Effective Time Management Strategies

The provided assignment content highlights the importance of using proper planning tools, prioritizing work, and avoiding delays to manage time effectively. Additionally, delegating tasks to subordinates is essential for HR managers to complete their work efficiently and timely manner. The report also emphasizes the significance of personal and professional development, adopting effective methods, and self-managed learning to acquire skills and talents. Furthermore, it discusses the use of SWOT analysis method to realize current and future needs and prepare a development plan.

Personal and Professional
Development

TABLE OF CONTENTS
INTRODUCTION 1
TASK 1 1
1.1 and 1.2 Approaches to self managed learning and ways to encourage life-long learning1
1.3 Benefits of self managed learning....................................................................................3
TASK 2 3
2.1 And 2.2 Evaluating personal skills and competencies.....................................................3
2.3 And 2.4 Development opportunities and personal development plan..............................4
TASK 3 6
3.1 and 3.2 Development activities and process adopted.......................................................6
3.3 and 3.4 Learning and Updated personality development plan.........................................7
TASK 4 7
4.1 and 4.2 Work based problem and ways to communicate at different levels....................7
4.3 Effective time management strategies..............................................................................8
CONCLUSION 9
REFERENCES 11

INTRODUCTION
Success and development of the organization depends upon its productivity in every
aspect. Rising turbulence of market has increased the competition level to very large extent.
In order to establish and maintain the prominent position, organization caters to work with
highly skilled and efficient employees. This led the individuals to improve their skills and
talents to match with the professional standards. For that purpose they seek to develop
required attributes by adopting the systematic and planned manner known as personal and
professional development (Chirino and et.al., 2010). This is an effective tool which helps an
individual in achieving personal and professional aspirations under the guidance of expertise
and specialists.
Present report is prepared to elucidate the various dimensions of personal and
professional development such as approaches to self managed learning, their benefits and
methods to encourage life-long learning for the selected industry travel and tourism. Further,
personal development plan is prepared after identifying the strengths, weakness and realizing
current, future needs. This report throws a light on the work based problem and its possible
solutions.
TASK 1
1.1 and 1.2 Approaches to self managed learning and ways to encourage life-long learning
Self managed learning is an initiative taken by individual to enhance knowledge and
information to work at prominent industry in an organized manner by adopting the set of
activities. It is a subjective manner to select the approach and proceed with the aim of career
progression and personal development (Elliott, 2011). Different approaches are adopted by
people depending upon the suitability and needs, but the fundamental components remain
same such as research, academic credentials, seminars and conferences and internet.
Adopting these methods has enabled me to bring competency to work in the organization
operating in travel and tourism sector. Research: In the recent times, thorough knowledge about the work and industry is the
prerequisite for any organization or individual to get success. It gives the complete
analysis of the personality. In this process I have identified my strengths and
weakness with the help of SWOT model. In this process I have figured out my
learning style through VARK model and Honey and Mumford Model (Moon, 2013). Academic credentials: Fundamental knowledge and information is gained while
attaining the academic credentials. During graduation and professional degree courses
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I was acquainted with thorough knowledge about the working and functioning
adopted in the travel and tourism sector (Olsen, 2015). Seminars and conferences: Seminars and conferences aids in attaining dynamic
learning process by making contact with the wide range of people belonging to
different fields enables the learning in wide horizons. Internet: With the advancement in the technology, the boundaries between different
sectors and persons are decreased in very considerable manner. Internet has connected
the people belonging to different corners of the world. With the help of internet I have
learned different ways and methods to develop my traits to fit in the professional
standards by adopting scientific and proved methods (Reeves, 2012).
Ways to encourage life-long learning
Learning is the continuous process in which an individual is always involved in the
process of acquisition of knowledge and experience by adopting various methods throughout
the life in different ways. I have processed the life-long learning by adopting three ways of
learning: Social Learning: In this process an individual learns by observing the surroundings
and imbibing certain attributes in the personality (Ojiako and et.al., 2011). It is the
process of reflective learning in which knowledge and information are articulated in
form of experiences and learning. Cognitive learning: Cognitive learning refers to that method in which the individual
avail the opportunities and development possibilities through his active mind. This
method has been very useful for me throughout my development process.
 Humanistic learning: This is the pragmatic way of learning in which polarizing the
thoughts and opinions, pluralistic approach is used. This method has developed the
skills of adopting the best solution among varied possibilities (Bourner, 2011a).
Above learning processes has enabled me to process the life-long learning through the
following mediums: Education: It refers to the attainment of knowledge and information in schools,
colleges and higher courses. Employment: Organizations realizes the need of frequent up gradation of personality
of employees hence, enhancing skills through conduction training programs and
development courses. Attaining seminars and conferences through the travel and
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tourism organization has given me an exposure to better and advanced methods in
different aspects such as marketing, production and many more (Clark, 2011).
