Strategies for Skill Development and Lifelong Learning for Career Development

This article discusses the importance of Personal Development Plan (PDP) and strategies for skill development and lifelong learning enabling career development for you and your team colleagues. It includes a definition of PDP, a PDP template, a skills audit template, and strategies for employee learning and development. The article also covers employee development strategies and Kolb's Learning Cycle.

Manage yourself and others

Table of Contents
Manage yourself and others.............................................................................................................1
INTRODUCTION...........................................................................................................................3
MAIN BODY..................................................................................................................................3
Question 1A Explain with a definition what is PDP and its importance in preparing the plan
for career development................................................................................................................3
Question 1B Strategies for skill development and lifelong learning enabling career
development for me and my team colleagues..............................................................................3
Question 2A High performance working developed by the effective management system........6
Question 2B high-performance strategies enable you to reflect on how you may work
effectively as part of a team.........................................................................................................9
REFERENCES................................................................................................................................1

INTRODUCTION
MAIN BODY
Question 1A Explain with a definition what is PDP and its importance in preparing the plan for
career development
Personal Development Plan (PDP) is defined as process of creating an action plan which
is based on awareness, reflection, goals setting values for personal development within the
context of career, relationship or for self – improvement (Rimmer, 2018). PDP plays an
important role in preparing the plan for career development as it helps in creating value for the
aspects of understanding the point of weaknesses and to eradicate them with the usage of proper
resources and time frame.
Personal Development Plan: Template
What are my
development
objectives?
What activities
do I need to
undertake to
achieve my
objectives?
What
support/resources
do I need to
achieve my
objectives
Target
date for
achieving
my
objective
s
Actual
date of
achieving
my
objectives
1. To improve
management skills.
Work within the
group and
perform activities,
frame a schedule
to plan overall
day work
activities etc.
Watching online
videos, reading
books, articles and
journals on
management.
2/5/22 1/5/22
2. To enhance
Communication
skills.
Woking in groups
and teams,
communicating
Reading books,
journals, watching
online videos etc.
5/5/22 7/5/22

with the other
individuals.
3. To improve
analytical skills.
Working in group
activities with
tasks, solving
problems within
management
structure of
company.
Online watching of
videos, reading
books, journals,
articles etc.
8/5/22 10/5/22
SKILLS AUDIT TEMPLATE
SKILL TYPICAL DESCRIPTORS SKILL LEVEL
Low
High
SPECIFIC COMMENTS
Organisation
and time
management
Prioritising, dealing with
paperwork; interruptions;
planning your day.
1 2 3
4 5
I am able to prioritise my
work, deal with paperwork
but I am a little weak at
planning my day.
Decision
making and
problem solving
Ability to make decisions;
selecting suitable solutions;
analysis of appropriateness.
1 2 3
4 5
I am able to analyse the
appropriateness but there
are no decisions making
power in me. Rather I am
also good at selecting
suitable solutions.
Planning Leading teams; consulting
team members; task
allocation; objective setting.
1 2 3
4 5
I consult team members in
an appropriat4e manner for
the objective setting by
planning but I am unable to
lead the teams.

Delegation Matching tasks to staff;
providing guidance and
advice; maintaining staff
motivation and focus.
1 2 3
4 5
I am good at matching tasks
to staff, providing guidance
and maintaining staff
motivation and focus.
Motivation Applying motivational
techniques; understanding
individual motives; making
tasks challenging;
encouraging creativity;
providing team support;
engendering trust and
openness.
1 2 3
4 5
I can understand the
individual motives and can
provide team support with
endearing trust and
openness.
Coaching Providing guidance;
listening skills; ability to
draw out information;
reinforcing behaviour using
feedback; negotiating;
planning goals and
objectives.
1 2 3
4 5
I can provide guidance, I can
also listen to skills and I have
the ability to draw out
information by planning of
goals and objectives.
Target setting Understanding and
communicating
organisational objectives;
use of SMART objectives to
achieve targets.
1 2 3
4 5
I am able to understand and
communicate the
organizational objectives
which helps in achieving the
targets.
Interpersonal
skills
Relating to others; building
rapport and positive
relationships; being
1 2 3
4 5
I am little poor at
representing my body
language, But I am good in

