Professional Development Plans (PDPs)

This article discusses the importance of Personal Development Plans (PDPs) in identifying areas for improvement and creating an action plan for the future. It includes a critical reflection of the author's skills and experiences as a construction project manager, as well as an action plan with short-term, mid-term, and long-term goals. The article also includes references and annotations to relevant literature.

Running head: PROFESSIONAL DEVELOPMENT PLAN
Professional Development Plans (PDPs)
Name of the student:
Name of the university:
Author note:

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PROFESSIONAL DEVELOPMENT PLAN
Table of Contents
1. Introduction..................................................................................................................................2
2. Critical Reflection........................................................................................................................2
2.1 Myself as a Manager..............................................................................................................2
2.2 Areas with Development Needs............................................................................................5
2.2.1 Personal Networking......................................................................................................5
2.2.2 Political Skills.................................................................................................................5
2.2.3 Innovativeness................................................................................................................5
3. Action Plan..................................................................................................................................6
References and Annotation............................................................................................................10

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PROFESSIONAL DEVELOPMENT PLAN
1. Introduction
Organisations currently face the challenge from increasingly growing market competition
and the reducing number of skilled employees. The pattern or nature of work like the short-term
contracts, increasing employee turnover and unstable career progression is the added worries. It
is now a challenge to attract, maintain and retain the skilled professionals. Companies are paying
more attention to training and development programs to facilitate the skills development (Alan
and Baykal 2018).
Appraisal system is used to assess the performance; however, this is not applicable to
current events as it happens either in the middle of the year or annually.The utilization of a
Personal Development Plan (PDP) is rather a much better tool in regards to fulfilling the
employee goals and performance assessments. The use of PDP is advisable because it provides a
structured path to proceed. That structured path is divided into two segments like reflecting on
personal strengths & experiences and making the action plans for the future (van Aalderen‐
Smeets and Walma van der Molen 2015).
I, being, a construction project manager can say that PDP helps me to identify the areas I
am needed to work in. PDP is truly good at identifying the personal capabilities and weaknesses.
It gives me an opportunity to work on my weak areas. Since PDP aims at improving the
managerial skills, it is imperative to design and implement itcorrectly (Alan and Baykal 2018).
The study aims to design an action plan for the future based on the critical reflection of my skills
and previous experiences.
2. Critical Reflection
2.1 Myself as a Manager

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PROFESSIONAL DEVELOPMENT PLAN
The first chapter is about ‘Organizations and Organization’ where four skills like
structure, human resource, political and symbolic have been assessed. I scored average in
political skills, which is an important skill to effectively deal with a number of critical
organizational issues. Political skills could be required in managing job stress, improving
organizational performance and resolving the work conflicts (Daft 2015).
The second chapter assesses the skills like strategic formulator and strategic implementer.
I am good at implementing solutions as I can work according to the guidance for a work or
formula. However, I do not have a sound knowledge in formulating ideas or strategies. The
experience will probably help me to become a strategic formulator. Chapter three assesses the
capabilities to work in teams. I scored ‘4', which means that though I am comfortable working
alone, I will be able to work in teams as well.
The next chapter assesses the ability to adjust with the external environment. I scored ‘6',
which means that I am suitable for an uncertain environment in organizations. The score of 5 or
above recommends a higher mindfulness for an unstable environment. The fifth chapter assesses
the personal networking capabilities. A network is a good way to access a variety of knowledge
resources (Vangriekenet al.2017). I score 8 in this chapter, which means that I am good at social
intelligence.
Chapter 6 assesses cultural intelligence, which is one of the essentials of managerial skills
nowadays. My scores in two of the variables are good but not in Cognitive. It is below than the
minimum scores required to be considered as being at high levels of CQ. The results make me
feel that I need to improve a bit in this area in order to be able to effectively work with diverse
cultures.

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PROFESSIONAL DEVELOPMENT PLAN
Chapter 7 assesses the ability to be fitted with both manufacturing and service
technologies. My scores in either of the variables are below than 6, which mean that I am in an
unstable situation. The next is chapter 8, which examines the ability to manage the goal-setting
behavior. I score 8 in this chapter, which mean that I can efficiently manage my goal-setting
behavior.
The next chapter 9 assesses on the ability to fit with the organizational size. I scored 4 in
this chapter, which means I am suitable for reputed and big organizations. Chapter 9 speaks
about the corporate culture. Corporate cultures can be divided into four variables like Clan
culture, Adaptability culture, Bureaucratic culture and Mission culture (Welpet al. 2018). I am
good at the Clan culture; however, not so good in the others. I will have to work in those areas as
well.
Chapter 11 examines the ability to innovate. A person with scores 6-8 would be said to
have a high desire for innovation. Such managers would look for the possible changes in order to
hold the competitive advantage (Coventry, Maslin‐Prothero and Smith 2015). I scored 6 in
innovation, which means that I will have little or perhaps no difficulties in fulfilling the role of a
manager.
Chapter 12 assesses the decision-making abilities, which is one of the critical factors to
succeed in contemporary organizations. The chapter says that if someone scores between +3 to -
5, then the person would use the model, which satisfies him or her the most. On the other hand, if
scores are from +3 to +5, then the person would be said to have high desires for rational models.
Since, my score fall in the range of +3 to -5, I am most certain to use working models, which is
satisfactory to me. However, I should also work to improve my understanding towards the