 Self observation: Surroundings include different components that enables the learning
and widen the horizon of understanding. It developed critical thinking in me.
1.3 Benefits of self managed learning
Self managed learning is the systematic and planned method of processing
information which is beneficial to the organization and the individual both in various aspects.
To the individual
 To develop skills and talents that fits in the professional standards.
 To seek the better opportunities of development and career progression.
 To fulfill the desired aspiration on personal and professional grounds. To enhance capabilities and experiences with the help of expertise and specialists in
the field (Lee and Wingreen, 2010).
To the organization
 It makes the organization to hire the efficient and capable employees.
 It reduces the cost of training to bring adaptability with the work and functions.
 Employees processing personal and professional development courses pool out
innovative and creative ideas to solve any problem or to increase the productivity and
profitability of the organization (Cunningham, 2010).
TASK 2
2.1 And 2.2 Evaluating personal skills and competencies
I aspire to pursue my career in travel and tourism industry as HR manger. HR
manager is endowed with the slew of duties and responsibilities. To perform all the task with
efficiency and derive the best results and outcomes for the organization there are certain
attributes that are needed to be possessed by the manager such as effective communication
skills marketing strategies, dealing with the employees related issues, managing and
controlling working staff, time management, leadership, motivation skills, presentation
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abilities, stress management and many more (Bourner, 2011b). To assess the current
competencies and skills I have used the SWOT model.
Strengths
 Professional knowledge
 Problem solving skills
 Decision making
 Stress management
 Motivation skills Employees management
Weakness
 Lack of proficiency in communication
skills.
 Inefficient leadership skills.
 Ineffective presentation skills.
 Applicability of HR theories and
models.
Opportunities
 Skills and talents can be developed
through pursuing professional
courses. Through guidance of senior
management and experienced.
Threats
 Increasing volatility in market
 Tough competition
Identifying skills needed to work professionally
From the above analysis following inferences can be made.
 I posses the in depth knowledge about the subject studied while pursuing the
professional degree courses.
 Having the sound critical and analytical thinking has enabled me the skills to solve the
problems in the efficient manner.
 Decision making is one the imperative attribute required for the HR manager and I
possess this skills (Bunderson and Boumgarden, 2010).
 Having the thorough knowledge of different ways and theories of motivation.
 Acquired the knowledge about employee’s management.
 Needed to work to bring proficiency in communication skills both verbal and written.
 Needed to develop the better leadership and presentation skills.
2.3 And 2.4 Development opportunities and personal development plan
Development opportunities
For the acquisition of needed skills and talents there are different methods and ways
that can be adopted.
o Proficiency in the communication is brought by joining the professional course that
enables the improvement in communication. Communication manifests in both the
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verbal and written form, with the systematic and structured manner communication
skills are improved.
o Leadership skill function in the comprehensive manner. It is developed in two stages
that are the attainment of thorough knowledge and information about the different
theories and models for the efficient management of team members and subordinates
and secondly the applicability of these models in the practical manner. This can be
improved by joining the professional course and getting trained under the senior
management and experienced person (Khudiyeva, 2013).
o In the recent time, only having knowledge, information and resources is not enough, it
is very important to have the good and effectual presentation skills to delegate
possessed information to others. For that purpose it is improved by using different
techniques and methods. Further, applicability can be learned by the use in pragmatic
manner that is as per the suitability at different places and at different levels in the
organization (Nicholls, 2014).
Personality development plan
Skills Optimization Time
frame Evidence
Communication
skills
Proficiency in both verbal and
written communication skills 2 Months
Better consolidation of
customers and trading
partners with the effective
communication.
Leadership
skills
Efficient management of team
with the use of all components
such as leading, motivating,
supervising and other related.
2 Months
Better management of team
members.
Presentation
skills
Effective presentation skills
with the use of different tools
and techniques.
45 Days
Optimum level of
understanding by the
targeting audiences.
Employees
management
HR manager’s fundamental
task it to manage all the issues
related to employees and
address them efficiently.
3 Months
Performances of employees
and productivity of
organization.
Interpersonal In order to pursue all the tasks 45 Days Good operational
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skills
it is very essential to posses
interpersonal skills such as
decision making and other
related so that optimum
utilization of resources can be
made.
management of organization.
TASK 3
3.1 and 3.2 Development activities and process adopted
To process the above activities and methods adopted in personality development plan
considering the development opportunities, I shall be undergoing following ways:
 I shall be taking the professional course to bring the proficiency in communication
skills in verbal and written mediums. I shall be processing this by set of activities such
as professional course, reading ore and more books, having group discussions with
large number of people to have the better interactions and delegating things to people.
