Development Plans for Acquiring Skills and Knowledge

The assignment discusses the development plans for acquiring skills and knowledge, leading to lucrative results for individuals and organizations. The author describes their self-managed learning process using the VARK model, identifying strengths, weaknesses, opportunities, and threats through SWOT analysis. Effective development plans are prepared with the help of experts and specialists, enriching personal and professional growth.

Personal and
Professional
Development

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
1.1 Approaches to self-managed learning..............................................................................1
1.2 Learning and development method and ways in which lifelong learning is encouraged.2
1.3 Benefits of self-managed learning....................................................................................3
TASK 4............................................................................................................................................4
4.1 work based problem and the solutions.............................................................................4
4.2 Communication in various styles.....................................................................................5
4.3 Use effective time management strategies.......................................................................5
TASK 2............................................................................................................................................5
2.1 Own current skills and competencies against professional standards and organizational
objectives................................................................................................................................5
2.2 Own development needs and the activities required to meet them..................................7
2.3 The development opportunities required to meet both the current and future needs that you
have identified above..............................................................................................................7
2.4 Personal development plan...............................................................................................8
TASK 3............................................................................................................................................9
3.1 Short term objectives and long term objectives, together with the processes and activities
required to implement your development plan.......................................................................9
3.2 Documentation of the planned activities........................................................................10
3.3 Own learning against the targets set...............................................................................10
3.4 Updated development plan.............................................................................................11
CONCLUSION..............................................................................................................................11
REFERENCES..............................................................................................................................12