sensitive to peoples needs;
using influencing and
persuasive skills to help
others improve performance
or overcome problems;
listening effectively and
providing feedback; being
assertive; use of body
language.
relating to others by building
rapport and positive
relationships which helps in
improving the performance.
Written
communications
Structure and format of
letters, memos, e-mails,
reports
1 2 3
4 5
I am very poor at framing the
structures and formats of
letter, memos, reports and e
– mails.
Oral
communications
Structure and format:
techniques for effective
presentations; using the
telephone; meetings.
1 2 3
4 5
I have very little information
about the structure and
formats. But I am good at
using telephone and
meetings and I know
techniques of using effective
presentation.
SWOT Analysis –
Strengths:
What do you do well?
What unique resources can you draw on?
What do others see as your strengths?
Weaknesses:
What could you improve?
Where do you have fewer resources than
others?
What are others likely to see as weaknesses?
My strengths are I am good at There are certain weaknesses which I possess

communication, time management, good
language skills. The unique resources which I
draw on are learning through online, reading
of books, journals, articles etc. Others see
these strengths which are mentioned above in
a significant manner.
which are – poor management skills,
ineffective technical skills, lack of analytical
skills etc. I have a smaller number of books
and poor connection of network to watch the
online learning. The others are likely to see
these above mentioned as my weakness.
Opportunities:
What good opportunities are open to you?
What trends could you take advantage of?
How can you turn strengths into
opportunities?
Threats:
What trends could harm you?
What is your competition doing?
What threats do your weaknesses expose you
to?
The opportunities which are open to me are
learning in an appropriate manner and
creating value of my work at large scale. The
trends which I could take advantage of are
the social media trends and the managerial
trends which the organizations are acquiring.
I can turn my strengths into opportunities by
speaking in TED Talks as I have good
communication, by completing my work on
time.
The negative impact of social media harms
when there are aspects of less growth and
development opportunities at large scale. My
competition is performing the role of a
general manager at a beauty clinic called
Monnay. The threats which I am exposed to
are mentioned through my weaknesses which
I possess.
Question 1B Strategies for skill development and lifelong learning enabling career development
for me and my team colleagues
It is very important that the skills are developed at large scale and in an effective and appropriate
manner. This helps in addressing the aspects of how the skills and abilities of an individual are
analysed and evaluated at large scale. There are certain strategies which are mentioned for skills

development and lifelong learning which will help in enabling the career development for me
and my team colleagues at large scale (Weinstein and Acee, 2018). There are learning and
development strategies which are mentioned and are noted for how the strategies can be
implemented in effective manner. Learning and development is defined as a systematic process
to enhance skills, competency and knowledge to an employees skill in better performance in a
work setting. Lifelong learning is defined as how effectively and in appropriate manner the
learning is being done acquiring the complete knowledge skills and knowledge that individual
and this helps in understanding the aspects as to how the abilities and skills are developed at
large scale.
There is a link between lifelong learning and Continuing Professional Development
(CPD) helps in understanding that there is development of personal and professional qualities to
improve the skills and practice at large scale. There are certain aspects as to how effectively and
in appropriate manner the changes are being addressed and learning is being done in the most
effective and accurate manner (Caves, 2018). The major link between lifelong learning and CPD
is that they are both related to learning for improvisation of skills and abilities at large scale.
There are certain career development strategies which helps in addressing the aspects of how
effectively and in appropriate manner the career can be developed effectively. There are certain
employee learning strategies which help in enabling the employees of Monnay to evaluate the
employees’ performance in an effective and efficient manner. The skills and career development
of employees through integrated personal development planning helps in supporting employee
motivation and employee retention and progression in proper manner. The improvement in
employee retention and progress are described as –
Motivation – By motivating the employees of Monnay, the employees will improve their
performance. This will make them feel motivated and will help them in knowing the aspects as
to how the productivity in their performance is being addressed and is identified. With the help
of motivation, the career development is known and is addressed at large scale which makes the
aspects of how effectively the organizational performance is being known. By motivating the
employees there will be less retention and more progress will be observed (Zacher Sagha Zadeh
and et.al., 2021).
Training Need Analysis – It is the process of identifying the training and development needs
within company at large scale. This creates value for which all aspects through which the

