Exploring the Nexus between Personal and Professional Development in Education

The provided content includes a collection of articles and research papers that explore personal and professional development in the context of education. The topics discussed include academics becoming middle managers, teacher collaboration and professional development, digital badging for teacher training, blended learning, group processes and personal trajectories, action research as professional development, beliefs about teaching science, reflection in learning, teachers' perceptions about ICT use, and mindfulness training. Additionally, there are two online definitions of personal and professional development provided, highlighting the importance of this concept in education and the need to differentiate it from personal growth. Overall, the content sheds light on various aspects of personal and professional development for educators.

PERSONAL AND
PROFESSIONAL
DEVELOPMENT

Table of Contents
INTRODUCTION...........................................................................................................................3
1.1 Approaches of self-managed learning...................................................................................4
1.2 Ways in which lifelong learning contexts could be encouraged...........................................4
1.3 Benefits of self managed learning for both organizations and individuals...........................5
TASK 3 ...........................................................................................................................................5
3.1 Discuss the processes and activities required to implement the development plan..............5
3.2 Undertake and document development activities as planned...............................................6
3.3 Find out own learning against original aims ........................................................................7
3.4 Update the development plan ...............................................................................................7
TASK 4............................................................................................................................................9
Covered in PPT...........................................................................................................................9
CONCLUSION................................................................................................................................9
REFERENCES .............................................................................................................................10

INTRODUCTION
Self managed teams and organisations are helpful in personal as well as professional
development of employees. In self managed learning individuals can easily learn the methods of
learning things. It enhances lifelong learning and development by evaluating approaches in
order to manage the ways of self managed learning. It motivates employees in order to perform
better so as their productivity can be increases. If employees perform well then the market
growth of organisation is also developed. The report also includes the role of training an
development in personal and professional growth of employees. Along with this, employees also
have to managed their self development needs and evaluate what additional activities they can be
added in order to identifies it strengths and weakness (Avalos, 2011). Therefore, SWOT analysis
is helpful in to identifies the strengths and weakness of an individual, by evaluating it he can
easily improves own current skills and competencies. In last part of the report, managers also
identifies the personal development plan and it can be implement in overall organisation towards
improves employees efficiency. It also includes that the need of development plan and what
additional; activities to be undertaken in order to meet organisation goals and objectives.
1.1 Approaches of self-managed learning
Self managed learning is a tools by which managers or individuals can easily learns the
ways of learning. It is committed and attentive towards improving managers competency for a
particular job or field in which he wants to achieve success and growth. Being a manager of
Hilton hotel, an individual has to improves his abilities and competencies to perform better from
others in business organisation. Due to this, there are various approaches of self managed
learning , but the common and useful approach is the visionary approach. If a person follows
visionary approach so as it is easier for him to understands the future trends and challenges.
Along with this, manager is able to future risks and issues, and raising his competencies
accordingly (Brody and Hadar, 2011). It also helpful in achieving heights of success to the
companies and provides them valid strategics.
Through visionary approach, is is easy for Hotel Hilton as well as individuals to
identifies goals and objectives that they both wants to achieve. The approach is helpful in order
to make a person flexible and adaptable for any situations so as he/she can easily compete with
external traits and issues. Within the hotel industries visionary approach is helpful in attracting
and influencing customers towards their products and services.

