Management of Personal Work Priorities and Professional Development

This document provides insights into the management of personal work priorities and professional development. It covers topics such as self appraisal, peer appraisal, planning work, SMART goals, Pareto principle, work-life balance, stress management, and learning new skills at work. The document also includes a case study on Telstra Corporation Limited and its goals and objectives.

Running head: MANAGEMENT OF PROFESSIONAL DEVELOPMENT
Management of Personal Work Priorities and Professional Development
Name of the Student
Name of the University
Author’s Note:

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Table of Contents
Assessment Task 1.....................................................................................................................2
Assessment Task 2...................................................................................................................10
Assessment Task 3...................................................................................................................13
References................................................................................................................................14
Bibliography.............................................................................................................................16

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Assessment Task 1
1. Self Appraisal and Contribution to the Performance Review
Self appraisal can be defined as process of self evaluation of an employee regarding
his or her job performance (Moon 2013). It is one of the major and the most significant or
important requirement in performance review of that particular employee. Before the
appraisal is being conducted, the respective organizational manager would ask the specific
employee for completing the self evaluation by filling up a form and this particular form
would be utilized as the basis of discussion during annual performance review meeting
(Zepeda 2013). In that meeting, both the employee and the manager would discuss about the
results of self appraisal and finally negotiate the final evaluation on the basis of the
perceptions of both manager and the employee. The actual self appraisals are the subsequent
parts of the performance management or performance review and these could even take the
basic form of evaluation process for progressing towards the previously defined annual
performance standards and objectives after involvement of the employee in rating her or
himself with the help of the same rating form that the manager is using (Stewart 2014).
Hence, self appraisal has a major contribution to the overall performance review.
2. Peer Appraisal with one Benefit
Peer appraisal can be defined as the form of 360 degree feedback as well as process of
performance appraisal (Zuber-Skerritt 2013). The peers of any individual provide significant
feedbacks for the individuals that provide the most unique perspective towards work or
objective achievement of that particular individual. While the mangers or the other systems of
appraisal eventually tend in providing the core perspective over targets as well as objectives
achieved by the individual; the peer appraisal is responsible for tending to provide the
perspective over the inter personal skills of that individual and the interaction base with the

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client and team, where is being working (Wilson 2013). It is an important and significant part
of the employee performance appraisal system.
The major benefit of peer appraisal is that it increments the accuracy and clarity in
appraisal procedure.
3. Three Benefits of Planning Work
The planning of work comprises of some of the most important and significant
benefits and amongst them, these are as follows:
i) Provides a Proper Direction: The first and the foremost advantage of the planning
work is that it eventually provides with a proper and specific direction (Dixon et al. 2014).
Without plans or goals, the specific organization or individual could not do any type of work
in the long run. The plans avoid all kinds of drift situations and also ensure that the short
range efforts are supporting and harmonizing with the future objectives.
ii) Focuses Attention on Goals: Another significant and important benefit of planning
work is that it helps in focusing major attention to the goals and objectives (Hill, Beisiegel
and Jacob 2013). Such plans are responsible for keeping people, who carry them out much
focused over the anticipated outcomes.
iii) Helps in Anticipation of Problems: The third distinct benefit of the planning work
is that it is much helpful in the anticipation of various problems and issues and even make
subsequent changes for avoiding these issues.
4. SMART in Relation to Goals
The acronym of SMART comprises of various slightly different variations that could
be extremely useful for the purpose of providing the most comprehensive definition for

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setting of organizational goals (Kennedy 2016). This acronym in relation to goals is as
follows:
i) S: Specific, significant, stretching.
ii) M: Measurable, meaningful, motivational.
iii) A: Agreed upon, action oriented, acceptable, achievable, attainable.
iv) R: Relevant, results oriented, rewarding, realistic, reasonable.
v) T: Track able, tangible, timely, timely bound, time based.
5. Concept of the Pareto Principle in Relation to Time Management
Pareto principle is also termed as the 80/20 rule. This particular concept was provided
by Vilfredo Pareto. The Pareto principle is an important and significant option for the time
management (Nicholls 2014). Time management is the most common utilization for the
Pareto principle since several people eventually tend to the thinly spreading out of their time
and not only on focusing over the major and vital tasks. For example, if someone is working
late today, it is considered as 20% activity. He could finish his work on the task list for satisfy
his employer and even could take an off on tomorrow; this would be considered as 80%
goals. This refers to the fact that 20% of activity could easily lead to 80% of goals and hence
time is managed effectively (Gaudin and Chaliès 2015). It is known as the Pareto principle in
respect to time management.
6. Five Signs of Stress
The five distinctive signs of stress are as follows:
i) Headaches: This is the most common sign of stress that occur in almost 90%
individuals.

