Personal and Professional Development: Interpersonal and Transferrable Skills

This presentation covers the importance of interpersonal and transferrable skills for personal and professional development. It discusses how to resolve conflicts arising between team members, due to poor time management, and between front and back offices. It also provides tips on how to communicate effectively with customers and inform employees about training days. The presentation includes a sample letter sent to employees and a personal development planning template.

PERSONAL AND
PROFESSIONAL
DEVELOPMENT

Interpersonal and transferrable
skills
 I have gained communication skills to manage
good interaction between the employees
 The leadership skills have helped me to act as
a role model and kept the staffs motivated
 The analytical skills are important for
obtaining relevant ideas and opinions to
facilitate the decision making process
 The project management skills acquired by me
allowed me to encourage the employees to
work in coordination and as a team

Conflict arising between the
team members
 As a HR manager, I would like to obtain each
and everyone’s ideas and then try to
understand the root cause of the conflict
 I would engage them in team meetings
where the issues could be discussed and
resolved properly
 Setting ground rules and making the team
members acknowledge the conflict is
essential
 Discussing both sides of the perspective is
important and compromising a goal

Conflicts resulting due to poor
time management
 The lack of time management can cause
penalty for the employee and delay the
submission of project too
 Understanding the roles and goals to be
achieved is essential, which can help in
proper organising and work to limits
 Focusing one task at a time rather than
multiple tasks handling at a time
 Committing to high pay off activities can
arouse interest to work and accomplish the
tasks within the deadline too.

Conflict between front and back
offices
 Communication is essential to manage
team building between the front and back
offices
 Providing good bonus structure and
lucrative incentives can make them work
to their potential and improve the
delivery of customers’ services
 Cross functional goal setting can also be
vital for resolving conflict between front
and back offices

Communication for responding to
customers’ queries and complaints
 The manager should check the product and
ensure that the warranty period meets
 The delivery van driver should be called to
ask for clarification regarding wrong handling
of goods from the van
 The product should be replaced with new
product, because the product had been found
damaged just as soon as the customer
opened it
 It is though necessary to justify the entire
scenario and check whose fault actually it was

Informing team about training
day
 The purpose of training should be
demonstrated and sent in the form of
document to the team members via email
 The line manager could also deliver the
information from the manager to the
employees
 The training should include providing
knowledge about communication,
interpersonal and leadership skills to
facilitate growth in professional career

Sample of letter sent to
employees

Personal development
planningSkills that are needed Aims and objectives Timescale
Communication and interpersonal skills The objective is to promote effective
communication between the employees
and ensure that they understand their
roles and responsibilities properly
2 months
July 1st- Aug 31st
Leadership skills The objective is to guide the staffs in the
right direction and make them aware of
the mission, vision and goals of the
organization.
More than 3 months
September 1st- November 30st
Organizing and management skills
The management and organizing the
skills help in maintaining coordination
among the team members and facilitate
the teamwork capabilities through
sharing and exchange of information and
ideas.
Nearly 3 months
December 1st- Feb 15th
Problem solving skills Another major goal is to gain the
problem solving skills not only for
progressing in the career, but also for
conducting research related to the roles
and responsibilities of individuals.
1 and half months
Feb 16th – March 31st

Bibliography
 Bayar, A., 2014. The Components of Effective Professional
Development Activities in Terms of Teachers' Perspective.
Online Submission, 6(2), pp.319-327.
 Dolmans, D., Michaelsen, L., Van Merrienboer, J. and van der
Vleuten, C., 2015. Should we choose between problem-based
learning and team-based learning? No, combine the best of
both worlds!. Medical teacher, 37(4), pp.354-359.
 Eisele, L., Grohnert, T., Beausaert, S. and Segers, M., 2013.
Employee motivation for personal development plan
effectiveness. European Journal of Training and Development,
37(6), pp.527-543.
 Goetsch, D.L. and Davis, S.B., 2014. Quality management for
organizational excellence. Upper Saddle River, NJ: pearson.
 Megginson, D. and Whitaker, V., 2017. Continuing professional
development. Kogan Page Publishers.

Thank you