this I have to motivate myself further so that I am able to stop my mind from diversification as depicted in the andragogy theory by Knowles. lastly, as I reflected the poor presentation skills also need to be defined and for that I suppose that I will be needing more practical lessons from various secondary sources and make individual as well as group presentation as dummies for my peers and collect their responses and opinion about them in future. 6. Conclusion L&D turned out to be a challenging domain for me and I found that the group work also did not help me much. Although, I was able to make high developments, I hope that in the future
7MANAGEMENT degree courses, I can develop more. However, I am thankful to the professors who helped me in personal and professional plan development.
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8MANAGEMENT Reference List and Bibliography Ali, S.A. and Loon, M., 2016. Developing and delivering L&D solutions for international markets. Bell, R. and Loon, M., 2016. Understanding the Context of L&D. Chen, X. and Johnson, N., 2016. Perceived Stress on Labor and Delivery (L&D) During OB/GYN Clerkship From Students, Residents, and Faculty's Perspectives.Obstetrics & Gynecology,128, p.49S. Collier, D. and Levita Schallenbach, C., 2017. HR Shared Services (HRSS): Model and Trends. Cunningham, I., 2008. The future of learning and development functions: a new era for L&D. Development and Learning in Organizations: An International Journal,22(6), pp.5-6. Koellner, K. and Jacobs, J., 2015. Distinguishing models of professional development: The caseof anadaptivemodel’simpacton teachers’knowledge,instruction,and student achievement.Journal of Teacher Education,66(1), pp.51-67. Ramachandran, S., 2015. The Evolving Role of Learning & Development-What the Business Expects from L&D at the Functional & Organisational Level.NHRD Network Journal,8(3), pp.128-130. Thackeray, R., 2017.A new conceptual framework for the evaluation of L&D programmes (Doctoral dissertation, Middlesex University).