 Leading people is a crucial task to perform in an organization. It brings slew of duties
and responsibilities. Leading employees inculcates into it several components such as
managing, motivation, supervising, addressing their issues and many more. For that
purpose I shall be using several leadership styles as per the suitability such as
participative at the time of seeking opinions, autocratic at crucial times and
accordingly. This pragmatic approach will be learnt by assisting senior management
and theoretical understanding of several theories.
 To improve the presentation skills I shall be learning several techniques and methods
used at the present time to make it effectual and impact lasting. Further, after
theoretical learning I shall be applying these methods and tools with its practical use
(Morisson, 2015).
 Interpersonal skills are the imperative part of personality of HR manager. For the
acquisition of interpersonal skills in my personality I shall be taking the guidance of
expertise and specialists in the field. Consultation with them will enable me to imbibe
several techniques and tools to take effective decisions at crucial times and have the
effective solutions for the problems encountered in the way.
3.3 and 3.4 Learning and Updated personality development plan
Comparing the objectives and acquired status, following inferences can be made:
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 I have developed proficiency in communication skills both in verbal and written.
 Presentation skills are improved to the large extent but need more improvements.
 My interpersonal skills such as decision making and the leadership skills are
improved under the guidance of expertise and specialist. After undergoing all the process I have realized that there is the need of improvement
in one more aspect that is adopting attributes such as motivating and inspiring others
that is employees.
Updated plan
Updated plan is prepared in the following manner by considering the further
requirements and development opportunities.
 It is realized that presentation skills are improved to the large extent by it has to be
improved further that will be processed by applicability of advanced tools such as
Prezi. Using different theories and models will improve motivation skills.
Skills Optimization Time frame
Presentation skills
By using Prezi which is aids in delivering
more interactive form of presentation to
audiences.
45 days
Motivation skills Can use different theories and models with
specific concern on financial rewards 2 months
TASK 4
4.1 and 4.2 Work based problem and ways to communicate at different levels
I am aspiring to work in the travel and tourism sector. In this industry the HR
manager is endowed with the large number of duties and responsibilities. While pursuing
these activities and duties, he encounters many work based problems that are needed to dealt
with efficiency and in proper manner. Among many, one such work based problem I will be
facing while working in this sector is the improper delegation. Improper delegation affects
the functioning and working of the organization in the very significant manner. It has direct
impact on the productivity and profitability of organization (Pellegrino and Hilton, 2013).
Reasons for improper delegation
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 Lack of proficiency in communication level is the fundamental cause of the improper
delegation by the senior management. Up to down communication path affects the
complete system
 Large number of reporting authorities to by many senior level officers leads to
improper delegation.
 Miscommunication through several stages of transfer of task leads to the improper
delegation. Unhealthy relation between employer and employees is one of the crucial reason
behind improper transfer of tasks and works. When there is no good relation between
employer and employee, communication between them about the tasks and work is
not proper. There is lack of clearly stated work with precise supervision.
Solution to the improper delegation
 There should be proficiency in communication skills so that tasks and work can be
assigned in the proper manner to all the subordinates.
 Maintaining healthy and good relations between employer and employee. This can be
processed by complete understanding of all the issues of employees such as their
needs, strengths, disputes, conflicts, motivating them and other related. This will lead
to good bonding between employer and employee. Clearly stated goals and objectives of organization to the employees will lead to
proper understanding of the process needed to be adopted by them and the way in
which task are supposed to be processed (Zepeda, 2011).
Ways to communicate at different levels in the organization
In an organization there are different levels at which employees work. To
communicate information or any other details different ways and techniques are used.
Fundamentally there are three levels I the organization strategic, tactical an operational: Strategic: This level includes all the senior management staff that frames and
formulates strategies and policies for the organization to accomplish goals and targets.
At this level communication is done in formal manner. Tactical: This level includes the connecting bridge between strategic the policy
formulating part and operational that is the executing part of organization. This
section includes the departments such as marketing, human resource management,
finance and other that creates framework for the implementation of work assigned. At
this level communication is done in both formal and informal through both verbal and
written medium (Bourner, 2012).
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 Operational: This is the executing part of the organization that is responsible for the
execution of all the policies and strategies. At this level communication is done in
informal manner such as in training programs and development sessions.
4.3 Effective time management strategies
HR department in the travel and tourism sector functions so many duties and
responsibilities. To perform them properly it is necessary to manage time. This enables to
complete the work in prescribed time frame and with full efficiency and productivity. For the
proper time management following strategies are proved to be useful. Planning tool: One of the most effective ways to manage the work and time is the use
of proper planning tool. In this method, there is a tool which includes several
components and inculcates all the tasks into it so that each and every work get
completes on time (Mathews, 2016). Prioritizing work: When there is so many tasks and work to do, it is beneficial to
arrange them according to their priority, importance and executing them accordingly.