Below mentioned certain learning approaches: -
 Kolb learning theory – Kolb defines that learning process is the abstract of certain
concepts which can be implemented in all situations in very flexible manner. In this
theory, impulsion for developments are helpful in providing new opportunities and
experiences to individuals. Kolb states, “learning process is assistive in creation of new
knowledge through transformation”.
 Honey and Mumford learning theory – The theory states that, to be an effective learner
individuals have to know about various learning styles as well as its preferences. It will
be contribute in adopting different methods of learning process. In addition, it gives four
main learning styles, such as- activist, theorists, pragmatists and reflectors (Olsen, 2015).
 VARK learning theory – VARK is a systematic approach of learning styles. In which V
stands for visual, A for aural, R for read and K for Kinaesthetic. Along with this, it
consists with the communication preferences. In other words, an individual will learn
more as much he communicate with other people.
1.2 Ways in which lifelong learning contexts could be encouraged
There are various ways and methods by which individual can improves his personal as
well as professional development. These ways helps to in encoring and motivating to an
individual so as he enables his productivity and efficiency. Therefore the manager of Hotel
Hilton has to setting pre determined goals and objectives in order to achieve life long learning
because it is helpful for an individual to get an edge over for his potentials and skills. These few
methods of lifelong learning are as follows: - Self reflective learning – Self reflective learning seeks with at job learning. In that, an
individual can learns new skills and competencies at work place, this also plays an
important role in personal development of mangers. Being a manager, it is essential to
identifies the tasks and its competences, it makes easier the process of learning and
individuals can easily accomplish their heights of success (Roeser and et. al., 2012). SWOT Analysis – To identifies the individual's strengths, weakness, opportunities and
threats therefore SWOT analysis plays an crucial role in lifelong learning Due to this,
SWOT analysis helps in self reflective learning so as the tools and methods are easily to

understand and applying (Cooke, 2012). It links with professional development in order
to solve practical issues and challenges.
 External market analysis – Evaluation and assessment of external factors also helps in
lifetime learning. There are some external market components that affect on learning of
an individual (Stenfors-Hayes and et. al., 2010). There are some external factors such as
competitors, suppliers, public and customers that affects an individual behaviour and
their working activities as well.
 Seminars and conference: This is one of the approach where an individual conduct
seminar for improving their skills. For example, he/she facing issue in the interacting
with customers. With the help of this approach they can understanding tips and apply in
their life which leads to enhanced their confidence level.
 Coaching classes: This is another approach where an individual required to conduct
coaching classes for improving their communication skills in an effective manner.
 Self directed learning – It is an instructional strategy in which students are guided by
their mentors in learning process. Self directed learning helps individuals to resolve all
issues and circumstances which are come between in\accomplishment of career goals and
objectives (Desimone, 2011). In this, students also assess their learning needs with which
they can determine learning progress.
 Social networking- Now a days, people are using various social sites so as to interact with
each other. With the assistance of social media, people can acquire as much as they can.
The platform also help them to know others behaviour and attitude.
1.3 Benefits of self managed learning for both organizations and individuals
In hotel Hilton, self managed teams are helpful in improving the performance of
individuals as well as managers. These managed teams helps to know the skills and capabilities
of an individuals so as their managers creates development plan accordingly. Self managed
teams are helpful in to understands the managers for future goals and challenges so as they
makes their strategics and policies accordingly. The major benefits for organisation is provides
highly dedicated and responsible person to the company that is capable to handle higher
committees and authorities. In hotel industries it is essential that managers and their service
providers are able to fulfil the all necessary requirements of their customers. Customers are they
key success factors of hotel industries. So as company is able to gain a wide range of customers

and that innovates quality of services and products. An successful manger is able to promote
within the organisation and it also helps in encouraging another employees of the organisation.
Self managed learning also beneficial for individuals in order to provide them their
certain goals and targets. It improves their personal as well as professional development by
promotions and attractive salary packages. Further, it also increases competitiveness among
individuals (Floyd, 2012).
 Develop new skills: Customer needs are changing over a period of time which required
for new skills to meet changes. He/she used various tools and techniques in order to
develop new skills related with personal and professional development. for example,
communication skills essential at professional setting must be improved.
 Strength current skills: These are those skills and capabilities already acquired by an
individual. There are various skills such as problem solving, decision making etc. can be
enhanced up to the next level.
 Leadership and team building skills – Self managed learning is also helpful in boost up
individual's leadership as well as team building skills. A good leader is liable for
managing a team in very effective manner. If an individual has capability to organise a
team then he can become a good. By adopting effective leadership styles in their learning
process anyone can become a good leader.
 Communication and presentation skills - People who have lack of communication skill
are also not capable to present their ideas among other. Therefore, with the assistance of
self managed learning individuals can easily improve their these skills. This will be aids
for an individual as he or she can become a good communicator.
TASK 3
3.1 Discuss the processes and activities required to implement the development plan
Personal development plan is helpful in changing the overall environment of the
organisation. Managers have to analyse all internal factors that affect employees performance
and their behaviour. In Hotel Hilton, with the help of personal development plan, managers are
able to find the actual skills of their employees so as they can implement only necessary needs

