Preparing My Future Targets through Skills Development and Enhancement

The assignment content discusses the importance of personal and professional development in one's life. It highlights the need to constantly update skills and knowledge to stay ahead in today's fast-paced world. The report provides a self-assessment of skill gaps, feedback, and evaluation methods used to improve skills such as content writing, presentation, time management, teamwork, and software operation. The conclusion emphasizes that personal and professional development is an ongoing process, and with the help of various tools and techniques, individuals can shape their lives and achieve their goals.

Personal and Professional
Development

TABLE OF CONTENTS
INTRODUCTION ..........................................................................................................................5
TASK 1............................................................................................................................................5
1.1.................................................................................................................................................5
1.2.................................................................................................................................................6
1.3.................................................................................................................................................7
4.1.................................................................................................................................................8
4.2.................................................................................................................................................8
4.3 ..............................................................................................................................................10
TASK 2..........................................................................................................................................11
2.1...............................................................................................................................................11
2.2...............................................................................................................................................13
2.3...............................................................................................................................................15
2.4...............................................................................................................................................15
3.1...............................................................................................................................................16
3.2...............................................................................................................................................17
3.3...............................................................................................................................................18
3.4...............................................................................................................................................19
CONCLUSION..............................................................................................................................19
REFERENCES..............................................................................................................................20

Illustration Index
Illustration 1: Kolb's Model ............................................................................................................6
Illustration 2: SWOT Tool.............................................................................................................13
Illustration 3: Kolb learning Cycle................................................................................................17
3

Index of Tables
Table 1: Strengths and Weaknesses of Current skills and competencies......................................11
Table 2: SWOT analysis of my personal and professional development needs............................14
Table 3: Personal and Professional Plan........................................................................................15
Table 4: Short, middle and long term objectives for PDP.............................................................16
Table 5: Planning of Development Activities................................................................................17
4

INTRODUCTION
Personal and professional Development Plan (PDP) is a formal method by which an
individual can work to set his own goals and action plans. It provides clearly defines activities,
learning methods, time-lines, guidance from mentors etc (McLeod, 2004). With the help of this
report, identification of learning styles, self-managed activities and time management has been
made to evaluate personal and professional goals.
TASK 1
1.1
Approaches to self-managed learning and their suitability
Self managed learning is very integral process where setting of initiation is planned. The
goals are defined on the basis of personal orientation and achievement. Given below are some
approaches to self-managed learning: Learning through research: Resources and learning environment are provided as a
benefit to support system. Learning from others: Mentoring and coaching are the best ways by which knowledge
and skills to work out things can be taught (Burke, 2002). Seminars and conferences: It helps in developing one's interaction skills. Moreover,
better communication among public can be enhanced. Social networks: Use of internet and social websites such as Facebook, twitter etc. helps
to create group. It benefits one to share ideas and new things.
Different learning styles
Learning styles developed by Honey and Mumford with the work of Kolb shows four
different preferences:
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 Activist: They are one who learn by performing actions. Being open minded in nature,
they involve themselves in new experiences. Theorist: The learning which is received from understanding of concepts and theories.
The analysis is made by own logical approaches. Pragmatist: They believe in putting their own ideas into work. Being experimental in
nature, they believe in trying out things (Blandford, 2012).
 Reflector: The actions are performed by doing the repeated things. They view
experiences of others to do work.
VARK learning cycle
Illustration 1: VARK learning style
(Source: Learning Model, 2011) Visual Learners: The Visual learners observe and get the aspect as a part of their
learning. Graphic displays are used for understanding and knowing about particular
subjects. It is taken by using various tools such as charts, diagrams, illustrations,
handouts, and videos. These sources act as supportive tools for them. Aural Learners: Hearing the information which are Aural (or auditory) is another style
of learning. Lectures, in this regards are considered as the best source of getting
information.
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 Reading and Writing Learners: Information displayed at words is given to reading and
writing learners. All the materials that are text based are provided to learners. Kinesthetic Learners: Kinesthetic enlists the learners who learn best by actions and
touching. They acquire things into them with their hands-on experience.
Self VARK Analysis
According to application of VARK model, it has been analysed that I possess good visual
and auditory skills. However, I have evaluated that there are some areas where I lack abilities
and capabilities of reading and assuming things through experience. Therefore, it can be
determined that improvement is required in equipping reading and kinaesthetic skills for lifelong
learning.