INTRODUCTION
In this era of fierce competition the business organization seeks the candidates with the
optimum level of skills and efficiency in order to enhance the profitability of the organization.
To establish the prominent position in the market place, individual enhances their capabilities
and knowledge by examining the current and projected need in upgrading the knowledge and
experience. Personal and professional development refers to the continuous process of
acquisition of knowledge and abilities in a systematic planned and comprehensive way by
figuring out the requirement in enhancement of professionalism, developing the plan for it and
implementing (Berghman and Vloeberghs, 2003). In this report I have outlined myself learning
process. This report throws light on the approaches adopted for the self-learning process and its
benefits and the ways in which the life long process can be encouraged. Further, after identifying
the current competencies and the needs, the development plan is prepared. The report also
explains the work based problems arises in the organization and the effective strategies to
manage it.
TASK 1
1.1 Approaches to self-managed learning
Self-managed learning refers to the initiative taken by an individual to increase the
quality and standard of the skills possessed, identify the learning opportunities, develop a plan
and take it under process. Self-managed learning is the process adopted in the planned way with
the set of activities to execute it. Fundamentally there are two types of approaches for self
managed learning:
1. learning through Research: Self-initiation of learning process: This refers to the realization of the utility of the self-
managed learning process and initiative taken to achieve it (Line, 2002). Goal setting: The clear and precise goal is set in the professional and personal aspects. Aims and requirements: Various techniques are adopted to identify the requirements
such as the learning style, the method which enables the acquisition of skills better and
the evaluation criteria. Personal orientation achievement goal: With the self-analysis the current skills are
assessed and the required needs are identified and accordingly steps are adopted.
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 Self-reflection: After process the above methods the crucial step is evaluating the targets
achieved and the skills acquired (Agha, 2001).
2. Learning through external sources:
Research: The method to acquire the inclusive knowledge and skills. Research enabled
me to gather the thorough basics and information in different fields.
Mentoring/coaching/Interviews: Mentoring and coaching from the expertise enabled me
to understand me in the better way and improve in the areas I am lagging behind to attain the
professionalism.
Seminars/Conferences: Attending seminars and conferences gave me exposure to
increase my experience with specialists and expertise in the fields (Robinson and Carrington,
2002).
Virtual platform and Internet: In the era of Globalization, virtual platform and internet
became the indispensable part of learning process.
1.2 Learning and development method and ways in which lifelong learning is encouraged.
Every individual possess the different ways to learn and process the information. To
identify my learning style I have used the VARK model. VARK model states that an individual
grasp the information through 4 sensory modalities Visual, auditory, read/write and kinesthetic.
It is completely subjective in nature (Learning method, 2009). Different persons have different
ways to learn. This helps in realizing that with the help of questionnaire having 40 questions. My
score card is follows:
Visual 13
Auditory 8
Read/write 10
Kinesthetic 9
Total 40
Analyzing the above score it can be inferred that I have the tendency to process the information
in the better way through the Visual and kinesthetic means.
Visual method states the tendency to acquire knowledge and skills by seeing through the visuals
such as the presentation, diagrams and videos (Currant, 2002).
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Kinesthetic method refers to the processing the information through the experience.
Life learning process
Learning is the continuous process. It is the pursuit of knowledge for the profession and personal
motives. Undergoing various processes, lifelong learning is the process of personal development,
competitiveness, employability and the other attributes such as the self-sustainability, active
citizenship and the ability to change. It can be encouraged in the following ways:
Self-directed learning: In order to accumulate the knowledge for the longer period the self-
directed learning is initiated (Koprowska, 2010).
Academic knowledge: The fundamental area where an individual acquire knowledge and skills.
It builds the foundation of the skills possessed by the persons.
Further education: To enhance the academic knowledge and experiences, the higher studies
proved to be beneficial to the great extent. Such as the Credit accumulation and transfer scheme
is used to facilitate the students to higher institutions.
Recognition of prior learning: This is known as the development in the personality by learning
from the surrounding the society in which a person lives. The dynamic and progressed society
molds an individuals' personality in the active and resourceful way (Berghman and Vloeberghs,
2003).
Employment: On the job training is encouraged in all the organization to improve the efficiency
of the employees through training programs, development sessions, and apprenticeships.
Through the above methods the life long learning process is encouraged from the early
time to the old age.
1.3 Benefits of self-managed learning
The planned and systematic way of self-managed learning trickles down the
positive impacts on an individual and the organization by benefiting them in various aspects.
Benefits for an individual:
 The flexibility in the process adopted for the self-managed learning make it compatible
for all the individuals with different backgrounds and the abilities. The process includes
different types of learning styles and strategies so an individual adopt it as per the
suitability. Hence, this process is proved beneficial almost for all (Beausaert and et.al,
2013.).
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 Including various components such as identifying the learning styles, current skills,
future requirements, the optimum development plan, the specified time frames and the
methods to resolve the issues makes it the perfect tool to upgrade the personality of an
individual in the 360 degree coverage.
For an organization
 By promoting the self-managed learning, the organization gets the employees with the
optimum level of efficiency and skills who significantly contribute in the profitability of
the company (Pratt and Kaplan, 2004).
 In saves the cost incurred in the training of employees. With the minimal expense and not
to intimate training methods employees are made compatible with the functioning and
work standard of organization.
TASK 4
4.1 work based problem and the solutions
I am aspiring to work as the HR manager in the retail sector. The HR department is
engulfed with the number or duties and responsibilities. To implement these works efficiently the
senior management assigns the work to the subordinates and supervises them. The prerequisite of
the efficiency and preciseness in the work is the team work done by the employees. Work done
with the perfect coordination and involvement always gives positive results (Bello, 2008). At the
same place one the major work based problem the management encounters is the ineffective
team management in the organization. The components of the problems are:
 Absence of trust towards the senior management.
 The increase in the conflicts and disputes between the employees.
 Lack of commitment towards work and organization.
 Inattention towards achieving the goals and targets assigned by the leader.
 Avoidance of the accountability towards the work assigned to perform.
The mentioned problem, ineffective team management by the leaders and managers in the
organization can be resolved by adopting the GRPI team building modals. It significantly helps
in addressing the issues (Ottewill, 2002). The acronym GRPI stands for Goals, Roles, processes
and interpersonal relationships.
Goals: Setting the clearly stated goal by explaining the purposes, needs, goals, project scopes
and the desired outcomes. It connects the employees with the organization in the better way.
4

