Learning Objectives and Development Plan

This document presents a detailed personal development plan outlining three key learning objectives: motivation, teamwork, and decision-making skills. Each objective includes a current proficiency level, target competence, opportunities for development, success criteria, time period, and evidence required for evaluation. The plan also incorporates various sources of learning, including seminars, conferences, and guidance from senior managers.

PERSONAL AND
PROFESSIONAL
DEVELOPMENT

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1 ...........................................................................................................................................1
1.1 Approaches of self-managed learning and various learning styles .................................1
1.2 The different ways which enables lifelong learning in context to personal and professional
................................................................................................................................................3
1.3 The benefits of self-management and learning for management and individual ............4
TASK 2 ..........................................................................................................................................4
2.1. Evaluation of own skills and competencies ..................................................................4
2.2 Identification of own developmental needs and activities required to meet them...........5
2.3 My own development opportunities to meet current and future goals identification.......6
2.4. Professional and personal developmental plan ...............................................................7
TASK 3............................................................................................................................................9
3.1 The processes and activities required to implement the development plan.....................9
3.2 Undertake and document development activities as planned...........................................9
3.3 Reflect critically on own learning against original aims and objectives set ..................10
3.4 Update the development plan.........................................................................................11
TASK 4 .........................................................................................................................................12
4.1 Solutions for work based problems................................................................................12
4.2 Various learning styles which can help to overcome from issues and communication 12
4.3 The strategies related to time management for individual and company .....................13
CONCLUSION ...........................................................................................................................13
....................................................................................................................................14
....................................................................................................................................14
REFERENCES .............................................................................................................................15

INTRODUCTION
In today's world, the companies are finding those employees who are self-reliant and
well-focused so that they can give direction to company by which they can get success. The firm
is trying to give path to its existing employees. By this worker get success and good future
opportunities. Professional and personal development is very important for an individual by this
they can establish a path for themselves in which they get further success. If an employee is
having better skills and knowledge they can contribute in achieving organisational goals. There
is lot of competition is the in market, so it helps individual to survive in market.
The company which is taken into consideration is Sainsbury. It is famous retail grocery
brand in UK. It deals with many product (Avalos, 2011). The company is on 3rd number in UK.
In this project, the approaches for self-management has been discuss. Different ways
have been explained by which lifelong learning can be encourage. This assignment also gives
support to understand about how the person evaluate himself so that they follow the right
direction of their career.
TASK 1
1.1 Approaches of self-managed learning and various learning styles
Self-managed refer to how person is able examine himself when he is in certain situation
in an enterprise. The better leaning and enhancing skills can help them to grow for future. By
1
Source 1: Personal And Professional Development,
2014

self-managing the person gets motivation to develop themselves and prepare for the changes that
are occurring around him. For getting opportunities in future it is very important to learn new
things every day and improve ability. Nowadays government is taking many initiative and
conducting many programs by which work quality and productivity can be increased.
Government wants to prepare individuals such that they fulfil and handle their own duties
properly. Following are approaches used by Sainsbury so that employees can boost their learning
process.
 Visionary approach: In these employees are encouraged to plan and create their future
plans by their own. An individual set their own objectives and goals.
 Learning through research: In this manager ask employees to do research on particular
topic so that they can identify their weakness and strengths (Bauer, 2010).
 Meta Strategic Approach: In this an individual’s mental framework can be stated and
asked him to prepare strategic plan to ensure their future success.
The meta strategy is best suitable approach to boost employees learning process. There
are various learning styles. Every person is different and they perceived in different ways. So,
because of that manager need to adopt different styles.
There are different learning style by which employees can learn. As every person is
different they learn in different manner. So manger need to adopt the different learning style for
different person. Some time it is happen that manger can use two or more style for learning
process. Learning styles include visual, audio, verbal, combination, social and others. The
different learning styles are given in following diagram.
2