training is provided to the employees so that they are able to deliver their best performances
within organization. With the help of Training Need Analysis, the employees will be able to
deliver their best performance and will enable the aspects of growth and development by
learning certain skills and abilities.
Training Methods – There are different training methods which are mentioned as – On-the-job
training, coaching and mentoring. There are certain aspects as to how effectively and in
appropriate manner the training is being done within Monnay. The company helps in
understanding the aspects as to how the employees can be trained in an appropriate and effective
manner.
Appraisals – The company provides the appraisals which helps in addressing to the employees
that they are provided with appraisals on their performances (Archer and Willcox, 2018). With
the help of appraisals, the employees are motivated and work in an effective and significant
manner.
360 Degree Feedback – With the help of 360-degree feedback, the employees of Monnay are
able to improve their work-related performance and this helps in knowing that how effectively
the work performance is created and feedback is provided to the employees of Monnay.
Online Learning/ E – learning and Webinars – With the help of online learning the employees
of Monnay will be able to create value in the manner which helps in knowing the aspects as to
how effectively major concern is being taken into consideration at large scale. With the help of E
– Learning and webinars the company will analyse the progress of the company and will ensure
the aspects of growth and development of employees within company (Černý, 2019).
There are certain employee development strategies which helps in addressing the aspects
as to how the development and the growth aspects are concerned. The employee development
strategy helps in demonstrating that how the performance of the employees can be demonstrated
and how effectively the changes can be managed at large scale. The employee development
strategies are described as follows –
Job Rotation – The job rotation defines the rotation of tasks and roles within the organization.
This helps in enabling the practice of skills enables by the employees. This helps in reducing the
work which is done in monotonous manner (Desoto, 2020).

Career Planning – The career planning is defined as how effectively the employees are
planning their career and are taking concern of growth aspects in a diverse manner. Employees
are given chance for suggesting an alternative future for growth and career development.
Simulations – In this, the employer acts the scenarios and acts the employees to handle it
independently. This involves certain circumstances which involves the aspects of how effectively
and in appropriate manner these circumstances are involved which are named as customer
service interactions, responding to an emergency etc (Thongpapanl, Kaciak and et.al., 2018).
These are some of the major aspects as to how effectively and in appropriate manner the
changes and aspects of growth are analysed which are done in reference to improving the
employee performance and development within the company. These are some of the employee
development strategies which are framed at large scale. This helps in addressing that how
Monnay can frame different strategies to ensure the growth and development of the company and
taking into consideration the aspects of serving bets performances within the company.
With the help of Kolb’s Learning Cycle, I will be addressing to the aspects of four stages
which are included in the Kolb’s Learning Cycle which is being addressed as –
Concrete Experience – The experience of being a general manager helps in understanding the
aspects as to how I have been serving Monnay with my skills and knowledge in being a manager
effectively and in appropriate manner (Watson, Pelkey and et.al., 2019). I order to learn more; I
am able to create value for my role which helps in analysing the roles and responsibilities at
large scale.
Reflective Observation – With the help of reflection I will be able me to ask questions and
discuss the experience with others. With the help of effective communication, I am able to
address the aspects of growth and development which is into my role by being a general manager
of Monnay.
Abstract Conceptualization – I will learn to draw conclusions by reflecting on the prior
knowledge and ideas which are similar in discussing the theories with peers. This involves
interpreting the concepts and drawing conclusions from the events which have been occurred
(Wallace, 2019).
Active Experimentation – The learners will participate in the tasks and will draw conclusions
according to the new experience which they have faced at large scale while learning and
developing.

