Personal and Professional Development Analysis

The assignment requires analyzing different types of approaches used for managing individual learning and skills development. It emphasizes the importance of a person ensuring they are learning and achieving goals that will get them to a higher level in their career. The report provides a summary of relevant books, journals, and online resources related to personal and professional development.

Personal and Professional
Development

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
1.1 Approaches to self-managed learning and different learning styles................................1
1.2 Ways which enables lifelong learning in personal and professional developmental context
................................................................................................................................................3
1.3 The benefits of self-managed learning to individual and organisation............................5
TASK 3............................................................................................................................................6
3.1 The process and activities required to implement the developmental plan......................6
3.2 Undertaking and documenting developmental activities as planned...............................7
3.3 Evaluating own learning against the set objectives and standards...................................7
3.4 Updating the developmental plan as per feedback and evaluation...................................8
CONCLUSION................................................................................................................................8
REFERENCES..............................................................................................................................10

INTRODUCTION
Personal and professional development is needed by an individual for growing big in his
lifetime. Every organisation is focusing on developing employee’s skills and abilities in order to
ensure that they are able to attain goals and objectives in a limited period of time. They want
their people to focus on self-managed learning and management (Avalos, 2011). As this will
ensure that individuals are able to grow in their lives as well as career. The prime focal point are
experience and self-learning on which all the learning activities take place. There are different
tools and techniques which can be used by individuals as well as managers for making sure that
employees are able to learn things and grow their capabilities. This report is based on Tesco
which is a multinational grocery retailer. This research work is focused on understanding various
ways which are used for self-learning and how it enhances lifelong learning. As well as methods
to implement whole personal and professional plan will be stated.
TASK 1
1.1 Approaches to self-managed learning and different learning styles
There are different types of approaches that are used for managing individual learning and
his skills development. The concept is the one that has enabled companies in enhancing their
operation to a higher level (Brody and Hadar, 2011). Today, every manager is trying to ensure
that each task that is undertaken by individuals assist them in boosting their own learning and
experience. This concept is the one that is used by individual for it is very important for an
individual to ensure that he is constantly learning and growing as without this he won’t be able to
stand in market environment. Today, this concept has enabled individuals in ensuring that they
are able to attain a higher level of productivity and assist others in doing same. This concept of
self-managed learning has gained support from business community and this is why these days’
managers are focussing on formulating programs that supports people in undertaking events that
will boost their career growth. There are various approaches which help in gaining accurate skills
and knowledge for managing such functions and activities. Also company will conduct some
programmes and seminar for increasing their employees abilities and capabilities in effective
manner.
There are certain approaches which are taken in Tesco for boost self-managed learning
in individuals. They are stated below:
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 Visionary approach: This is a method which is used for developing vision and aims
in people so that they know as what they have to do.
 Seminars and conferences: These are the most effective ways which are used by
organisation to train their managers. A presenter states about various concepts and
theories and ways they can be used for development of individual’s capabilities.
People can attend seminars and conferences for the purpose of gaining latest and
new knowledge in appropriate manner. They need to increasing their
communication ability which is utilised by a person when making share in these
kind of seminars.
 Meta approach: This is an approach which is used by managers for changing the
ways an individual see’s things and ways he does them. This assist them in
developing an organisational friendly framework that can be used for attaining
goals (Kumari, 2011). Meta analysis uses statistical approach for integrating results
by doing multiple studies for increasing ability and improving the size for solving
major issues.
 Strategic approach: It tries to enhance the strategic framework within individual so
that he is able to approach each situation in a required manner. Strategic approach
help in increasing valuable process for engaging and gaining high profitability.
 Internet: This is another way of increasing skills of people. they can use it to boost
their knowledge and skills and ensure lifelong learning. This method is very
important for an individual so they want to acquire self managed learning and
increasing their knowledge and skills. The knowledge can be gain through use of
internet for gaining necessary information.
There are few more methods which are employed to impart training and learning within
people and they are stated below:
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Figure 1 Learning Style.
(Source: Ways people learn. 2017)
The image states about the methods that are usually used by managers within
organisation for boosting self-managed and lifelong learning in employees. This assist
administrator in boosting individual understanding with different concepts and ensure that he is
able to achieve greater learning (Lago, 2010). Everyone is different and this is why managers
need to ensure that they use different style for various types of people. These styles are directly
or indirectly link with such approaches so they will help in gaining maximum profitability in
effective manner.