When they are processed in such a manner the tasks assigned are completed in the
accurate time frame without any hassle. Avoiding delays: While managing time there are many obstacles that hinder the
smooth functioning and working. One such method to prevent this is avoiding the
delays. It refers to the process of shifting today’s work to tomorrow (Bunderson and
Boumgarden, 2010). When it is done on frequent basis, the clutter and hump of tasks
get collected for the next day which further creates hassle full work and lack smooth
functioning.
 Delegating work to the subordinates: HR manger have much work to do hence, to
complete them with full efficiency and in timely manner; they are assigned to the
subordinates as per their strengths and functional areas (Rosenberg, Heimler and
Morote, 2012). Assigning work to employees at subordinate level helps the senior
management to perform the tasks and objectives in proper manner. Clearly stated
objectives and goals to them help in proper time management.
CONCLUSION
Personal and professional development is the systematic and planned manner of
acquisition of skills and talents to fit in the professional standards. Adopting several effective
methods help in developing the personality to get success on personal and professional
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grounds. In this report I have adopted the scientific and proved method to develop skills and
talents (Ojiako and et.al., 2011). Step by step method is processed. Self managed learning is
used adopting different approaches and technique. It is an initiative taken by individual itself
feeling the need of enhancement of capabilities. Further, current and future needs are realized
with the adopting of SWOT analysis method. In this the analysis is done by considering for
factors such as strengths, weakness, opportunities and threats. Development plan is prepared
as per the availability of development opportunities and requirements. Further it is realized
that delegation is one the crucial work based problem and it can be inferred that adopting
appropriate technique will resolve it.
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REFERENCES
Books and Journals
Bourner, T., 2011a. Developing self-managed action learning (SMAL). Action Learning:
Research and Practice. 8(2). pp.117-127.
Bourner, T., 2011b. Self-managed action learning: Action Learning in Practice. 4th Ed.
Farnham: Gower.
Bourner, T., 2012. 10 Self-Managed Action Learning. Action Learning in Practice. p.113.
Bunderson, J. S. and Boumgarden, P., 2010. Structure and learning in self-managed teams:
Why “bureaucratic” teams can be better learners. Organization Science. 21(3).
pp.609-624.
Chirino, V. and et.al., 2010. Students’ perception about the use of mobile devices in self-
managed learning activities and learning gains related to mobile learning resources.
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Clark, A., 2011. Embedding transferable skills and enhancing student learning in a political
science research methods module: Evidence from the United Kingdom. PS: Political
Science & Politics. 44(01). pp.135-139.
Cunningham, I., 2010. Learning to lead-self managed learning and how academics resist
understanding the process. Development and Learning in Organizations: An
International Journal. 24(2). pp.4-6.
Elliott, J., 2011. Reconstructing teacher education. Routledge.
Khudiyeva, S. R., 2013. Self-Managed Learning in the Context of Higher Education System
Sustainable Development in Kazakhstan. Middle-East Journal of Scientific Research.
15(4). pp.511-515.
Lee, C. K. and Wingreen, S. C., 2010. Transferability of knowledge, skills, and abilities along
IT career paths: An agency theory perspective. Journal of Organizational Computing
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Moon, J. A., 2013. Reflection in learning and professional development: Theory and
practice. Routledge.
Nicholls, G., 2014. Professional development in higher education: New dimensions and
directions. Routledge.
Ojiako, U. and et.al., 2011. The criticality of transferable skills development and virtual
learning environments used in the teaching of project management. Project
Management Journal. 42(4). pp.76-86.
Olsen, B., 2015. Teaching what they learn, learning what they live: How teachers' personal
histories shape their professional development. Routledge.
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Pellegrino, J. W. and Hilton, M. L., 2013. Education for life and work: Developing
transferable knowledge and skills in the 21st century. National Academies Press.
Reeves, D. B., 2012. Transforming professional development into student results. Ascd.
Rosenberg, S., Heimler, R. and Morote, E. S., 2012. Basic employability skills: a triangular
design approach. Education+ Training. 54(1). pp.7-20.
Zepeda, S. J., 2011. Professional development: What works. Eye on education.
Online
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through: <http://www.entrepreneur.com/article/219553>. [Accessed on 16th January
2016].
Morrison, N., 2015. The Eight Components of Great Professional Development. [Online].
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your-childs-dreams-like-your-parents-crushed-yours/#2715e4857a0ba9e806663f2e>.
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