Question 2A High performance working developed by the effective management system.
Effective performance management helps an individual in performing well by providing
various means to individual (Allen, and et.al., 2019). High performance in the workplace is
difficult to achieve but there are various factors through which the high performance can be
achieved. By building an efficient team for the success of the Monnay (Han, and et.al., 2020).
The firm can develop high performance through changing the mindset and behaviour of the
employees. High performance is the conceptual study of the organization to improve the
performance of the individual in the organization. High performance organization is the set of
the instruct ruction that are to be followed by the individuals for the achievement of the goals
and objectives of the Monnay. The effectiveness of the employees can be generated by providing
them the flexibility in the working arrangements of the company. As the employees may work
better and perform their task effectively and consistently if they work according to the working
time suit them the best. This can also be achieved by providing opportunities to work at home.
This will support the high work performance as it will help the employees in maintaining the
work life. Happier the employees of the better is their work performance in the company. This
will motivate them to work effectively and efficiently. The ways by which effective performance
management can lead to the high performance management is to build and develop a team in
which member has better understanding and will perform work in a coordinated way (Russell,
and et.al., 2018). When the management forms an effective team the leaders are able to
understand the weaknesses and strengths of their team members. That helps them to boost the

strengths of the individual and helps them to improve their weaknesses. This can be done by
providing them with the further training to improvise the skills and knowledge of the employees
for the future goals' perspective. High performance can be supported through building a
relationship between the managers and the employees of the Monnay. So that they know how to
motivate their employees for working well in the organization. The effective management team
can assess the requirement of the employees and try to fulfil the requirement of the employees so
that it will allow them to grow and expand their skills.
The performance management refers to the improving the interrelationship by laying
emphasis on the culture, sharing and expectations of the employees for pervading the aspects of
the managers in running a continuous business. The working of the performance management
works on the corporate strategic goals, agreement on performance and development, and
continuous monitoring and feedback supported by the formal reviews.
Problem-solving
The performance of the employees can be improved by solving their problems related to
the workplace of Monnay. Providing them measures to solve their problems, so that they can
remain motivated towards the achievement of the targets and organizational goals of the
company (Noe, 2023). It helps in providing them coaching for the sectors they require
proficiency.
Team objectives
The effective management process can be achieved through the goals set by them. This
can be done through setting goals and measuring them at the end. Making goals department wise
will help in reducing the conflict among the different departments and will lead to better
coordination among the employees (Meddour, and et.al., 2020). For achieving the goals set by
the company, the company needs to make performance planning before achieving the targets of
the Monnay.
360 degree feedback
Effective performance management can increase the high performance working in the
workplace by communicating with the employees and focusing on building a relation for
enraging themselves in the conversations with employees. This technique refers to psychological
principle that includes taking feedback and reviews from the employees for the appraisal system.
The performance rating helps in improving the performance of the employees. It is not only

refers to providing feedback to the employees but also viewing the reaction of the employees to
the feedback they are provided (Kodwani, 2018). For improving the performance of the
employees, the process of 360 degree feedback. This refers to providing insights and
understanding into beliefs and behaviours that provides importance for the team success. The
feedback received under this stage are kept confidential for the other employees of the Monnay.
Organisational goal
Performance management system helps in enhancement of the effectiveness of the
organization by matching the individual goal with that of the organizational goal. This is done
reviewing and monitoring the work of the employees and providing corrective measures for the
improvement of the work of the employees of the Monnay.
Effective employee scale
The feature of the effective performance management system is to use effective rating
scales that helps in capturing full range of the performance of the employees for increasing the
higher performance of the employees. It helps in identifying the area for the improvements and
implementation of the other characteristics of the employees of the Monnay.
The best performance system can be made by treating organizational and all the
employees as the single version. It provides for the over all contribution of the employees and
management. In this the management can see the impact of each employees performance so that
the company can work effectively and efficiently. This can be achieved by setting the team
objectives. This practice helps in measuring the action and steps required to be taken for reaching
the desired outcomes.
Performance related pay
Performance related to pay refers to the situation where individual are rewarded for their
performance in the monetary terms such as commission, bonuses for reaching the goals,
piecework payment etc. there are various advantages and disadvantages are associated with it
that are employees focus on the workplace will increase as they are provided financial rewards
for their performance. It helps in retaining the staff for the longer period. This plays as an
effective technique for dealing with the poor standards of the employees. The disadvantage
associated with this, the employees will feel demotivated if the targets sets are too hard to
achieve. This will increase the expectations of the employees, and they will expect reward at the