1.2
Identification of my learning and development method and recommend to other people
Identification of suitable learning and development method is vital for personal and
professional growth. For example, there are some areas in the personal life of an individual,
impact of which has been reflected in its professional life as well. Hence, there arise methods
which are needed to apply for ensuring growth prospectus. Therefore, I undertook the method of
continuing professional development (CPD). It includes ranges of various activities related to
one's career and learning development. Through this method, an individual can manage to update
his skills and knowledge. I did this by undertaking various online courses related to my subject
concern (Petroni, 2000). These activities are time and record based which helps me to learn
personal management as well. After successful implementation of CPD, I can also make use of
methods such as self-reflection, Capabilities Matrix, DLF and ILS self assessment tools, 360
degree tool etc (Vincent, 2001).
Encouraging my lifelong learning in personal and professional context
In an order to encourage my lifelong learning in personal and professional development,
following methods can also be used: Going mobile:In my opinion, using mobile as a learning method is very new concept. In
context to both personal and professional development, it provides me connecting with
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my family, friends and mentors. Moreover, there are number of websites available on
mobile which I can access to update my learning. Understanding social: According to me, this is another method for undertaking learning
in personal and professional context. By engaging with social communities, I would
assist myself in developing my learning about people's thinking, culture, life style etc
(Weaver, 2000). It will support my personal advancement and career development.
 Adaptive learning:The methodology where modern ways of imparting teaching over
traditional ways has been developed. Teacher collects all the information for every
student and guide accordingly. I feel this is effective learning tool for improving
efficiency.
1.3
Lifelong learning is essential part of individual’s life. On the basis of lifelong learning, an
individual learns to equip the things. These are undertaken for earning benefits. These
advantages are measured on the basis of learning that is imparted at individual and organization
level. Hence, given below table has been presented with an intention to demonstrated benefits of
self managed learning to an individual and to organization separately:
Benefits of self-managed-learning to the
individual
Benefits of self-managed-learning to the
organization
 It supports in building self-confidence
and self esteem
 It help to learn new skills and
knowledge
 It is socially and culturally rounded
 It maintains professional goodwill
 It keeps a competitive edge It supports in earning good money
 It helps in identifying “A” players of an
organization.
 It minimizes the issue of transfer of
learning.
 It promotes staff development.
 It ensures increase in profit and
sustainability.
 It is compatible with traditional training
programs (Jensen, 2013).
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 It can be implemented with minimal
expense.
4.1
Work based problem
I have been employed at Tesco for the post of HR assistant. Handling of employees is a
difficult task which demand high level of effective management skills and capabilities. I have
identified a work based problem while carrying out my job responsibilities. I encountered the
issue with the employees. Lack of motivation has been identified. There are no goals for
employees which leads to poor performance and inappropriate job assessment. It has been
assessed that lack of proper feedback and performance expectations are not put in notice by the
manager of respective department (Moore and Stanley, 2010). Resultant of which leads to
slowdown in workforce production. Staff training is the possible solution for this problem where
with the help of hours of sessions, improvement in overall performance can be developed.
4.2
Learning styles to overcome the work based problem
In an order to overcome the above stated work based problem, I have identified following
learning styles:
 Learning style by experimenting: Employees will learn best when the will perform on
their own. They will get motivated when they would be engaged to lead and work in a
team.
 Learning style by observation: The employee will learn at their best when they watch the
working of others (Parry, 2004). Allowing in various tasks will help them to closely
examine and work on the organizational goals.
 Learning style by patterning: The work is allotted to employees in parts. By engaging
them in step by step working, their work can be linked for advance outcome.
Communicate this information in appropriate manner at various levels
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The learning style can be effectively exercised when communicated at all level of
management of the organization. On the basis of structure, there are three types of hierarchies
namely, strategic, tactical and operational. Given below are ways in which information is
transmitted at all levels: Strategic: The top most level where communication is required for formulating policies
and plans for taking decisions (Spittle, 2011). With the formal interaction, channels for
communication are used such as memos, letters, reports, meetings etc. Tactical: In this level, the policy planned at the top level are interacted by face to face
communication. Both formal and informal methods are used for effective interaction.
 Operational: In this last lower level of management, the operations staffs are
communicated using telephones, letters, memos etc.