1.2 The different ways which enables lifelong learning in context to personal and professional
Lifelong learning refers to enhancing new skills according to changes that take place at
different points of time (Blair, 2016). Company is using different methods by which they
motivate their employees so that they can adopt the changes in effective manner. As workers are
using self-managed approach for designing their own path. By this they are able to overcome
their weaknesses and threats. Following are the ways by which company can encourage its
workers. Self-evaluation: In this employees are motivated by the management so that workers
can be evaluate by themselves so that they get good results in their career (Brody and Hadar,
2011). Leadership styles used by managers: There are various styles adopted by managers.
Manager ensure that employees learn in proper manner. To motivate employees the
managers, adopt democratic leadership style. Training and development: This activity is conducted by human resource department in
which proper training is imparted to employees of Sainsburry. By this skills, knowledge
and abilities can be improved (Desimone, 2011).
3
Source 2: Different learning style, 2016

 Motivational incentives: Incentives are the other way by which employees can be
motivated. The incentives can be given in two types monetary and non-monetary.
Company provides incentives so ensure that employees learn new things and create new
ideas.
1.3 The benefits of self-management and learning for management and individual
For managers:
From self-managed learning there are many benefits which individuals and management can
have. By this concept the individual ensure that they manage their work by their own learning
and skills. By this they can use their knowledge to perform tasks in an organisation which can
help to achieve objectives and goals. As manger is having lot of other work, sometime they do
not get time to handle their employee’s queries. Because of this, company hires those workers
who can complete the work by their own skills and knowledge so that manager are not always
required to handle them. By this manger can focus on other important activities in business.
(Elliott, 2011)
For individuals:.
 Make effective decision: By self-managing an individual can take better decision
according to their knowledge and ability. Effectiveness and efficiency can be improved: Self-management can improve individual
productivity.
For organisation:
 Customer satisfaction can be increased: When employees are using their skills, they can
serve customers in proper manner and by this customers satisfaction can be improved.
 Team working can be enhance: When individuals like to learn new things. They contact
with other team members and by this coordination can be improved and work can be
done in effective manner.
TASK 2
2.1. Evaluation of own skills and competencies
It is very important to evaluate the self-performance. By this actual performance can be
compared with expected ones. So that deviations if any can be determined. This evaluation helps
an individual to know about their strengths, weaknesses, opportunities and threats. Managers
4

manage their work by providing them various facilities in organisation. The goals need to be set
and these goals are set according to SMART targets. These SMART targets are set by managers
and employees both unanimously (Gibson, Dollarhide and Moss, 2010). These targets ensure
that the objectives which are fixed needs to be realistic and achievable.
The position which has been chosen for this question is store manger’s. There are certain
qualities which a store manager should possess. These skills can be team building, supervision,
problem solving, decision making skills and others. I have conducted the personal audit as per
these skills.
Sl. no Skills and competencies Score Score
from
others
variances
1 Problem solving skills 8 9 -1
2 Boosting team building 8 6 2
3 Researching skills 7 8 -2
4 Analysing skills 6 9 -3
5 Team work skills 8 9 -1
6 Decision making abilities 8 7 1
7 Creativity 6 8 -2
(The negative variance are my strengths and positive figures are my weakness).
2.2 Identification of own developmental needs and activities required to meet them
There are many companies who compete with each other. The employees working in
these organisation need to ensure that all goals need to be achieved effectively. These are areas
in which I am good while in some of the areas I found I was unable to perform well. These areas
I need to improve. To analyse my strengths and weaknesses. I conducted the SWOT model.
Strength:
 I am good at problem solving
 I am good at research skills
 My analytical skills are good
 I am creative
5

 I can work in team.
Weaknesses:
 I am weak at boosting team building
 I get problem in making the decision. I am not able to motivate people.
Opportunities:
 Communication skills
 Decision making can be improved
 Scope of improving managerial capabilities.
Threats:
 High use of resources
 Less productivity can be generated
 Other competitors in the market
To overcome these weaknesses I used different kind of techniques. These techniques are
given below.
 Taking part in decision making: I take part in decision making by observing and
following my superiors how they take the decision and what are the factors they consider
while taking decision.
 Seminars and conferences: By this I can develop new skills and abilities. I participate in
many seminars by which I can learn new methods to motivate people.
2.3 My own development opportunities to meet current and future goals identification
There are many opportunities which I get in current environment. There is lot of scope
but I need to select the correct one (Hamza, 2010). Because all opportunities are not well suitable
for me. So, I need to select the opportunity which is suitable for my profile. There many issues
and challenges which I have faced while setting my future goals.
 Current needs: These needs are for short term. And to overcome from these issues. I need
to consider my short term needs. The various activities which I conducted so that I can
overcome from certain issues. By this objectives and goals can be effectively achieved.
 Future needs: These needs are long term requirements which I need to fulfil. For this I set
the SMART targets. By this goal can be achieved in particular duration of time. These
6