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1.2 Ways by which lifelong learning can be encouraged at workplace
The whole growth and development of people depends on their ability to undertake various
activities related to the enhancement of skills. It is very important for a person to ensure that he
is learning and achieving goals that will get him to higher level in his career. Tesco uses different
methods to make sure that its employees are able to face off any type of situation in an effective
manner. This will also ensure that an individual is able to track down his own growth. He has to
address all the issues in an effective manner by using different methods and techniques. They are
stated below:
 Using different learning styles: There are various methods that can be used by
individuals for ensuring that he is able to learn everything in an effective manner
(Maskit, 2011). for understanding about learning style, Kolb theory can be used in
which he stated regarding 4 different styles.
o Diverging: These people like to look at all the situations from others point
of view. They need to observe all things which make them better for doing
proper work.
o Assimilating: They are the ones who prefer concise, logical approach
towards various situations taking place around a person. These person have
to think about situation for gaining skills and knowledge.
o Converging: They prefer that each task is done as per required technicality
and all issues are sorted in accordance.
o Accommodating: They are the ones that rely on their gut feelings and
intuition instead of sound logic.
Doing (Active
Experimentation)
Watching (Reflective
Observation- RO)
Feeling(concrete experience-
CE)
Accommodating Diverging
Thinking (Abstract
Conceptualisation- AC)
Converging Assimilating
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 Self-analysis and evaluation: This is a way that can be used individuals for making
sure that they are able to identify variances and achieve all goals in a set period of
time.
 Collaborative continuous learning: Companies need to ensure that all the issues are
sorted out by a group approach so that each task is completed in a minimum time
period. Basically, when people work in teams they tend to develop more skills and
in an easier manner (Mwalongo, 2011). In such learning, people try to work
together for acquiring required results and outcomes. Continuous learning help for
increasing and developing more abilities and skills.
 Leadership: People need to be given equal opportunities so that they are able to
develop more qualities and skills in themselves. Managers in company need to
provide each one of them in achieving goals.
 Communication and relationship: This is an effective manner of developing better
level of skills in people. If they are being heard and supported, then they will
perform as per requirements of company (Olsen, 2015).
1.3 Benefits of self-managed learning for individual and organisation
There are various benefits of self-managed learning to individuals and organisations.
These assist both of them in aligning and achieving all the goals and objectives in an effective
way. The companies are able to develop a workforce that is always ready to face off any
uncertainty with innovative solutions. Also, a person is able to track his on performance and
learning against standards set by him. All the benefits are stated below:
Benefits to individuals:
 Boosting capabilities of employees: individuals are able to learn things in a faster ways
and complete task more effectively.
 Able to take decisions: Person is able to take right decisions and ensure that all the task is
completed in a set period of time (Shagrir, 2010).
 Effectiveness and efficiency is boosted: People will be able to attain their goals and
objectives in an effective manner which will result in higher level of efficiency and
effectiveness.
Benefits to company:
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 Employee relations: There will be higher level of understanding between people and
management when they make strong relation with their colleagues within an organisation.
 Team working: This is another concept where individuals working in teams which help in
increasing and developing their required skills and knowledge in proper manner.
 Higher profitability and productivity: The company will be achieving all goals and
objectives as its people will be able to attain all goals in limited period of time.
Self-managed learning is a very effective concept that can be used by companies as well aa
individuals in making sure that every person is able to grow their skills and abilities and achieve
their goals which is beneficial for them as well as company (Shortland, 2010).
TASK 3
3.1 Explain process and activities required to implement the development plan
There are specified process that are needed for enhancing as well as modifying all the
capabilities that exist within an individual. There are different developmental schemes that every
single person can use to follow and achieve his life learning goals. All the changes and plans
which are stated in developmental plan need to be implemented in a set time period. So that
higher level of effectiveness and efficiency can be attained. If the plan of action is not used and
implemented in a right way than there will be failure (Stenberg, 2010). There are various
activities and functions which help in implementing development plan for gaining profit for the
company. All the activities need to be based on individuals learning type so that he can grab
things in an effective way. This will ensure that he is able to adopt and adapt all the learning that
is needed for his skills enhancement. As per the style that are stated above in Kolb learning
matrix, a person can be an assimilator type where he like to approach each situation in a different
manner. there are different steps which will be followed in implementing a developmental plan
and it is stated below: (It is done in context of employee)
 Setting time scale: All the activities will be stated in a proper manner so that a
developmental plan can be implemented without any hindrance. This will ensure that all
the activities are completed as per desires and in a best way. All the goals and objectives
will be stated so that there is minimum time wastage whenever there’s requirement for
understanding as what has to be done. This process help in setting accurate and correct
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time scale which help in reduces the wastage of time and do some extra work for gaining
skills and knowledge.