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PROFESSIONAL DEVELOPMENT PLAN
rational models. Chapter 13 speaks about the political skills and says that a person with scores 6
or higher can have a good start for his or her career. I score 6 in that regard, which means I can
have a good start to my career as the manager.
2.2 Areas with Development Needs
2.2.1 Personal Networking
Personal networking in organizational term is about accessing to diverse skills and
resources by means of reaching to people on different levels of it (Willemseet al. 2015). Being a
construction project manager, I am expected to face the challenges most frequently. In such
situation, networking will help me to reach to people who are well versed with skills to deal with
such situation. I am needed to work to improve my networking capabilities, which I can do by
taking part in gathering like seminars, meetings, assemblies and fairs.
2.2.2 Political Skills
At the organization level, the skill is used for various purposes like resolving the role-
conflicts, developing organizational performance and managing job stress. According to Poolet
al.(2015), managers with political skills can manage the demands even in stressful situations. I
am aware of a fact that to obtain good skills in political capabilities, I need to be good in social
intelligence. This is the one area, which I need to improve to attain my long-term goal of
becoming the construction project manager.
2.2.3 Innovativeness
Managers are expected to strictly follow the organizational rules and policies. Managers
are also required to use the creative and innovative skills to bring in the fresh ideas for the

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PROFESSIONAL DEVELOPMENT PLAN
sustainable development of businesses. Managers cannot just stick around the same policy while
others organizations are heading to innovation. Managers are expected to add values to the
organization by bringing in the fresh and creative ideas (Diale, Pillay and Fritz 2014). To
perform better in this regard, I will have to remain updated with emerging technologies. I will
also be needed to take part in workshops, so that, I am exposed to a variety of technologies and
the innovation making capabilities. This would help me bring in the valuable ideas for my
company. I would also spend a few times with experts who are good at innovation and also have
the relevant experience. I would try to identify their attitudes, perceptions and approaches
towards innovating ideas.
3. Action Plan
Short-
Term
Goals (8-
12
Months)
Action Personal
Performance
Indicators (PPI)
Specific Challenges Approaches to
overcome
challenges
Targe
t start
Target
end
To keep
myself
updated
with the
latest
technologie
 Completion
of
workshops
conducted
by reputed
 Implementatio
n of
technologies
depend solely
on managerial
-I will contact my
friends or
colleagues who
have been to such
workshops. I will
ask them about the
Augus
t 2018
July
2019

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PROFESSIONAL DEVELOPMENT PLAN
s in regards
to dealing
with
procureme
nt and all
firms
 Taking part
in critical
part such as
coordinatin
g with
suppliers
decisions
 I am yet to join
the workshops
to nurture my
career as the
project
manager
 I have not yet
developed any
personal
networking
with the
workshops I
am intended to
enter
ways to use to reach
to such workshops.
- I will spend time
with my seniors to
understand what
their perceptions
are about the
emerging and latest
technologies. Such
interactions would
help me win their
trust and faith in
me.This is
necessary also to
create personal
networking in the
organization.
Mid-goals
for (12-24)
months
Action Personal
Performance
Indicators (PPI)
Specific challenges Approaches to
overcome
challenges
Targe
t start
Target
end
Obtaining
the
Graduate
For this, I need to
pass the Graduate
- Need to put the
immense
- Designing
a creative
Augus
t 2020
Februar
y 2021

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PROFESSIONAL DEVELOPMENT PLAN
Certificate
in
Constructio
n Project
Manageme
nt
Certificate Level 7 efforts in both
studies and the
work
- Very time
consuming
- Creating the
personal
networking to
identify the
ways to go for
the course
plan to
ensure that
there are
no
conflicts
between
work
hours and
the studies
- Obtaining
the study
materials
to
understand
the pattern
of exam
- Talking to
friends and
reaching to
online
resources
Long-
Term
Goalsfor

