Teacher Professional Development Strategies

This assignment delves into the crucial topic of teacher professional development, examining diverse strategies and their impact on educators' growth and student learning. It requires an analysis of scholarly articles that discuss different models and frameworks for professional development, highlighting their strengths, weaknesses, and real-world applications. The focus is on understanding how these approaches can enhance pedagogical content knowledge, collaboration, and ultimately, improve teaching practices.

Personal and Professional
development

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
1.1 Approaches to self managed learning...................................................................................1
1.2 Methods that helps to encourage the lifelong learning in personnel and professional
context.........................................................................................................................................2
1.3 Benefits of self managed learning too the individual and organisation................................2
TASK2.............................................................................................................................................3
2.1 Own skills and competencies against professional standard and company objectives.........3
2.2 Own development needs and the activities required to meet them.......................................4
2.3 Assess the development opportunities that help to meet current and future defined needs..5
2.4 Make personnel and professional development plans bases on identified need and want....5
TASK3.............................................................................................................................................6
3.1 Processes that can help to implement the development plan................................................6
3.2 Undertaking and document development activities as planned............................................7
3.3 Reflecting own learning method against standard aims and objectives set in the
development plan........................................................................................................................8
3.4 Update to the development plan based on feedback and evaluation.....................................8
TASK 4.......................................................................................................................................9
4.1 Selecting the solution to work based problem......................................................................9
4.2 Communicating in a variety of styles and appropriate manner at various level...................9
4.3 Evaluating and use effective time management strategies....................................................9
CONCLUSION..............................................................................................................................10
REFERENCES..............................................................................................................................11
.......................................................................................................................................................13

INTRODUCTION
It is necessary for every individual to develop and improve their personnel and
professional skills and knowledge. Personnel has easily face any challenging situation with the
help of this knowledge and skill. Today most of organisation has establish training and
development programme, this will help to increase the knowledge and skill competence of
workers. Individuals are also learn various information through seminars and other professional
programme, this can help to improve and develop their personnel and professional skills. Various
institutions has establish the employee welfare programme this largely helps to encourage the
worker motivation and efficiency level. With the help of help of self managed learning,
individual has able to improve and develop their personnel and professional knowledge and skill
competence.
TASK 1
1.1 Approaches to self managed learning
With the help of self managed learning , an individual has develop their personnel
knowledge and skill competence, this skill will helpful for their job life and professional life.
They also learn various information through various learning method. There are some
approaches that will help to improve and develop personnel and professional skills, these are as
follows:
Time management: This method is most important that can help to evaluate the personnel and
professional skills. Individual has able to face any challenging situation with the help of self
managed learning programme.
Communication skills: This consider the most important skill that help to develop and improve
the learner skill and knowledge. With the help of this tool, an individual is able to identify
various problem solving methods that can help to resolve it.
Inter personnel skill: This is most essential and development skill of learner. Personnel is able
to communicate their ideas and thoughts and participate in decision making process.
Self monitoring: With the help of this approach, learner is able to plan and controlled the
procedure of learning. It is necessary for individual to evaluate various factors that involve in self
management learning fact this will help to plan and control their learning procedure.
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Evaluate strength and weakness
It is necessary for evaluate the strength and weakness of above defines approaches that is
time management, interpersonal skills, communication skill and self monitoring skills. With the
help of self managed learning approach, personnel is able collect proper information that can
help to improve and develop their personnel and professional skills.
1.2 Methods that helps to encourage the lifelong learning in personnel and professional context
As an employee of Canary wharf, I largely consider the lifelong learning method in
personnel and professional context, these are as follows:
Setting the goal: This is first process of lifelong learning in personnel and professional context.
It is necessary for every individual to set their goals and objectives in advance so this will
achieve in short period of time with full efficiency and capacity.
Plan according to goal: Individual has made planning in advance and work according to it.
They also use various alternative method that can help to achieve their goals and objectives in a
given time (Moon2013 ).
Learning to plan: Individual has learn various methods and procedure that can help to increase
their skill and knowledge competency.
Reflection: This approach help to evaluate the lifelong learning method in personnel and
professional context. Individual has largely focus to planning and controlling process that can
help to complete their work with full efficiency and effectiveness.