 Assessment of Knowledge skills and abilities: A person needs to keep on assessing his
capabilities so that he can find out variances that exist within his own abilities to perform
a task (Sutherland, Howard and Markauskaite, 2010). He will be able to boost his
knowledge, skills and abilities as per his key performance area once he is aware about
variances. This will lead him in formulating plans and policies to boost his own abilities
in future.
 Choice of learning strategy: Employee need to choose a strategy so that he is able to
attain all the objectives in a set period of time. this will be identified by using Kolb
learning styles (Olsen, 2015).
 Identifying required resources: There are different types of resources which are needed
such as money, support, permissions, research material, internet and other variables.
There is requirement of organising these resources so that they can be used in enchaining
capabilities.
 Evaluating and taking feedback: There is need of monitoring situations at a constant
basis. As this will enable manager in attaining a higher level of impact upon people skills
and abilities.
3.2 Undertaking and documenting development activities which has been planned
There are different types of activities which are used for implementing a developmental
plan. This ensures that all the programs are conducted as per the requirements (Mwalongo,
2011). Some of them are stated below:
Training, this is a prime activity that will be taking place within organisation for
ensuring that all changes take place and developmental plans are implemented in a set time
period. It is given as per the requirement of individual. If he needs to develop some practical
knowledge, then he will be given on the job training otherwise for developmental activities he
will be given off the job training where various experts will teach and change employee mental
and strategic framework. Learning events, they are considered to be the prime activity for which
every action is being taken. Whole process of planning, organising, implementing and learning
would be done before conducting event (Maskit, 2011). Change management, this will be done
for making sure that individual is able to have a safe transition from one phase to another. There
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are different theories and methods which will be used for making sure that individuals are able to
attain their goals effectively. Research is done for getting required information as this will
enable an individual in undertaking all activities in a very effective way. Various methods and
techniques will be used for making sure that all information is right and valid. Monitoring and
evaluation, this is a continuous process which is used for making sure that person is performing
as per requirements.
3.3 Evaluating own learning against the set objectives and standards
It is very important for individuals as to evaluate their own skills and abilities in a
required manner (Lago, 2010). The best technique that can be used for evaluating individual is to
measure his performance and activities against standards. By doing so, individual will be able to
ensure that his knowledge, skills and abilities are at par with requirements. If anything is not as
per requirement, then techniques will be changed and new methods will be used. This is why
there is huge need of ensuring that all activities are properly evaluated. The activities which are
used for evaluating implementation of plans are stated below:
 Evaluating meeting and presentation: It is essential to make sure that all the programs and
other aspects are evaluated and sorted in front of every single individual (Kumari, 2011).
 Using experience and knowledge: Senior members of company need to use their
experience as well as knowledge to evaluate and identify ways events can have impact
upon individual capabilities as to reduce chances of hindrance.
 Motivation and anticipation: This is a factor which is stated to be related with individual
motivational level. If he is motivated, then he will achieve his goals and if he is not then
he won’t be effective.
My objective was to learn new languages and improve my communication skills, I successfully
learn new language but I still need to work on my confidence level because it is create problems
for me at the time of communicating with anyone. I want to learn new soft-wares and update my
knowledge relating to technology, I attain partial success in my work, I learnt working on some
new soft-wares but I do not see any major improve in knowledge regarding technological
changes which is happening in society.
3.4 Updating the developmental plan as per feedback and evaluation
It is important that a developmental plan is prepared and is updated with changes in the
environment. There is requirement of changes when there is higher level of variances between
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the stated quality and standards set for a person. To face off every dynamic element of market, it
is important to update the developmental plan (Hamza, 2010). If there is a failure, then it will be
updated by getting feedbacks and finding out reasons of lower level of performance. After
evaluation certain changes will be made:
 Choice of different approaches: There are various types of approaches that has to be used
by individual for making sure that he learns what is actually needed. If he is not able to
understand something by one way, then he has to use another one.
 Changing training methods: There are different types of training methods which will be
used and if they do not give good results then they will be changed. It is important for
company is to adopt those tools and techniques which help in increasing company growth
and gain success. So firm need to use such method for enhancing their employees skills
and knowledge.
 Motivational requirements: Individual needs to be motivated so that he can keep up with
all the required changes. If he has a lower level of motivation then he will be boosted by
giving perks and rewards for enhancing his performance (Brody and Hadar, 2011).