4.3
Time management strategies
Time management is an integral part of one's life. It supports in scheduling and
prioritization of work. There are various time management strategies that should be implemented
at work and in one's personal life. They are as follows: Maintain an appointment diary: A tool which helps one in putting a control over the
time. List of things are prepared where appointments are noted according to periodic
basis. Costing of time: It is a strategy where time is valued with respect to money. By
calculating the worth of time with money element, certain jobs can be performed
effectively (Dent, 2011). Set goals: It is vital to set targets for work. This is important as it helps in clarifying what
to achieve with the target to attain the desired result. Elimination of waste: There is need to sort the activities that are time consuming. Try to
avoid the activities which are wasting of hours. Ensure these activities delay in meeting
the deadlines.
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 Maintain to do lists: It is a list of activities which are required to perform. With the help
of this time management tool, work can be prioritize and tackle to perform on the basis
of action plan.
Strategy that worked on managing my time
Selection of effective time management strategy helps me to gain effective outcome.
When I perform activities, I perform more than two to three tasks at a time. I believed that this
would help me in saving my time. But, it results in inefficient work and outcome. Therefore, it is
advisable to focus on one activity at a time (Cameron, 2006). Therefore, I plan my work using
by time by using time log, where planning for every specific work is scheduled for effective time
management.
TASK 2
2.1
Evaluation of own current skills and competences against the professional standards
On the basis of qualities and skills which I possess, strengths and weaknesses have been
evaluated. The significance of carrying out an evaluation lies in sorting my positive and negative
points. This is in an order to strengthen my demand for future job and opportunities. Table given
below is an analysis of my skills and abilities using strengths and opportunities outcome. It is
presented below as a skill audit program of my core competences:
Table 1: Strengths and Weaknesses of Current skills and competencies
Current skills and
competencies
Strengths Weaknesses
Time management I succeed in time management and
accomplish work before deadlines.
Stress is caused due to increased
time pressure
Written
communication
I have good written communication
skill which is successful sometime.
There is need to put more efforts
to make it effective.
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Verbal communication My verbal communication skill is
perfectly good.
Teamwork My team management skill helps to
plan, work and manage things
properly.
However, there are situations
where I encountered conflict
issues at group work.
Problem solving I have good command over problem
solving skills. By identifying the crux
of problem evolved, the workable
solution can be worked out by me.
There are instances when the
complex issues may require
expert advice.
Leadership My leadership skill is different that
manages effective work to achieve
goals.
Presentation skill I have the capability to present myself
in front of others with full energy.
There are time when I feel
hesitation to express myself in
front of others.
IT skills My knowledge to use effective IT
tools and packages help me to
generate smart outcomes.
There are instances when the
problems are encountered when
work is software or functional
based.
Given below is the list of skills and competences which are required by me for my
lifelong learning at both personal and professional standards. These have been stated as follows:
 Controlling and monitoring skill
 Teamwork skill
 Management of working under pressure
 Information Technology skill
 Time management ability
 Leadership ability
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 Communication capability
The table given above is a brief description of my strengths and weaknesses. They are
defined on the basis of professional standards and organisational objectives. Different areas have
been stated for classifying both the mentioned outcomes. I have been qualified in the stream of
Human Resources Management. Therefore, on similar basis, I feel managing manpower are my
biggest strengthening that matches well with my skills and abilities. The above table have been
used to prepare my Curriculum Vitae (CV) as follows:
Curriculum Vitae
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Ronald Ric
234, New Street, London
Telephone:
email:
PROFILE
 I am an ambitious and punctual person, self-motivated and highly organized individual
with all round human resources skills.
 During studying a HND in human resource management, I am looking forward to develop
my professional skills and increase my proficiency in handling manpower.
EDUCATION
2014- PRESENT City College London – Human Resource Management
ADDITIONAL SKILLS Basic knowledge of Software
Knowledge and skills of human resources management and policies
Languages: English
KEY STRENGHTS
Highly ambitions and hardworking
Good communication, writing and analytic capabilities
Effective to handle manpower
Problem solving
Determined and committed
Capable to work under pressure
2.2
Identification of my own personal and professional development needs
The assessment of skills and abilities has supported me to provide my strengths and
weaknesses. It worked as an effective tool for giving me proper CV as stated above. Now, on
that basis, there is need to think about my needs in personal and professional development.
Therefore, SWOT is a tool which is used for analysing outcome for my skills and capabilities:
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Illustration 2: SWOT Tool
(Source: Gliffy, 2015)
Table 2: SWOT analysis of my personal and professional development needs
SWOT analysis of my personal and professional development needs
Strengths
 I am aspiring and strong.