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PROFESSIONAL DEVELOPMENT PLAN
(2 years +)
Action Personal
Performance
Indicators (PPI)
Specific challenges Approaches to
overcome
challenges
Targe
t start
Target
end
Attaining
the position
of
constructio
n project
manager
- Positive
feedbacks
from
managers
who
endorse for
promoting
to a higher
position
- The success
of the
number of
projects
which I will
be a part of
- Attaining the
top level of
political and
networking
capabilities as
these things are
considered
during
promotions
- Proving my
credentials by
showing
improvements
in regards to
innovative
ideas and
problem-
solving
capabilities
-Discussing with
the General
Manager the desire
to become the
constructionsproject
manager, so that, it
is included in the
'objective setting' in
the appraisal
- Ensuring a robust
plan to project start-
ups
March
2021
October
2024

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PROFESSIONAL DEVELOPMENT PLAN
References and Annotation
Alan, H. and Baykal, U., 2018. Personality characteristics of nurse managers: The personal and
professional factors that affect their performance. Journal of Psychiatric
Nursing/PsikiyatriHemsireleriDernegi, 9(2).
The article speaks about the personality characteristics of leaders, which affect their
perceptions of change and decision-making capabilities. This is why theytake the
innovative approaches and make the impactful decisions. However, the article highlights
a fact that there are inadequate data about the personality characteristics.
Coventry, T.H., Maslin‐Prothero, S.E. and Smith, G., 2015. Organizational impact of nurse
supply and workload on nurses continuing professional development opportunities: an
integrative review. Journal of advanced nursing, 71(12), pp.2715-2727.
The article speaks about the supply and demands of nurses in the healthcare sectors.
Withregard to the healthcare sector, the article points out towards a fact that to have a
prosperous career, one will need to participate in professional development programs on
a continuous basis.
Daft, R.L., 2015. Organization theory and design. Cengage learning.
The book finds out three most important factors to maintain the success in long-term.
Those three factors are immaculate discipline, productive thinking and pragmatic
creativity. The author suggests that this is how big firms continue to succeed despite
having short-term losses in regards to crisis, instability and uncertainty.

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PROFESSIONAL DEVELOPMENT PLAN
Diale, B., Pillay, J. and Fritz, E., 2014. Dynamics in the personal and professional development
of life-orientation teachers in South Africa, Gauteng Province. Journal of Social Sciences, 38(1),
pp.83-93.
The article with regard to social issues like teenage pregnancy in South African schools
suggests the need for Personal and Professional Development (PPD) for teachers. It says
that teachers can play the significant roles in fighting against such social challenges.
Pool, I.A., Poell, R.F., Berings, M.G. and ten Cate, O., 2015. Strategies for continuing
professional development among younger, middle-aged, and older nurses: A biographical
approach. International journal of nursing studies, 52(5), pp.939-950.
The article with regard to nurses in healthcare sectors suggests that to understand the
need for a continuous Personal and Professional Development Program (PPD), it is
important to know the motivating factors behind their learning practices. Nurses have
indeed a lot of motivating factors for being involved in a continuous learning process.
vanAalderen‐Smeets, S.I. and Walma van der Molen, J.H., 2015. Improving primary teachers’
attitudes toward science by attitude‐focused professional development. Journal of research in
science teaching, 52(5), pp.710-734.
The article with regard to teachers suggests that training is a good resource to a profound
learning. Teachers when put into the training, they could learn a more positive thing
about the science subject. The article, therefore, recommends for professionals to
undergo the possible learning process on an occasional basis.

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PROFESSIONAL DEVELOPMENT PLAN
Vangrieken, K., Meredith, C., Packer, T. and Kyndt, E., 2017. Teacher communities as a context
for professional development: A systematic review. Teaching and Teacher Education, 61, pp.47-
59.
The article suggests the importance of a supportive community for implementing regular
professional development programs. With regard to teacher communities (TCs), the
article points out towards a fact that the work environment can encourage or motivate for
undergoing the professional development program.
Welp, A., Johnson, A., Nguyen, H. and Perry, L., 2018. The importance of reflecting on practice:
How personal professional development activities affect perceived teamwork and
performance. Journal of clinical nursing.
The article emphasizes the importance of personal and professional development
programs. It also identifies the importance of teamwork and performance for a
professional career. It explains the impact of reflective thinking on development
activities.
Willemse, T.M., ten Dam, G., Geijsel, F., van Wessum, L. and Volman, M., 2015. Fostering
teachers' professional development for citizenship education. Teaching and Teacher
Education, 49, pp.118-127.
The article shows the importance of learning across both cognitive and affective domains.
With regard to critical pedagogy, it indicates towards the importance of theories to attain
the transformative skills. With regard to teachers, it identifies the importance of deep
learning for the development of professional skills.