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ii) Decreased Energy and Insomnia: Too much of work or brain activity deactivates
the energy cells in body and hence insomnia occurs (Bayar 2014).
iii) Chronic Pain: A chronic pain in the neck or shoulder is yet another noteworthy
sign of stress in human beings.
iv) Digestive Issues: Frequent digestive issues are the next common type of sign of
stress in an individual.
v) Frequent Sickness: The next significant sign of stress in an individual is the
frequent sickness.
7. Definition of Work Life Balance
Work life balance can be utilized for describing the significant balance, which any
individual requires between the time that is allocated for his work as well as any other
features of life. The life areas apart from work life could be the parts of personal interests,
social activities and many others (Rienties, Brouwer and Lygo-Baker 2013). This work life
balance is also affected due to the excessive involvement of technology and the respective
technological alterations and advances, which have made the work as well as work goals that
are possible to be executed over the 24 hours cycle.
8. Five Strategies for Managing Stress and Achieving Healthy Work Life Balance
Five distinctive strategies to manage stress and also to fulfil a healthier work and life
balance are as follows:
i) Utilization of Reframing: The first and the foremost strategy to manage stress and
to fulfil a healthier work and life balance is to use reframing (Olsen 2015). It is a mental
activity, which involves looking at a stressor and then explaining it in a neutral or positive
way.

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ii) Improvement of Planning: A better improvement of planning is the next
subsequent strategy for stress management and work life balance achievement for an
individual.
iii) Affirmation to Values: Another important and significant strategy is to affirm to
the values majorly, so that values are not misplaced under any circumstance.
iv) Taking Care of Health: The individual should take good care of his or her health
for maintenance of better work life balance effectively and efficiently (Jenkins and Agamba
2013).
v) Leaving Work at Work: This is yet another important and noteworthy strategy for
stress management for a person. One should leave his work at the work place and should not
indulge his personal time in it.
9. Negative Effect of Technology on Work Life Balance
One of the major negative effect of technology on the work life balance is that it
majorly affects the health of the specific individual and hence the entire work life balance is
being affected subsequently (Macià and García 2016). Memory failure is one of the most
common effect of technology.
10. Three Strategies for Ensuring that Workers are Maintaining Work Life Balance
Three strategies to ensure that the workers are maintaining work life balance are as
follows:
i) Establishment of Boundaries: This is the first and the foremost strategy for
ensuring that each and every worker is maintaining a proper work life balance.
ii) Scheduling Scrupulously: A proper schedule is to be made scrupulously so that
work life balance is maintained eventually (Mor and Mogilevsky 2013).

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iii) Determination of Priorities: The employer should set the goals and determine the
priorities so that the employees do not get a chance to mislead from work life balance.
11. 5 Ways of Learning New Skills at Work
Five ways of learning new skills at work are as follows:
i) Learning by Doing: The first way is to learn by doing. As soon as any work is done
by himself, he is learning it (Patton, Parker and Tannehill 2015).
ii) Taking Frequent Breaks: Breaks are important in between of learning new skills
for getting creativeness.
iii) Teaching what is being Learnt: Another important way is to teach others what is
being learnt.
iv) Spending Time in Difficult Work: The work, which is the most difficult of all
should be done at first so that it is completed with perfection.
v) Periodical Testing: A periodical testing of the person would also ensure learning of
new skills (Moon 2014).
12. Two Ways for Managing Time at Work
Two ways for management of time at work are as follows:
i) Proper Planning: The first important way to manage time at work is to bring
proper planning. This type of pre planning helps in the maintenance of a dynamic task list.
ii) Limiting Multi Tasking: The next way is to limit multi tasking so that one work is
focused at a time.
13. Definition of Personal Development Planning

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Personal development planning can be stated as the procedure to create an action plan
based on setting of goals, values, awareness, reflection as well as even planning for the
purpose of personal development within the subsequent context of career or even self
improvement (O'Hanlon 2014). This type of planning is extremely important and significant
for all employees.
14. Five Crucial Components of Personal Development Plan
Five important components of personal development plan are as follows:
i) Self Discovery.
ii) Self Evaluation.
iii) Making Development Plan.
iv) Proper Evaluation.
v) Continuous Development.
15. Behavioural Assessment in a Work Place Context
Behavioural assessment is responsible for providing a significant tool to increase
personal awareness as well as improve group or individual communication within a work
place (Pancsofar and Petroff 2013). This type of assessment identifies work preferences or
associated emptions and behaviours of the employees.
16. Advantages of Conducting Behavioural Assessments/ Appraisals
The major advantages are as follows:
i) Presenting Behavioural Baseline Data.
ii) Making Available the Behavioural strengths and weaknesses.

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iii) Identification of behavioural patterns.
iv) Producing Graphic displays.
17. Description of Five Learning Styles
Five learning styles are as follows:
i) Visual or Spatial Learning Style.
ii) Auditory Learning Style.
iii) Verbal Learning Style.
iv) Logical Learning Style.
v) Physical Learning Style.