1.3 Benefits of self managed learning too the individual and organisation
It is necessary to evaluate the individual and organisation perspective that can help to
identify the benefits from self managed learning to individual and organisation (Kumari 2011).
These are mentioned below:
Individual perspective: Large number of individual has mainly focus for self managed learning
process that can help to easily identify their potential and desire element. Individual learn various
information through seminar and other professional programme. Various learning styles are also
helpful for learner that can help to learn something new skills and knowledge.
2

Organisational perspective: Company has largely establish the self learning managed
programme to their workers this can help to increase knowledge and skill competence of
individuals. They also perform their work with full efficiency and effectiveness. Self learning
managed process play very important role for organisation productivity and profitability
(Avalos2011.).
TASK2
2.1 Own skills and competencies against professional standard and company objectives
There are following skills and competencies are discussed below, these are follows:
The considerable skills Description Methods of improvement
The leadership skill Leader has ability to
increase the
motivation level of
their members so
workers can be
achieve goals and
objectives with full
capacity (Pattiand
et.al.2012).
There are various methods that develop and
improve leadership skill. Training and
development programme helsp to increase skill
and knowledge competence of workers.
The problem solving
skill
It is necessary to
prepare various
strategies and
methodologies that
help to solve problems
Firstly to identify the problem and according to
this factor, organisation prepare different
strategies and methodologies
The team work Team leader has
responsibility to
achieve company
goals and objectives in
short duration of time.
They consider their work as familiar (Von
Haenisch 2011).
The time management It is necessary for Firstly to assess task and goals that can help to
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skill individual to complete
their work in given
time.
evaluate personnel and professional
development.
The technological skill It is necessary for
individual to have full
knowledge of various
technology software
like ms excel, power
point presentation.
With the help of seminar and conference an
individual has improve and develop their
technological skill (Olsen ,2015).
The communication
skill
It is necessary to
participate in
interaction process,
this helsp to easily
exchange ideas and
thoughts.
In seminar and training programme,
communication play an important role for
complete this development
The planning and
organising skill
Organisation has made
planning procedure
that can help to
organise various
events
Individual evaluate training and seminar
programme as friendly and familiar
2.2 Own development needs and the activities required to meet them
It is necessary to identify own skills and knowledge competence that can help to
development and improvement of personnel and professional life. These skills are mentioned
below:
Determination of career goals with interest: It is necessary for every personnel to identify
their skills and knowledge competence that can help to determine their career goals and
objectives with interest (Glogowska et.al., 2011).
The training identification: Organisation has responsibility to establish training and
development programme in their business enterprise that will helps to increase knowledge and
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skill competence of workers who are working in organisation. Through this programme,
company is able to resolve all issues and conflicts that exist in working environment.
Career development plan preparing: It is responsibility of each and every individual to
prepare their career development plan. Personnel has see various effective and initiative
guidelines that can help for formation of planning procedure.
Discussion with the employees: Mange has responsibility to maintain relationship wit tehir
workers because employee is key source that can help to solve various problems and
complexities which exist in workplace (Maskit,2011 ).
2.3 Assess the development opportunities that help to meet current and future defined needs
Company has largely focus to identify the various opportunities that will help to meet
current and future needs and wants. Individual set their career goals and objectives in advance
according to their knowledge and skill competence. Organisation establish training and
development programme that can help to increase the participation level of workers. Training
play very important role in organisation productivity and success (Trede,Macklin and Bridges
2012).
It is duty of professionals and expert to largely focus to prepare their career development
plans and participate in various seminars and workshop that can help to collect information and
data which are useful for their skills and knowledge. Group play an important role for
development and improvement of personnel and professional life. Through training and seminars
programme, an individual is able to collect all information that can helpful for their skill
development.
2.4 Make personnel and professional development plans bases on identified need and want
The considerable skills
to develop
How to acquire Time range Type of plan
Communication skill Training and seminar
programme helps to
increase the
communication skill of
worker
10/01/17 Personnel
Leadership skills Improve and develop 20/01/17 Professional
5

the strategies and
methodologies that can
be applied in
organisation
Management skill It is necessary for
individual to
considered the
organisation work as
family work
10/02/17 Professional
Technical skill Individual develop and
improve technical
knowledge through
seminar and training
programme (Van
Drieland Berry2012).