and skills. The plan also understands the goals and objectives that they want to achieve and it
develops a source of information by which managers gain essential data and information. These
are some steps are involves in personal development plan of an organisation, such are as: - Determine direction- Firstly managers have to determine the goals and objectives that
they ant to achieve. These goals and objectives helps in to identifies the heights of
success of Hotel Hilton. If this hotel industry, develops it all directions and path so as it is
capable to face all future challenges and issues (Forte and Flores, 2014). It is necessary
for every business organisation that it creates it own framework, that involves company's
visions and mission, clearly defined the shape of development efforts that helps in
achieving better outcomes. Assess strength- managers have to assess the strength of their employees and make
policies accordingly. Strength helps to know the capabilities of employees and measuring
their actual performance. Identify learning path way and take actions – After that managers of Hotel Hilton, have
to identifies the learning path that includes why and what is the importance of personal
development plan. They also have to be aware about the outcomes of this development
plan, is this really beneficial for employees, all those questions should be clearly explains
by the managers. If they find suitable answers so as they have to take actions in order to
develop a plan.
 Implementation of plan – After evaluating results and outcomes of the plan, mangers
have to implement the plan among overall organisation and keep trying to achieve
organisation goals and objectives (Brody and Hadar, 2011).
Skills Current
proficiency
Target
proficiency
Development
opportunitie
s
Criteri
a for
succes
s
Time scale
Communicatio
n skills
The current
capability is
related with the
easily
communicate
with
colleagues and
customer.
To increase
effective
communicat
ion skills
where
individual
can easily
present a
topic in
To develop
such skills for
the future
improvement.
Match
current
skills
with
past
perfor
mance.
7 weeks

front of
higher
authorities.
Working in
team
Not be able to
working in a
team
To easily
working in
a team and
manage a
such team
in an
appropriate
manner.
To lead a
team and
develop an
effective
team.
Comm
unicate
with
team
membe
rs with
regular
basis.
12 weeks.
There are certain factors which are required in creation of a development plan, such as-
SWOT analysis, feedbacks, peer assessment, self reflection etc. For example- SWOT analysis is
helpful in analysis future growth opportunities and threats which will be highly affect
individuals' learning process. Beside this, feedbacks and appraisals are beneficial to take reviews
and improvement suggestion. With this, people can also monitor the progress of their learning
plan (Gamrat and et. al., 2014).
But in order to gain better outcome, people have to make a smart planning which
involves to do lists of all activities. In this, a time schedule is decided for all activities which are
included in development plan. Individuals have to make a diary in that they can make all records
and achievements during learning process. In organisational context, managers have to create
budget for execution of development plan.
3.2 Undertake and document development activities as planned
There are some activities and documents that are involved in development plan, such as: -
Focusing on groups Building trust Active employee participation
Personal development plan
helps in to focusing on every
groups and teams. In that
managers can easily look
forward the working activities
of their employees. Along with
this, team make up
organisation, not an individual.
Personal development plan is
helpful in improving the
personal as well as
professional relations of their
employees. Therefore
employees are able to trust
upon their managers. The plan
also helps in promoting the
It is good chance for
employees that they can
participate in personal
development plan and make
improves knowledge and skills
(Bauer, 2010.). The plan also
involve strategic interventions
in order to compete with