 I have technical and learning abilities
 I posses balanced work-life.
 I have good communication, writing
and analytic capabilities
Weaknesses
 I lack work experience.
 I got short temper easily
 I am not multitasking
 Time pressure leads to stress in me.
Opportunities
 I have the opportunity to engage with
supervisor to get feedback and
suggestions. I also have great tact of job in HSC to
earn money.
Threats
 Time pressure
 Lacking of money.
 Ability in job field
 Flexible with the organization's culture
Activities required to meet the development plan
Skill Gap
The ‘skills gap’ is defined as the phrase that is used to describe the difference between the
skills that an individual desire for by seeing the external opportunities through various sources.
These are available from people who are looking for a job.
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According to my desire and ambition in life, I am intended to serve myself in the health
and Social Care (HSC) sector. After analyzing my skills and abilities, I strongly feel that there is
good manpower to be managed at the hospitals and care home. After identification of my
personal and professional development skills, I have stated activities that would help me to meet
the plan as follows:
 Controlling and monitoring skill
 Teamwork skill
 Management of working under pressure
 Information Technology skill
 Time management ability
 Leadership ability
 Communication capability
2.3
The above identified current and future needs provided the development opportunities. I
have analysed that I am strongly ambitious and dedicated to work in dynamic work environment.
I have the ability where I can adopt challenging tasks and achieve them through my hard work
and honesty. I can assure to work in effective management of workplace. Since I have sharp IT
and teamwork skills, the combo of which helped me to archive the management of work and
manpower effectively using latest technology and updates (Floyd, 2012)? I believe to work with
the help of my learning capabilities in any type of organisation which is available to me in this
industry. In contrary to this, I possess some weaknesses which may act as a barrier in my work
progress. Therefore, it is essential to bring improvement in those areas using different techniques
and methods.
2.4
Personal and Professional Development Plan (PDP) is a tool which is devised to achieve
the defined target. On the basis of above evaluation and analysis, PDP has been planned out as
follows:
Table 3: Personal and Professional Plan
Present Skill Gaps Action need Time Scale Skills needed to meet
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your future career
aspirations
 Controlling and
monitoring skill
 Teamwork skill
 Management of
working under
pressure
 Information
Technology skill
 Time
management
ability
 Leadership
ability
 Communication
capability
Content writing skill
is ineffective
It is demanded to
learn more practices
and training from
supervisors.
2 months
Presentation skill is
not better
Need to plan proper
training, practice and
get response.
1 months
Get quick stressed
and pissed off with
the work pressure
Scheduling of time
management course
for work
management.
3 months
Insufficient teamwork
abilities
Evolve as a team
work
2 months
Average software
operation in IT skill
Administrating
software learning for
training and
development.
3 months
3.1
After planning my PDP plan, there is need to present the ways that will prove effective in
implementation of development plan. Both short and long term objectives are taken care while
presenting PDP. The objectives have been briefly discussed as follows:
Objective for PDP plan
Table 4: Short, middle and long term objectives for PDP
Objective: “To become a manager of Human Resources department at NHS, UK”.
Sort term goals Medium term goals Long term goals
 To grab opportunity for
good job in HR
 To complete my Post
Graduate Diploma in
 To achieve double
Master of Business
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department
 To work with
commitment and
dedication by
increasing work based
learning activities.
Human Resources
Management.
 Acquire presentation
skills by 2016
 To join different
training programs.
 Create time
management skills by
2017 by regular
practice.
Administration by
2019 from the London
Business School.
 To gain international
exposure
 To work for different
HSC organizations in
UK.
 To become a manager
of Human Resources
department at NHS,
UK
3.2
The above planned and development activities have been documented in the form of table
given below:
Table 5: Planning of Development Activities
Objectives Development actions Target Date
To increase
demonstration skill
 Program presentation skill courses, join
them and get feedback
 Planing presentation to guide others.
20/10/15
To improve content
writing skill
 Practice experts to perform written
communication
30/10/15
To execute the software
knowledge
 Join software learning sessions with the
help of video tutorial available online.