long term goals can give growth in future and to get longer benefit I started doing self-
management and adopted the long life learning process (Hopkinson, 2014).
The factors which impact on my performance has to be analysed properly. By this short
and long-term goals can be achieved. Short term plan make clear about how the task can be
completed and how it impacts on future growth.
2.4. Professional and personal developmental plan
Planning help to utilise all the resources properly. This activity gives the proper direction
by which the end results can be achieved. Personal and professional plan gives the path to a
person by which they can develop themselves for future. There are various questions that need to
addressed in my professional and personal plans.
 The first thing is the skills which are required.
 How these skills can be developed
 What is the perfect time to develop these skills.
7

8
Sl. Learning
objectives
Current
proficiency
Target
competence
Opportunities
for
development
Criteria
for
success
Time
period
Evidence
1 Motivation
al skills
I am not
able to
motivate
people
which will
create
barrier for
my career.
For this I
tried to learn
from
theories of
motivation.
Seminars and
conferences
need to attain.
Subordin
ates
1 month Judgement
s of
colleagues
2 Working in
team
I am not
able work
in team
For this I am
trying to
adopt the
skills,
knowledge
from others.
I need to be
more active in
team work.
The
judgeme
nt can be
given by
team
members
2 months Feedback
can be
taken from
team
members.
3 Skills of
decision
making
I am not
able to take
decision.
I need to
develop the
correct skills
and
knowledge.
For this I must
attain various
learning
programs and
take guidance
from my
seniors.
Asking
senior
manager
to
evaluate
my
performa
nce on
quarterly
basis.
3-6
months
Seniors
managers

TASK 3
3.1 The processes and activities required to implement the development plan
The concept of Professional and personal development is reshaping continuously. To
implement and execute these sort of personal and professional evolution, usually Sainsbury find
new strategies and favourable scheme. They build new plans and strategies and implement them
in order to innovate their work with the society (Kumari, 2011). The activities and process
required for the development are written here.
Content and Scope of the development Plans
In Sainsbury, staffs usually utilize the technique of personal improvement. Sainsbury
have its personal terms and counsel to improve their skills of the employees. These guidelines
help in improvement of the staff member of Sainsbury and inspire them to work hard and
loyally.
Execution and Assistance
To implement any development plans, every organisation faces often two major
problems. When a plan is executed, it require extra efforts and effective communication
among its public-spirited, own acquisition; an employee should have a sense to look over his
evaluations. In every situation Support is essential to keep inspiring and motivate development
thinking.
Impact
Sainsbury has impacted in term of change in culture. Workers of Sainsbury are
responsible for their own improvement. Sainsbury is training its employees to make their
profession better (Lago, 2010). The impact of their activities is constantly positive.
3.2 Undertake and document development activities as planned
There are some activities to imply to undertake and document development activities as planned.
There is not any specific act for special need. So to fill those requirement, all the activities must
be done. Here are some component essential to set up for development mentioned below-
Research
Collect all the ideas, get all the information of Sainsbury, which is required before
implementing the plan and then comprise everything in the document that will help in
9