In business organisations,
groups and teams are have
their clear visions and goals,
so as they are always trying
achieve them. The plan helps
in to clearly understand the
purpose of teams and provide
them work according to their
skills (Glogowska and et. al.,
2011). There are different
types of person are involve in
team, so as there is no problem
to solve any task or activity.
open and effective
communication of employees
with their seniors. Effective
and friendly communication in
organisation makes easier the
process of problem solving. It
also helps employees that they
can easily share their personal
as well professional problems
with their managers.
external environment.
Apart from this, my another career goal is to brining my business at higher level in few
months. For this purpose, I need to make more and more efforts and I need to find out a job
which can suits my professional. I need to build effective and strong teams which are capable to
give more production level and achieve organisational organisational goals in the best possible
manner.
My another goal is to buy a new car by the end of 2018. In this perspective I have to save
more and more money and saving money. I need to earn a lot by working hard and committed
towards my business.
3.3 Find out own learning against original aims
With the view of above personal development plan, I learn that managers of Hotel Hilton,
have to develops their effective strategics and policies so as they can easily achieve their
organisational goals and objective. The development plan also consider with skills and
competencies of employees, so as they can improves their performance. I also learn about the
process of effective personal development plan. An effective plan can easily improves the
performance and efficiency of their employees (Hadar and Brody, 2013).
In business organisation every role and function are important and the personal
development plan helps in clearly identifies the roles and responsibilities of employees towards

organisation. I also find that being an employee, an individual can easily communicate with their
employees in order to solve any problems and issues. They can be personal or professional.
Personal development also helpful in order to measuring actual and average performance
of employees in hotel Hilton. Development needs involves the comparison between actual and
required performance. At last the most essential learning for me is that, every organisation
should have to organise the personal development plan in order to achieving heights of success
in capital market. With the assistance of development plan, I am capable to communicate with
people in an effective people. Now I does not feel hesitate while interact with strangers and other
persons. My effective communication skills are also helpful for me to present my thoughts and
ideas in front of higher authorities. It can make me a good presentor. Apart from this, PDP plan
is also improves my team management skills with which I can become a good leader in future.
By focusing on each area I can easily improve my skills and capabilities in certain time period.
Below mentioned my strengths and weaknesses: -
STRENGTH
 My biggest strength is I am a good
listener this will help me during
learning process.
 I have enough ability to manage a team
in an effective manner.
 My another strength is good catching,
therefore I am capable to easily
observe things.
WEAKNESSES
 My biggest weaknesses is lack of
communication on which I have started
to work.
 Due to lack of corporate experience,
my team management skills are also not
good.
3.4 Update the development plan
If individuals are not able to identifies the required performance in their employees even
after implementing personal development plan. So as it is necessary for me to update regularly
the personal and professional development plan with the help of feedbacks and evaluations. It
will be accessible for me to identify those factors which will be affect my performance. These
updates of personal development plan involve some factors, by regulating them managers can
easily update the overall plan and improves performance. Such as follow: -

 Planning – Being a managers, I need to plan the overall activities of organisation by
taking feedback from employees and senior managers. A fresh and innovate plan helps in
improving employees performance and their productivity as well (López‐Pastor, Monjas
and Manrique, 2011). Along with this, it also helps me in determining effective goals and
objectives for an organisation.
 Reviewing – Review again the overall factors that are involve in development plan helps
in developing employees performance. By this, managers can easily identifies the internal
factors that affect on employees performance. After planning and implementation I have
to evaluate the overall plan and strategics and linked them with my development plan.
M1
There are so many strategics and policies by which managers can find effective solutions
of their problems and issues. It is also helps in effective judgement so they managers can
identifies the strengths of their employees and create plan accordingly. Strategics are based upon
research and finding so as managers can set future targets for their organisation. Apart form this,
it also helps in resolving problems with more than more variables.
M2
There are so many methods and designs that helps in developing and implementing the
plan. There are so many performance development techniques that are helpful in improves the
performance of employees. With the help of 360 performance appraisal methods mangers can
easily increases the efficiency of the employees. This method is the evaluation of overall
performance of employees and creating plan accordingly (Lumpe and et. al., 2012). Apart from
this, there are another various kind of tools and techniques that also accommodate employees for
motivate and encourage in order to perform well. It also helps in achieving organisation goals
and objectives.
M3
If employees and managers of Hotel Hilton are communicate effectively so as they can
develop a healthy and well being working environment. Because healthy communication helps
in resolving all issues and problems and also provide effective solutions
(Desimone, 2011). It also create a friendly relationship among managers and employees so as
both enable to share their problems and issues with each other.