01/11/15
To acquire teamwork
skill
 Assist team leader
 Support members
 Take advice from seniors to make it
effective
10/11/15
To acquire time  Use strategy for work to finish in time 15/12/15
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management skill  Schedule different training program
To improve management
skill
 Look for different training programs 05/01/16
To gain experience  Connect with institution in
administrative
 Work for some time as a intern
15/02/16
3.3
Self learning is significant to analyse as it provide the brief about how the objectives
which are planned are carried out. According to Kolb, every people have different learning style.
He has given four learning styles that have been stated as follows:
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 Concrete Experience (CE): This is a theoretical learning experience where one works as
per his knowledge. As per my learning and experience, I took my learning on the basis of
experiences of my acquaintances and mentors. Reflective Observation (RO): This is a second stage of learning where part which has
been developed in me is through observations. According to my own thought process and
actions, I closely examined the activities. This helped me to enhance my thoughts and
knowledge. Active Experimentation (AE): It is the action plan where I put all my actions into work.
On the basis of my own learning and experience, I defined the courses of my action plans
and activities according to RO.
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Illustration 3: Kolb learning Cycle
(Source: Learning Styles, 2015)

 Abstract Conceptualization (AC): This is a tool where I had a strong generation of ideas
that are required for carrying out my work. All the planned activities which are defined as
per objectives are set to actions. Therefore, with my experience and learning, I found that
for the growth of personal and professional experience, there is need for one to set out
own action plans on the basis of target objectives to be accomplished.
3.4
The PDP has been updated on the basis of feedback and evaluations. On closely
examining the above plans and its associated activities, areas have been evaluated. It is to find
out the areas for improvement that are identified on the basis of feedbacks. The feedback can be
obtained from mentors, friends, managers etc. Therefore, personal and professional development
plan is a tool that provides work plan to meet the current and future needs (McLeod, 2004).
Preparing the curriculum vitae is the first stage which helped in appropriate presentation of skills
and knowledge for future development. I will be pursuing my future targets by joining several
learning programs in order to enhance own personal and professionally skills.
Skill Gaps Time Scale Feedback and
evaluation
Content writing skill
is ineffective
2 months It has been made
effective and has
been improved.
Presentation skill is
not better
1 months Now, I can present
my work in front of
others effectively.
Get quick stressed
and pissed off with
the work pressure
3 months This has helped me
to manage work
through various
methods and handle
work pressures.
Insufficient teamwork
abilities
2 months Now, I can properly
manage team
working and serve
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better results.
Average software
operation in IT skill
3 months
CONCLUSION
In the present report, it is concluded that development of person's skills and development
is a never ending process. There are ample of plans, process and activities available to an
individual. With the help of these tools, one can develop his/her personal and professional skills.
The advantage which they gain, will be helpful in shaping their life with the opportunities.
Various methods and tools of professional communication have been discussed. Along with this,
feedback methods and learning styles have been effectively underpinned.
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REFERENCES
Journals and Books
Blandford, S., 2012. Managing professional development in schools. Routledge.
Burke, J. R., 2002. Career development in a professional services firm: On-the-job experiences
and continuous learning. Journal of Management Development.14(1).pp.25 – 33.
Cameron, S., 2006. Professional Development in an Industrial Library:: Some Personal
Observations. Librarian Career Development. 2(4).pp.09 – 12.
Dent, N., 2011. Taking a lead from the users of mental health care services. International
Journal of Leadership in Public Services. 7(4). pp.304 – 313
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.
Jensen, P., 2013. Own Family History as Part of Personal and Professional Development in
Family Therapy Training: Irrelevant, optional, or compulsory?. Fokus på familien. 41(02). pp.
100-115.
McLeod, 2004. Counsellor's Workbook: Developing a Personal Approach. McGraw-Hill
International.
Moore, B and Stanley, T., 2010. Critical Thinking and Formative Assessments: Increasing the
Rigor in Your Classroom. Eye on Education. Inc. USA.
Parry, L., 2004. Conflicts, confusions and contradictions in principles' ethical decision
making.Journal of Educational Administration.42(4).pp.450 – 461.
Petroni, A., 2000. Strategic career development for R&D staff: a field research. Team
Performance Management.6(¾).pp. 52 – 62.
Spittle, H., 2011.The role of action learning in personal, professional and business
development.Worldwide Hospitality and Tourism Themes.3(1).pp.60 – 65.
Vincent, N., 2001. Effect of professional socialization on quantity surveyors' ethical perceptions
in Hong Kong.Engineering. Construction and Architectural Management.8(4).pp.304 – 312.
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