TASK 4
4.1 Resolving a work based problem
Their are various kind of problems which employees and management of Tesco may face
like:
Poor communication – Most of the dispute in this enterprise arise because
communication channels are not clear. Someone employees do not have proper knowledge about
who is their superior and subordinate. This create confusion among organisation and start power
struggle. This problem can be resolved by following principle of scalar chain and other
significant principles of management like Unity of command and Unity of direction.
Low motivation – Their are many employees who do not have any motivation. They do
not seek promotion or growth in their career. This result in ineffective workforce which
ultimately negatively impact day to day working. This issues can be resolved if manager
understand needs of employees and motivate them by fulfilling their needs.
Less job satisfaction – Slow promotion, less incentives and working in a field which is
out of “area of interest” of an employees generate problem of less job satisfaction in workers.
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This work based problem can be resolved by timely giving promotion to the employees and
increase salary of those worker who have delivered extra ordinary results.
Excessive workload – When an employees get more responsibilities compared to what
he/she can take then this result in more mistakes from the sides of workers. It reduces quality of
their work and enhance number of disputes in the organisation. Resolving these problems at the
point of its generation is very important because it can derail complete operations of a team and
enterprise also. Delegating authority and fixing responsibilities of every manager and worker is
right approach for resolving this troubles. Increasing employees strength is most basic solution
for this kind of problem.
4.2 Communication at different style and at various level
Their are different type of work-based issues which can be resolved by using right style if
communication at different levels. Effective listening will help manager in knowing the exact
needs of employees. If their demand are met in proper time then they can be motivated in less
period of time and this will also remove the problems of ''less job satisfaction'' which many
employees of this company are facing. Another advantage of effective listening is that if will
assist managing in understanding the strategies and vision which top level management want to
communicate to middle level managers.
Persuasion is another skills which play crucial role in removing problems relating to
excessive overload. If manager convince an employees to bear bit high load of work for some
period of time then this will give breathing space to management and they can identity
appropriate solution of this trouble. Negotiation is another style which can be used of resolving
issues related to excessive workload or job satisfaction specially at ground level. It is basically
used at the time appraisals. A manager should have ability to negotiate.
4.3 Evaluation and utilisation of effective time management strategies
Managing time is one of the important aspect for every business organization in order top
attain set goals and objectives in appropriate manner. If people who effectively manage their
time then they easily attain their goals and objectives in set time scale. In this context there are
some strategies which consider in time management are as follows:
 Setting work objectives: It is one of the effective as well as important strategy for
individual to set their objectives which helps them in executing their activities in
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appropriate manner. With the help of this they effectively manage their time and attain
objectives in set time frame.
 Using time effectively: it is important for individual to make an effective frame for every
task as per time scale which helps in improving their performance at the same it also
helps in reducing chances of arising conflicts. By this people easily perform their task
without any issues and improve their productivity level. For this they have to set their
work priority on regular basis to attain positive results.
 Making and keeping appointments: It is more important to make appointments which
helps in saving time and money of people. If people manage their time by making an
appointment then they reduce the chances of arising conflicts and perform their task
effectively.
 Reliable estimates of task time: It is fundamental for every organisation to set the time of
every single task and projects. This helps them in reducing costs the costs and also aid in
accomplishing the task in a give time period. This brings confidence in both employer
and employee of company. Basically, this motivates them as they achieved task right on
time.
All these strategies are effective which helps in managing time in appropriate manner.
With the help of this individuals easily attain their targets.
CONCLUSION
There are two different task which are completed in the above stated report. One of them
was focused on understanding about self-managed learning concept and ways it assist in
enhancing the individual as well as organisational profitability. Then in second part, it was stated
as how developmental plan can be implemented, ways of evaluating it and why it has to be
analysed from time to time. This report will assist in boosting individual understanding regarding
personal and professional development. There are different types of approaches that are used for
managing individual learning and his skills development. It is very important for a person to
ensure that he is learning and achieving goals that will get him to higher level in his career.
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REFERENCES
Books 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.
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.
Hamza, A., 2010. International experience an opportunity for professional development in higher
education. Journal of Studies in International Education. 14(1). pp.50-69.
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.
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.
Olsen, B., 2015. Teaching what they learn, learning what they live: How teachers' personal
histories shape their professional development. Routledge.
Shagrir, L., 2010. Professional development of novice teacher educators: professional self,
interpersonal relations and teaching skills. Professional development in education, 36(1-
2), pp.45-60.
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.
Online
Ways people learn, 2017. Learning Styles. [Online]. Available through: <
http://265725080178138949.weebly.com/learning-styles.html>.
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