TASK 4
Covered in PPT
D1
Self management learning is helpful in developing an individual's behaviour and
productivity. In hotel Hilton, if an individual improves its learning skills and knowledge so as he
is able to supply good quality services to his customers. Apart from this, being a manager an
individual can assess his own strengths and weaknesses with the help of SWOT or self reflective
analysis (Moon, 2013). Both analysis are assistive in improves an individual's performance and
his efficiency as well.
D2
In an business organisation, if every individual or groups are ready to improves his/her.
Performance so as organisation can easily achieves its targets and objectives. Along with this,
performance of employees is helpful in order to measure company's growth in overall market
place (Mwalongo, 2011). Therefore, they should have to implement time management strategics
so they can improves their productivity. Managers and employees have to build trust upon each
other and develop effective communication with each other.
D3
Creative and lateral thinking helps in increasing sales revenue of the company and it also
attracting a wide range of customers. Innovative ideas and thoughts are helpful in generating
effective decision and solving any issues and problems.
CONCLUSION
This report is all about personal and professional development which means enhancing the inner
strength with the use of various effective learning techniques and methods to develop an
individual capability. Hotel Hilton is the serving industry whose main motto is to encourage their
employees to improve the outer and inner personality by developing their personal and
professional skills. In fact personal and professional growth of the individual requires a various
effective developmental plan and learning theories due to which employees can learn many
things and have the ability to improve their strength. Apart from this it also covers the
appropriate procedure of the implementing development plan by explaining your own learning

with achievement of objectives of the developmental plan. In additional a cited organization
conducted the SWOT analysis of their employees to improve their capacity of learning with the
use of testing programmes to get aware about the knowledge and skills acquire by the
employees. At the end it shows the effective time management planning to learn how to manage
their personal problems and improve their understanding level by handling various difficult
circumstances. Last but not the least personal and professional development is a overall inner
and outer growth of a employees.
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.
Cooke, N. A., 2012. Professional development 2.0 for librarians: Developing an online personal
learning network (PLN). Library Hi Tech News. 29(3). pp.1-9.
Desimone, L. M., 2011. A primer on effective professional development. Phi delta kappan.
92(6). pp.68-71.
Floyd, A., 2012. ‘Turning Points’ The Personal and Professional Circumstances That Lead
Academics to Become Middle Managers. Educational Management Administration &
Leadership. 40(2). pp.272-284.
Forte, A. M. and Flores, M. A., 2014. Teacher collaboration and professional development in the
workplace: A study of Portuguese teachers. European Journal of Teacher Education.
37(1). pp.91-105.
Gamrat, C. and et. al., 2014. Personalized workplace learning: An exploratory study on digital
badging within a teacher professional development program. British Journal of
Educational Technology. 45(6). pp.1136-1148.
Glogowska, M., and et. al., 2011. How ‘blended’is blended learning?: Students' perceptions of
issues around the integration of online and face-to-face learning in a continuing
professional development (CPD) health care context. Nurse education today. 31(8).
pp.887-891.
Hadar, L. L. and Brody, D. L., 2013. The interaction between group processes and personal
professional trajectories in a professional development community for teacher
educators. Journal of Teacher Education. 64(2). pp.145-161.
López‐Pastor, V. M., Monjas, R. and Manrique, J. C., 2011. Fifteen years of action research as
professional development: Seeking more collaborative, useful and democratic systems
for teachers. Educational Action Research. 19(2). pp.153-170.
Lumpe, A., et. al., 2012. Beliefs about teaching science: The relationship between elementary
teachers’ participation in professional development and student achievement.
International Journal of Science Education. 34(2). pp.153-166.
Moon, J. A., 2013. Reflection in learning and professional development: Theory and practice.
Routledge.
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.

Roeser, R. W., and et. al., 2012. Mindfulness training and teachers' professional development:
An emerging area of research and practice. Child Development Perspectives. 6(2).
pp.167-173.
Russell, T. and Korthagen, F. eds., 2013. Teachers who teach teachers: Reflections on teacher
education. Routledge.
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