22/03/17 Professional
Monitoring and
controlling skill
Individual has
consider seminar and
training programme as
friends as well as
family so it can help to
increase skill and
knowledge
10/04/17 Professional
TASK3
3.1 Processes that can help to implement the development plan
To evaluate development programme with the help of various procedures. This process
also help to development and improvement of personnel and professional skill and knowledge
competence. I can easily identify my past and current performance level in term of organisation
work. Self learning method is important factor that can help to continuous develop and improve
my personnels and professional skill competence. Individual has acquire various information and
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data that can help to enhance their personnel and professional skill. It is necessary for personnel
to evaluate their leading skill and manageable knowledge, this is the crucial part of development
plan. Individual largely focus to improve and develop their interaction process (Van Drieland
Berry2012). With the ehlp of seminar and training programme, an individual is able to acquire
skill and knowledge this will helsp to make better development and improvement.
3.2 Undertaking and document development activities as planned
The considerable
skills to develop
How to acquire Time range Type of plan Status of plan
Communication
skill
Training and
seminar
programme helsp
to increase the
communication
skill
10/01/17 Personnel Ongoing
Leadership skill Improve and
develop strategies
and
methodologists
that can applied
in organisation
20jan20107 Professional Obtained
Management skill It is necessary for
individual to
consider company
work as family
work (Taylorand
et.al.,2011 ).
10/02/17 Professional Ongoing
Technical skill Individual has
develop and
improve their
technical
22/03/17 Professional Ongoing
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knowledge with
the help of
seminar
programme
Monitoring and
controlling skill
Individual
consider seminar
and training
programme
treated as family
programme.
10/04/17 Professional Obtained
With the help of above mentioned table, I can easily understand my work efficiency and
capacity for completion of work. I will mainly focus to improvement and development of
personnel and professional skill. This table also mentioned that group working is necessary for
organisation success and productivity.
3.3 Reflecting own learning method against standard aims and objectives set in the development
plan
It is necessary to consider various method and procedures that can help to develop and
improve personnel and professional skill. Individual learn various skills and knowledge through
self learned managed programme, this helps to attain their goal and objectives. There are various
learning sources that can helpful for develop individual interaction process, these are families,
friends, institution and culture. Communication is also essential in term of business perspective,
through this element, an individual is able to develop and improve their personnel and
professional skills (Desimone201Cooke,2012). This will helpful for organisation success and
growth. Interpersonal communication is very important tool that can help to development of
personnel and organisation development.
3.4 Update to the development plan based on feedback and evaluation
With the help of evaluation and feedback method, to updated the development plan on
the basis of time management. Training and development programme is very important pat for
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every organisation success and profitability. Profession and expert consider that seminar and
other programmes are major source that help to develop and improve personnel and professional
skill. It is necessary for every individual to develop various skills competences in term of
communication, management, leadership, technical, team work and monitoring and controlling
skill. Individual consider the seminar and training programmes as family programmes so they
can largely interested to participate in it (Floyd, 2012)
TASK 4
4.1 Selecting the solution to work based problem
In every organisation, worker are coming from different culture, religion, need, attitude,
behaviour, caste, this all factors affect the organisation productivity and profitability. Because of
this discrimination element, workers are not easily communicated and understand ideas and
thoughts of another employee so this is major effective problem that exist in workplace. In
relation to work based problem, an organisation consider the research and development
programme that can help to solve various complexities that exist in organisation (López‐
PastorMonjas, R. and Manrique2011)). They also improve and develop communication skill of
workers. Organisational establish various incentive and reward programmes that can help to
increase the motivation and efficiency level of workers.
4.2 Communicating in a variety of styles and appropriate manner at various level
Communication is major effective [problem in organisation productivity. Because worker
are coming from different culture, religion, attitude, behaviour, this factor affect the interaction
process in organisation. The different culture and religion is major source of conflict arise in
company. Organisation has adopted various communication styles in term of verbal, non verbal
and gestures. Employees has used these styles that can help to make better productivity and
profitability in long run (Roeser,and et. al., 2012). Verbal communication is termed as to speak
something in verbally, or orally. Written communication is termed as to empress their ideas and
message in written format. Gesture communication also play important role for organisation
growth and success.