Roles: By assigning the employees their roles and responsibilities and making them responsible
towards the authority (Bennett, 2006).
Processes: By adopting the certain factors such as identifying the critical success factors,
monitoring and making plans to complete in the scheduled time.
Interpersonal Relationships: Improving the interpersonal relationships by encouraging the
mutual participation, trust and coordination.
4.2 Communication in various styles.
In an organization the employees are required to communicate with the official at
different levels. For that different methods and ways are adopted.
Management: This the senior most section of the organization. The employees are required to
report the happening at the subordinate level to this level. The communication method
adopted is in formal style (Koprowska, 2010). To save the time of the officials the
documents are presented in the precise and effective way such as in the form of presentation
and in verbal speech.
Operation: This level includes the formal and informal communication both. At this level the
coordination is done in the form of written documents and the verbal way.
Subordinates: The subordinate level communication is done in the informal way. This is
executed in the verbal manner. The supervision of the higher management is done through
the apprenticeships, training programs, development sessions and seminars through verbal
communication (Fulmer, Stumpf and Bleak, 2009).
Source:Slideshare.net
5
Illustration 1: Types of communication

4.3 Use effective time management strategies
To complete the work in the scheduled time and in the effective manner, these strategies
prove helpful in the significant way. The following working planning and methodology is used. Planning: With the proper planning, the work can be executed in the effective manner.
Using the tools such as the electronic planner make the work easier and in the systematic
manner (Bello, 2008). Prioritizing: There are slew of work to be accomplished in the scheduled time. By
prioritizing the works and tasks as per the importance and the targeted time frames the
work can be completed at the right time and in the effective manner.
 Avoiding delays: Procrastination is the biggest obstacle which hinders the smooth
functioning. When the clutter of work is collected, the quality of work decreases (Nutley,
2008). Hence, by completing the tasks and work on time or moreover before the given
time frame increases the efficiency.
(Source: Dreamstime, 2015)
TASK 2
2.1 Own current skills and competencies against professional standards and organizational
objectives
SKILLS REQUIRED Current level Explanation
6
Illustration 2: Time management
strategies

Strong=5
Weak=1
Professional
Knowledge
4 Possess the optimum level of the technical and
professional knowledge in order to pursue the work.
Interpersonal skills
such as decision
making
5 Good decision making skills with the ability to analyze
the things in the 360 degree manner and then taking
decisions.
Leadership qualities 3 Below average. To make the organization accomplish
the task in right manner leadership quality is the
fundamental requirement.
Communication skills 3 Lack of proficiency in the communication skills. Need
the considerable amount of improvement
Presentation skills 4 Presentation skills are needed to be improved in the
significant way in order to make in impact-full.
From the above analysis the following inferences are made:
 My strengths are the strong interpersonal skills such as the decision making which helps
me to deal with different situations. Below average communication skills and leadership qualities are my weakness that
hinders my growth. Also, I need to improve the presentation skills.
Curriculum Vitae
Name: PQRS
Contact Number: [phone]
Address: 30, Avon street, Frith building, London.
Proficient in managing the human resource department of the organisation, has the competent
experience in hiring and recruitment of the eligible candidates.
Acknowledged strengths include: Efficiency in hiring the suitable applicants to increase the productivity and profitability of
organisation.
Selected Contributions and results
7