time of the inflations as well. But this process will help to increase the high performance work of
the employee.
I am the manager of the Monnay company. For evaluating and identifying the high
performance working by effective management system. I have asked many question to the
employees of the company that are:
1. Are you happy for working for the Tesco?
2. How the company motivates you for your performance in the organization?
3. What are the measures and strategies used by the company for evaluating HPW.
Question 2B high-performance strategies enable you to reflect on how you may work effectively
as part of a team
Evaluation is the process of determining the work of the team that is observed especially after
success. This is done to analysis the performance of the employees that can be done only after
completing the set projects. As the team work hard to achieve the goals of the company, that why
the leaders go back to each detail of every practice done in this project (Alshurideh, and et.al.,
2020). High performance strategies helps in the performing the work of the organization
effectively. The strategies that the Monnay may use is recruit the right at the workplace. It helps
in recruiting the individual for the right roles and responsibilities and appointing the individual
who understands the values of the company (Cheong, and et.al., 2019). The high performance
strategies helps in recruitment process by taking multiple interviews of the person for appointing
them in the organization. Interview should be conducted in such a way that it helps in improving
high performance of the employees. Another strategy that can be used by the HR for bringing
effectiveness in the working of the employees is to be transparent about the strategy that has
been formed. If a firm is transparent about the goals and objectives that helps in building trust
and mutual understand among the team members of the company. The more the team members
works towards the understand their goals, the more they are able to achieve it fast. Succession
planning is the strategy of the HPW that refers to providing clear information about the
opportunities and growth that are available with the employees. It is defined as clear
conversation with employees about their future goals and where they see themselves in the
future. The clear vision of the future goals and where he sees himself will help in motivating the
employees and their dedication towards the working in the organization. It will help in

improving the work of the person effectively. It is for the improvement so that no single points of
the business remains unfocused.
For motivating the employees the power of the reward and recognition of the work of the
employees is a great tool. As the employees are most valuable assets of the Monnay. So for
keeping them motivated for higher performance work of the team. As the employees are the face
of the firm as they interact with all the clients of the company, so they project the future earnings
of the company (Karunaratna, and Kumara, 2018).
The teamwork of the organisation has the drastic impact on the performance of the
company (Bush, and et.al., 2018). While working in the team I came to know about the skills
that I already have. The skills that I have helped me in achieving the goals of the company more
quickly. While performing the task in the team, it has helped in achieving the result that was not
possible through individual efforts. The higher performance working has helped me in working
effectively in the organisation. As the team working in the teamwork has reduce the unnecessary
disruption and failed strategic records of the individual. It is impossible for the person to avoid
being the team member of the Monnay. So it has open the doors for the individual to develop the
skills for the career. The reflection of the team project helps me to uncover the problems that was
associated with the working in the team for improving the high performance of the team. As the
effectiveness of the team is not build overnight. It requires efforts of the individual and attention
of the each individual working in the team.
The development of the team is the most important factor of the working as a team in the
organisation for HPW. As training provided in the process of the learning will help in future
performance and working efficiently. For building the understanding in the team members
require to participate in every functioning of the Monnay. For this the team leader require to
perform extensive research so that they can identify the aspects for the developing and working
effectively in the organisation. The team effectiveness is increased by providing team orientation
to all the members of the team. This help individual person to grow as they know how to work
and what work they are require to perform. The performance of the individual in the team can be
improved and evaluate by providing the feedback on the individual performance as well as on
the team performance. As the opinion of the leaders are more valuable for the individual
efficiency for HPW. The fundamental way of developing the high performance of the team is
articulation of the teams vision. The vision helps in achieving the goals and motivates the

members to achieve them. As the team invest lot of time in understanding and exploring the
vision of the company, it helps an individual to be on track and stay focused. The success of the
team is achieved by the collective efforts of the individual. As there is no I in the team, all the
work is done together in the team. It will help in development of the individual as well.

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