4.3 Evaluating and use effective time management strategies
It is necessary for every organisation to optimum utilisation of full resource in term of
time money and effort. Company has made various time management strategies that can help to
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making decision making process. Personnel and professional life is also depend on time
management strategies. With the help of making strategies, organisation is able to participate in
decision making process with full efficiency and potential. Top level manager made all
organisation policies and programmes , middle level manger focus the executive work. In
organisation, manager has responsibility to divide work according to capacity and efficiency of
worker. Plan is alas made in proper time management strategies.
CONCLUSION
From the above mentioned report, it can be concluded that it is necessary for every
organisation to establish training and seminar programmes that can help to improve and develop
personnel and professional skills. Company made various time management strategies that can
helpful for workers, they can work with their full efficiency and capacity. Large number of
personnel has used the self managed learning procedures, this will help to identify their own skill
and knowledge competence. Individual are develop and improve their communication process
with the help of various sources in term of institution, family, friend and culture. In business
perspective, communication play important role and determine good communications skill to
personnel and professional development that can help to achieve productivity and profitability of
organisation. Individual learn various methods through different learnings styles and it can help t
increase skill and knowledge of worker.
REFERENCES
Books and Journal
Moon, J.A., 2013.Reflection in learning and professional development: Theory and practice.
Routledge.
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Kumari, N., 2011. Personal therapy as a mandatory requirement for counselling psychologists in
training: A qualitative study of the impact of therapy on trainees’ personal and
professional development.Counselling Psychology Quarterly. 24(3), pp.211-232.
Avalos, B., 2011. Teacher professional development in Teaching and Teacher Education over ten
years. Teaching and teacher education. 27(1), pp.10-20.
Von Haenisch, C., 2011. How did compulsory personal therapy during counselling training
influence personal and professional development?. Counselling and Psychotherapy
Research. 11(2). pp.148-155.
Olsen, B., 2015. Teaching what they learn, learning what they live: How teachers' personal
histories shape their professional development. Routledge.
Maskit, D., 2011. Teachers’ attitudes toward pedagogical changes during various stages of
professional development.Teaching and Teacher Education. 27(5), pp.851-860.
Trede, F., Macklin, R. and Bridges, D., 2012. Professional identity development: a review of the
higher education literature. Studies in Higher Education. 37(3). pp.365-384.
Van Driel, J.H. and Berry, A., 2012. Teacher professional development focusing on pedagogical
content knowledge.Educational Researcher. 41(1). pp.26-28.
Desimone, L.M., 2011. A primer on effective professional development. Phi delta kappan. 92(6).
pp.68-71.
Cooke, N.A., 2012. Professional development 2.0 for librarians: Developing an online personal
learning network (PLN). Library Hi Tech News. 29(3), pp.1-9.
López‐Pastor, V.M., Monjas, R. and Manrique, J.C., 2011. Fifteen years of action research as
professional development: Seeking more collaborative, useful and democratic systems
for teachers. Educational Action Research. 19(2), pp.153-170.
Patti, J. and et.al., 2012. Personal, Professional Coaching: Transforming Professional
Development for Teacher and Administrative Leaders. Journal of Leadership
Education. 11(1).
Glogowska, and et.al., 2011. How ‘blended’is blended learning?: Students' perceptions of issues
around the integration of online and face-to-face learning in a continuing professional
development (CPD) health care context. Nurse education today. 31(8), pp.887-891.
Taylor, M. and et.al., 2011. Teacher professional leadership in support of teacher professional
development. Teaching and Teacher Education. 27(1), pp.85-94.
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Floyd, A., 2012. ‘Turning Points’ The Personal and Professional Circumstances That Lead
Academics to Become Middle Managers. Educational Management Administration &
Leadership. 40(2). pp.272-284.
Roeser, R.W and et. al., 2012. Mindfulness training and teachers' professional development: An
emerging area of research and practice. Child Development Perspectives. 6(2), pp.167-
173.
Forte, A.M. and Flores, M.A., 2014. Teacher collaboration and professional development in the
workplace: a study of Portuguese teachers. European Journal of Teacher
Education,37(1). pp.91-105.
Online
Personal and Professional Development. 2017. [Online] Available through
<https://www.ppd.admin.cam.ac.uk/>. [Accessed on – 23 August 2017]
Professional and Personal Development.2015. [Online]. Available
through<http://www.criticalthinking.org/pages/professional-and-personal-development/800>.
[Accessed on – 23 August 2017].
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