 Introduced the new system for the rigorous recruitment in the organisation which brought
paradigm shift in the selection process.
Education and Professional development
 Resonance College, GLPD il ed, Associate degree in Human resource, August 2015.
 Worked as a Human resource assistant manager in Iconics and brothers, London
2.2 Own development needs and the activities required to meet them
The development needs in the professional and personal context in identified by skills
auditing using the appropriate self-assessment tools.
 Comparing the current needs and competencies against the professional standard I have
realized that my verbal and written communication does not match with the benchmark
set by the professionals in the field. Hence, for that purpose I need to enhance my
abilities to have stronger bond with the customers and the business linkages.
 Leadership skill is one of the important attribute of the manager to hold the employees as
a team and seek better results from them. I am lacking in this quality of a manager. It is
required to be improved using certain methods.
 Also, I need to improve my presentation skills to communicate effectively.
2.3 The development opportunities required to meet both the current and future needs that you
have identified above
Development opportunities are identified by using the SWOT analysis menthod.
Strengths: I have the strong foundation of the technical and professional knowledge.
With the good command over the formal knowledge my proficiency in the field is very high
which will enable be to pursue my career in the field. I also possess the good interpersonal skills
such as decision making.
Weakness: I lack in good leadership qualities that command the team and make them
achieve the goal as a team. Further, I need to upgrade my communication and presentation skills.
Opportunities: Working in the retail sector as a HR manger brings lots of career
opportunities to pursue the career in the effective manner.
Threats: The competition is very tough in the dynamic market trend. The organizations
demand high proficiency in the skills that threatens existence in the market place as an
individual.
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In order to meet the current and future needs in the up-liftment of the skills and
knowledge the following are the development opportunities:
Future Needs
Leadership Qualities: The most important attribute in the management is the leadership
quality. It encourages the efficiency of the employees in the significant way (Merryl, 2013). To
enhance this attribute certain models can be adopted such as the four framework approach or the
situation leadership model. Along with this adopting different leadership styles at different
situations brings positive results.
Communication skills: Communication skills can be enhanced by undergoing the
professional courses. With the help of this person is able to adopt various styles of
communication to address the employees of different levels of designations (Gibbons, 2003).
Current Needs
Presentation skills: The presentation skills need to be skills-full, impact-full and precise
to make the content understandable.
Interpersonal skills: The interpersonal skills such as the decision making play the key
role in the profitability of the organization (Calnan and Rowe, 2006). It can be improved by more
interaction. I possess the good interpersonal skills so to make it more effective more interaction
is needed.
Technical and professional knowledge: I am the holder of Associate degree in human
resource management. My knowledge in this can be enriched with the proficiency in the
advanced courses in the same field.
2.4 Personal development plan.
Learning
Objectives/
Goals
Current
Proficiency
Target
Proficiency
Development
Opportunitie
s
Criteria for
judging
success
Time scale Evidence
Managemen
t skills.
Efficient
management
of the
subordinates
and the
Accuracy
and
perfection
in the
manageme
Learning
from the
expertise and
the
Feedback
from senior
management
2 Months Smooth
functioning
of the work.
9

departmenta
l work.
nt of the
human
resources
of the
organizatio
n.
specialists.
Technical
Knowledge
Strong hold
on the
concepts
and
theoretical
knowledge.
Optimum
level
By making
the practical
use of the
theories and
models
studied. And
advanced
course
Customer
feedback
1 month Certification
Presentation
skills
Not up to
the
organization
al standard.
Precise and
impact-full.
Research and
training.
Impact on
the
audiences.
1 month Feedback
from
seniors.
Leadership
skills
Inefficient
management
of team.
Processing
all the task
in the very
effective
and precise
manner
along with
the team.
Counseling
and
mentoring
from the
specialists
and
expertise.
Optimum
management
of work
assigned.
1 Month Feedback
from senior
management
.
Communica
tion skills
Below the
benchmark
set by the
organization
The
proficiency
in the
verbal and
Reading
books,
professional
course and
Better
customer
engagement.
1 Month Customer
feedback,
improved
coordination
10