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Assessment Task 2
1. Selection of Company
I am working as the Human Resources Manager in one of the most popular and
significant organizations in Australia, namely, Telstra Corporation Limited. I have been
working here for past six months and I have gained hands on experience during this tenure.
Telstra Corporation Limited, although being a telecommunications organization, often faces
few issues due to the lack of understanding of their employees. They are often unable to
manage their employees and provide job satisfaction to them; however with my involvement
in the company, I was able to resolve such issues effectively.
2. Reviewing of Company Website and Position Description
I have been working in Telstra Corporation Limited for last 6 months and in next 6
months, I will be completing my first year in this organization successfully. My work goals
for 12 months as a Human Resource Manager are as follows:
i) Helps my company in fulfilling its objectives.
ii) Ensuring effective usage and maximum human resource development.
iii) Identifying the demands of other employees.
Each of these above mentioned work goals are responsible for bringing major
effectiveness and efficiency in my professional career as well as Telstra Corporation Limited.
3. Five Personal Work goals for the Job Role
My five SMART personal work goals for the job role of Human Resource Manager
are as follows:
i) Inculcating a sense of team work, inter team collaboration and team spirit.

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ii) Enhancing the capabilities of employees for performing in their current job.
iii) Providing the company with well trained as well as well motivated employees.
iv) Using my experience and intellect for helping the company to achieve its
objectives.
v) Achieving and maintaining high morale amongst the employees.
4. a) Overview of Business Selected
Telstra Corporation Limited is the largest telecommunications organization in
Australia that helps in building as well as operating telecommunication networks or market
voice, internet access, mobile, pay television and many more. It was founded on 1st July 1975
and the headquarters is in Melbourne Australia.
b) Goals and Objectives of the Company
The major goals and objectives of Telstra Corporation Limited are as follows:
i) Improvement of Customer Experiences.
ii) Simplification of Products, operating model and business.
iii) Extension of Network Superiority as well as 5G Leadership.
iv) Achievement of Global High Performances in Employee engagement.
c) Description of Position
My job position in Human Resource Manager in Telstra Corporation Limited. I have
to plan, direct as well as coordinate each and every administrative function of the company. I
also oversee the recruitment, interviews and hiring of new staffs and also consult with the top
executive for strategic planning to link between management and the other employees and
these are my major work responsibilities.

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d) Five Personal Work Goals Identified
The description of the five personal work goals are as follows:
i) Inculcating a sense of team work, inter team collaboration and team spirit: A proper
team work is mandatory for the company’s overall success.
ii) Enhancing the capabilities of employees for performing in their current job:
Capability enhancement of the employees is highly important so that they could perform
well.
iii) Providing the company with well trained as well as well-motivated employees:
The well trained and well-motivated employees can work better than de motivated
employees.
iv) Using my experience and intellect for helping the company to achieve its
objectives: My intellect and experience could easily help out the organization to fulfil their
goals.
v) Achieving and maintaining high morale amongst the employees: A proper
maintenance of high morale could improve employee performances.

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Assessment Task 3
1. Three Tools for Management of Work Priorities
Three tools that are used by the managers to manage their work priorities are as
follows:
i) Excel Templates.
ii) Action Plan.
iii) Online Project Management.
2. Five Impacts of Workplace Stress and Five strategies for addressing them
Five impacts of workplace stress with proper strategies to address them are as
follows:
i) The impact is on decision making process. It could be solved by proper planning.
ii) Health issues is yet another impact and it could be avoided by taking good care of
health.
iii) Affects personal relationships. It could be solved by giving time to family.
iv) Becoming less productive and this could be solved by taking breaks after every 3
hours.
v) Lack of job satisfaction and it could be solved by giving time to own desire and
hobbies.

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References
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of Teachers' Perspective. Online Submission, 6(2), pp.319-327.
Dixon, F.A., Yssel, N., McConnell, J.M. and Hardin, T., 2014. Differentiated instruction,
professional development, and teacher efficacy. Journal for the Education of the
Gifted, 37(2), pp.111-127.
Gaudin, C. and Chaliès, S., 2015. Video viewing in teacher education and professional
development: A literature review. Educational Research Review, 16, pp.41-67.
Hill, H.C., Beisiegel, M. and Jacob, R., 2013. Professional development research: Consensus,
crossroads, and challenges. Educational researcher, 42(9), pp.476-487.
Jenkins, S. and Agamba, J.J., 2013. The missing link in the CCSS initiative: Professional
development for implementation. Academy of Educational Leadership Journal, 17(2).
Kennedy, M.M., 2016. How does professional development improve teaching?. Review of
educational research, 86(4), pp.945-980.
Macià, M. and García, I., 2016. Informal online communities and networks as a source of
teacher professional development: A review. Teaching and Teacher Education, 55, pp.291-
307.
Moon, J., 2014. Short courses and workshops: Improving the impact of learning, teaching
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Moon, J.A., 2013. Reflection in learning and professional development: Theory and practice.
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Mor, Y. and Mogilevsky, O., 2013. The learning design studio: collaborative design inquiry
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Patton, K., Parker, M. and Tannehill, D., 2015. Helping teachers help themselves:
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Rienties, B., Brouwer, N. and Lygo-Baker, S., 2013. The effects of online professional
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Zepeda, S.J., 2013. Professional development: What works. Routledge.

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Zuber-Skerritt, O., 2013. Professional development in higher education: A theoretical
framework for action research. Routledge.

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Bibliography
Telstra.com.au. 2019. [online]. Accessed from https://www.telstra.com.au/aboutus/our-
company [Accessed on 17 Feb. 2019].