Developing Professional Practice in Learning and Development

Running head: LEARNING AND DEVELOPMENT
Developing professional practice in learning and development
Name of the student:
Name of the university:
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LEARNING AND DEVELOPMENT
Table of contents
Introduction................................................................................................................................3
Activity 1....................................................................................................................................3
1. Understanding knowledge, skills and behaviours required for professional learning and
development...............................................................................................................................3
1.1 Current practices, roles and trends in learning and development....................................3
1.2 Key knowledge, skills and behaviours needed for learning and development................4
Activity 2....................................................................................................................................5
2. Self-assessment and time management..................................................................................5
2.1 Project and self-management techniques to work activities............................................5
2.2 Techniques for analysing and resolving problems...........................................................6
Activity 3....................................................................................................................................7
3. Teamwork..............................................................................................................................7
3.1 Concept of group dynamics.............................................................................................7
3.2 Impact of political behaviour on organizational learning and development....................9
3.3 Different techniques for influencing, persuading and negotiating.................................10
Activity 4..................................................................................................................................11
4. CPD techniques for implementing and revising personal development plan......................11
4.1 Self-assessment of learning and development capabilities to identify development
needs.....................................................................................................................................11

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4.2 Selection of a justified option for professional development.........................................12
4.3 Plan for meeting the objectives......................................................................................13
4.4 Reflection on the performance against the developed plan...........................................17
Conclusion................................................................................................................................19
References................................................................................................................................20
Bibliography.............................................................................................................................23
Appendices...............................................................................................................................24

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Introduction
Cognitive learning helps the individuals to attain personal development. Practical
application of the learnt skills indicates the initiatives towards professional development. This
application is the incorporation of specific skills, behaviour, roles and trends for enhancing
the learning process (Knobel and Kalman 2016). Understanding of the role towards
application of the learnt skills is crucial in terms of attaining growth and development.
Teamwork results in knowledge transfer from one individual to the other. Time management
gains an important position in the assignment in terms of creating plans for self-assessment.
Activity 1
1. Understanding knowledge, skills and behaviours required for professional learning
and development
1.1 Current practices, roles and trends in learning and development
The current trends and practices in learning and development are in-house methods,
external practices and e-learning. In-house training methods combine the apprentices and
the learner groups for fulfilling the needs of the learners. According to Baldwin (2016), there
are four kinds of in-house learning methods- orientation, on-the-job, refresher and career or
professional development. E-learning has gained much popularity in the recent ages among
the students. This process involves online coaching and mentoring methods for providing
guidance and support to the learners from the experts. E-learning enhances the virtual skills
of the learners.
The two emerging roles, which can be identified, are specialist in digital training and
advisers. On the other hand, Stewart (2014) is of the opinion that specialists in digital training
play an important role in guiding the learners regarding their career planning. As a matter of
specification, they support the learners, so that they can gain an understanding about the

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online career guidance programs. This process results in social collaboration, as the learners
establish contact with the experts through social media and other sites. Advisers act as an
agent for the learners regarding their academic establishment. These advisers play the role of
the counsellors for the learners, enhancing their awareness about the feasibility and
appropriateness of the plans adopted for personal and professional development (Kolb 2014).
1.2 Key knowledge, skills and behaviours needed for learning and development
Specialists and advisers need to possess the knowledge and understanding of the
learning cycle. Herein lays the appropriateness of the learning need analysis, which helps in
evaluating the exposed performance. Along with this, the specialist needs to possess the skills
of how to develop positive reputation for the efficiency. This approach reflects initiatives
towards upgrading the learning process. Here, example can be cited of feedback and survey
from the learners. Tait-McCutcheon and Drake (2016) opines that maintaining consistency in
conducting surveys and feedbacks creates a positive image in the minds of the learners about
the experts. Rationality in this process helps in acquiring trust, loyalty and reliability from the
learners.
Along with this, knowledge of the ethics is crucial in terms of luring the learners. This
knowledge enhances the professionalism. Providing training to the learners is one of essential
behaviour, which the experts need to expose towards upgrading the learning process. This
approach possesses flexibility towards enriching the parameter of corporate social
responsibility. As per the arguments of Huffman et al. (2014), the experts need to inculcate
the value of role modelling within the learners. One of an essential behaviour of the
specialists and the trainers is the consideration of fundamental beliefs and philosophical
assumptions. This consideration forms a crucial step in terms of preparing the characteristic
traits of the learners. This type of approach is appropriate in terms of preparing the
judgmental thinking process of the learners.

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Possessing the skills of conflict handling conflicts is necessary for the specialists of
training. Here, awareness needs to be enhanced about the demarcation between professional
principles and organizational pressures. This awareness, further, assists in enhancing the
efficiency (Baldwin 2016).
Activity 2
2. Self-assessment and time management
2.1 Project and self-management techniques to work activities
Time management
Recently, I was part of a business project. I played the role of project manager. I
prepared the schedule, involving the team members. This proved beneficial for me in terms of
enhancing their awareness towards the necessity and significance of the project. After this, I
prepared objectives for improving the focus on the project related activities. Here, conducting
interactive question answer session helped me to gain an insight into the opinions of the team
members regarding the prepared objectives. I even allotted time for each of the objectives.
My focus here was teamwork in terms of completing the tasks within the stipulated time. For
this, I encouraged the team members to set short-term goals, so that they get interest towards
carrying out the activities.
Involving the team members helped me to make plans for executing the activities.
These plans were sent to the higher authorities for their approval. Upon receiving the
approval, I implemented the plans through the division of labour, which was selected through
the consideration of Tuckman’s theory of team development (Owen 2017). After allocation
of the duties, I started monitoring and controlling the performance of the team members. This
helped me to make estimates regarding the progress of the project. I think evaluation and
review formed one of important agents in terms of estimating the completion.