developing the plans. Research is the key of any successful document and paper is necessary to
start any organisation or build a strategy such as market research.
Note the Important- Make notes of meetings and the decisions decided while having the
conversation about the plans. Making Notes highlights the specific idea or concept and prevent it
from getting lost in bundle of information. Sainsbury has its own way to work and perform a
strategy.
Overview the flaws
A weakness can be turned into strength with great efforts. Sainsbury never
underestimated or ignored his flaws and tried to fix them as possible. For making a document
Revaluation the draft document and always try to focus on the defects and limitations. Who
knows what will raise you and what become the reason of your fall (Maskit, 2011).
3.3 Reflect critically on own learning against original aims and objectives set
Meeting Preparation
Planning is very essential in each step so as the preparation. Prepare the meeting and PPT
before presentation that assists for the necessary information about Sainsbury and prepare for
unexpected inquiries that can be asked. Main motive before this to balance anticipation among
the unit. Sainsbury should preplan its meeting and focus the information that should deliver in
the discussions.
Knowledge of History and Experience
Past knowledge and information related with the development planning make the it
convenient (McNiff, 2010). A history analysis of previous plans and strategy of Sainsbury can
give an idea about the programmes which failed and what sort of plan can lead to success. It
prevent from unsuccessful planning and documenting and lead to the ideas which will be
probable successful concepts. It also increase the confidence of strategy success probability.
Anticipation and Motivation
The level of anticipation of developed plans is very essential. It assist to get the needed
skills for Sainsbury plans. It can help to get the objectives of Sainsbury future and threat of
upcoming years. This also motivate the exercising worker's criteria. Curiosity leads to another
successful end of any aspect or any concept.
10

3.4 Update the development plan
Development of the plan can be done through feedback and evaluation. sainsbury keep
the facility of feedback of employees in the company to evaluate the effectiveness of the
improved plans. This is sort of innovation require in the part of the developed plans which come
after evaluating the concept. There is a process to evaluate the responses step by step-
Planning
Planning is the initial step taken by the organisational strategy. Everything which is new,
and needed to implement is planning. Sainsbury always work with the planning. The company
always plan for new strategies, concepts, business plans and development plans. A new
beginning with new objective will be done after the responses. So defining the goals and
programmes is very important (Moon, 2013).
Reviewing
After implementation the strategies and reviewing the results and responses, the clear
result of the strengths and weakness before the Sainsbury. Reviews get to the depth of the results
and clear the loop holes in the development plans and also shapes the new requirements and
needs of the Sainsbury. Reviewing process can be completed through SWOT Analysis, PESTAL
analysis and other analysis and research process. These review bring out strengths and
weaknesses of the developed plan.
11

TASK 4
4.1 Solutions for work based problems
There are different kind of issues that are that can take place in an organisation. These
issues can take place at different point of time. There are certain issues that are find out in
sainsbury and their solution are given below.
 Coordination between various departments and management.
This is the biggest problem which organisation is facing. In this the department of enterprise is
not able to coordinate with each other. This may have the bad influence on operations. By this
productivity of employees can be reduce. The time also increases in completing particular task.
This may lead to increase the cost. Following are the solution of this problem.
 Team building: This activity can help employees to work in coordination. One
department should have the information of other department so that they can work
accordingly (Mwalongo, 2011). This lead to improve the team work and task can be
completed on time.
 Communication channels creation: There should be more affective communication
channels so that the information can be flow in smoother manner. By this coordination
can be improved.
 Make proper hierarchy: Establishing proper levels are very important because employees
should know to whom they need to report and from whom they need to report. So task
can be assign in proper manner.
4.2 Various learning styles which can help to overcome from issues and communication
The problem which is identify is lack of coordination and communication. For this the
manger need to adopt the style by which they can improve the coordination. These styles are
given below.
 Controller Style: The solution are present in figures and facts. These facts and figures are
present to top management.
 Analyser style: In this the activities are given to middle level of an organisation. In this
they need to check the raw data (Nicholls, 2014).
 Supporter style: In the supervisor need to assign activities and check whether they are
performing in accurate manner or not.
12

4.3 The strategies related to time management for individual and company
Time management is very important for every organisation. The individual and company
need to manage their time effectively so that objectives can be met in proper manner. In this
manner one can utilise their resources in proper manner. Following are the different strategies of
time management (Olsen, 2015).
 To do list: The individual need to prepare the list of the tasks that they need to be
complete in a day.
 Focus: Individual needs to focus on task values and other aspect of organisation.
 Organising: There is a need to organise things properly and measure outcomes to
evaluate how much time is taken by each activity.
 Delegated: There is proper delegation of authorities should be there.
CONCLUSION
Personal and professional planning is very important for individual and company. By this
individual can give the proper direction to their career and get success. Every company tries to
understand their employees and ensure that they develop their skills. If employees are doing their
work properly they need to required any supervision. By this the manager work burden can be
13
Source 3: Strategies for time management,
2016

reduce. The future opportunities can be increase if the individual evaluate their strength and
weakness time to time. There are different types of style which can be adopted by managers. By
this employees can learn the concept and adopt the methods.
14