. written
communica
tion.
more
interaction.
.
TASK 3
3.1 Short term objectives and long term objectives, together with the processes and activities
required to implement your development plan
In order to achieve the decided learning targets and undergo the process to imbibe the
development I have set some shot and long term objectives.
 To bring the direction of change in the personal and professional dimensions to match up
the organizational standards (Gibbons, 2003).
 Need to improve the proficiency in the communication skills in the oral and written
manner in the span of 1 month.
 To improve the presentation skills in the period of 1 month to make the documents
prepared presentable in every context.
 Technical knowledge: To enhance the technical knowledge in the time duration of 1
month (Cardno, 2005).
 Undergo the process of improvement by adopting the cycles of activity which inculcates
the process such as the monitoring, reflecting and planning.
 Preparing the performance appraisals technique to evaluate the learning process and its
accomplishments.
3.2 Documentation of the planned activities.
 To improve my proficiency in the communication skills I shall be joining the advanced
course for the verbal and written communication.
 To enhance the efficiency in the presentation skills and make it more impact-full, I shall
be using the virtual platform. By using the software with better user interface and options
the presentation can be made easy to understand and precise.
 To imbibe the leadership qualities in me, I shall be using various leadership models and
techniques. Along with this by undergoing the counseling and the mentoring from the
expertise, the flaws in my leadership skills can be removed (Dale, 2009).
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 Efficient time management brings lucrative results to an individual as well as the
organization. To enhance that I shall be using time management strategies such as using
the electronic planning tool, prioritizing the task assigned, avoiding the delays and
procrastination.
3.3 Own learning against the targets set
After identifying the learning needs, preparing the personal development plans,
implementing the strategies made I have evaluated my learning by comparing it against the
targets set. The following are the interpretation:
 I have attained the advanced technical knowledge undergoing the professional courses in
the human resources' management (Merryl, 2013).
 My presentation skills are improved up-to the great extent, with the use of better
techniques and methods the presentation is made more understandable.
 I am still lagging in certain qualities such as the communication skills and time
management skills.
I have realized that identifying my learning style through VARK model lacked precision
due to limited number of question in the questionnaire. Hence, due to that intensity of learning
got slowed in some areas such as in time management and communication skills. It requires
further improvements through different methods.
3.4 Updated development plan.
Learning
Objectives/
Goals
Current
Proficiency
Target
Proficiency
Development
Opportunitie
s
Criteria for
judging
success
Time scale Evidence
Time
management
Lack of
planning.
Optimum
level.
By bringing
more
discipline in
implementin
g the tasks
assigned.
Feedback
from senior
management
and the
efficiency
and
productivity
of the work
15 Days More
accomplishe
d work in
better way.
12

performed.
Communica
tion skills
Still lagging
behind the
benchmark
set by the
organization
.
Proficiency
in verbal
and written
communica
tion.
Reading
more books
and
interaction
with the
people.
Better
customer
engagement.
18 days Feedback
from
customers
and senior
management
.
CONCLUSION
The development plans prepared for the acquisition of the skills and knowledge brings
the lucrative results for an individual and the organization. Self-managed learning is processed in
the very planned and systematic manner. After identifying the learning style through the VARK
model I have prepared the plan and activities to process that accordingly. Using the SWOT
analysis I have identified my strengths, weakness, threats and opportunities. Further, the
effective development plan prepared with the help of expertise and specialists has enriched me
on personal and professional grounds.
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Bello, R., 2008. Exploring Self-managed Learning as an Approach to Learning Leadership
Capabilities. Graziadio School of Business and Management, Pepperdine University.
Bennett, B., 2006. Personal development plans: evidence from research on their use.
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Berghman, L. and Vloeberghs, D., 2003. Towards an effectiveness model of development
centres. Journal of Managerial Psychology. 18(6). pp.511 – 540.
Calnan, M. and Rowe, R., 2006. Researching trust relations in health care: Conceptual and
methodological challenges – an introduction. Journal of Health Organization and
Management. 20(5). pp.349 – 358.
Cardno, C., 2005. Leadership and professional development: the quiet revolution. International
Journal of Educational Management. 19(4). pp.292 – 306.
Currant, B., 2002. Self-Managed Learning in Action: Putting SML into Practice. Industrial and
Commercial Training. 34(3). pp.124 – 124.
Dale, M., 2009. Developing Management Skills: Techniques for Improving Learning &
Performance. Kogan page publishers.
Fulmer, M. R., Stumpf, A. S. and Bleak, J., 2009. The strategic development of high potential
leaders, Strategy & Leadership. 37(3). pp.17–22.
Gibbons, M., 2003. The Self-Directed Learning Handbook. John Wiley & Sons.
Koprowska, J., 2010. Communication and Interpersonal Skills in Social Work. 3rd ed. SAGE.
Line, M., 2002. How do managers learn to manage? Library Management. 23(3). pp.166 – 167.
Merryl, H., 2013. Self-directed Learning: Critical Practice. Routledge.
Nutley, T., 2008. The Little Book of Personal Development. 2nd ed. Lulu.
Ottewill, R., 2002. Student self‐managed learning – cause for concern. On the Horizon. 10(1).
pp.12 – 16.
Pratt, K. and Kaplan, A. 2004. Professional sustainability in facility management. Journal of
Facilities Management. 3(1). pp.83-91.
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Robinson, R. and Carrington, S., 2002. Professional development for inclusive schooling.
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