REFERENCES
Book and Journals
Avalos, B., 2011. Teacher professional development in teaching and teacher education over ten
years. Teaching and teacher education. 27(1). pp.10-20.
Bauer, W.I., 2010. Your personal learning network: Professional development on demand.
Music Educators Journal. 97(2). pp.37-42.
Blair, D.J., 2016. Experiential learning for teacher professional development at historic sites.
Journal of Experiential Education. 39(2). pp.130-144.
Brody, D. and Hadar, L., 2011. “I speak prose and I now know it.” Personal development
trajectories among teacher educators in a professional development community.
Teaching and Teacher Education. 27(8). pp.1223-1234.
Desimone, L.M., 2011. A primer on effective professional development. Phi delta kappan. 92(6).
pp.68-71.
Elliott, J. ed., 2011. Reconstructing teacher education (Vol. 221). Routledge.
Gibson, D.M., Dollarhide, C.T. and Moss, J.M., 2010. Professional identity development: A
grounded theory of transformational tasks of new counselors. Counselor Education and
Supervision. 50(1). pp.21-38.
Hadar, L.L. and Brody, D.L., 2013. The interaction between group processes and personal
professional trajectories in a professional development community for teacher
educators. Journal of Teacher Education. 64(2). pp.145-161.
Hamza, A., 2010. International experience: An opportunity for professional development in
higher education. Journal of Studies in International Education. 14(1). pp.50-69.
Hopkinson, C., 2014. Personal and professional development. Becoming a Nurse: A Textbook
for Professional Practice. p.383.
Hunzicker, J., 2010. Characteristics of Effective Professional Development: A Checklist. Online
Submission.
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.
Lago, C., 2010. On developing our empathic capacities to work inter‐culturally and inter‐
ethnically: attempting a map for personal and professional development. Psychotherapy
and politics international. 8(1). pp.73-85.
Maskit, D., 2011. Teachers’ attitudes toward pedagogical changes during various stages of
professional development. Teaching and Teacher Education. 27(5). pp.851-860.
McNiff, J., 2010. Action research for professional development: Concise advice for new action
researchers. Dorset: September books.
Moon, J.A., 2013. Reflection in learning and professional development: Theory and practice.
Routledge.
Mwalongo, A., 2011. Teachers' perceptions about ICT for teaching, professional development,
administration and personal use. International Journal of Education and development
using information and communication Technology. 7(3). p.36.
Nicholls, G., 2014. Professional development in higher education: New dimensions and
directions. Routledge.
Olsen, B., 2015. Teaching what they learn, learning what they live: How teachers' personal
histories shape their professional development. Routledge.
15

Shortland, S., 2010. Feedback within peer observation: continuing professional development and
unexpected consequences. Innovations in Education and Teaching International. 47(3).
pp.295-304.
Stenberg, K., 2010. Identity work as a tool for promoting the professional development of
student teachers. Reflective Practice. 11(3). pp.331-346.
Sutherland, L., Howard, S. and Markauskaite, L., 2010. Professional identity creation:
Examining the development of beginning preservice teachers' understanding of their
work as teachers. Teaching and teacher education. 26(3). pp.455-465.
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.
Zepeda, S.J., 2012. Professional development: What works. Eye on education.
Online
Personal and Professional Development. 2017. [Online]. Available Through:
<https://www.ppd.admin.cam.ac.uk/career-development/secondment-development-
initiative/individuals/benefits> . [Accesses On 20th July 2017].
Personal And Professional Development. 2017. [Online]. Available Through:
<https://www.uea.ac.uk/science/graduate-school/personal-and-professional-
development> . [Accesses On 20th July 2017].
16