Self-Managed Learning: Personal & Professional Development Report

This report provides a comprehensive analysis of personal and professional development, focusing on self-managed learning approaches and the creation of effective development plans. It discusses various methods for lifelong learning, the benefits of self-managed learning, and solutions to work-based problems, including communication strategies and time management. The report also examines current competencies, identifies development needs and opportunities, and details the implementation and evaluation of a personal development plan. It emphasizes the importance of aligning personal goals with organizational objectives to enhance individual and organizational performance, particularly within a construction firm management context. The importance of continuous self-assessment, feedback incorporation, and plan updates are also highlighted to ensure ongoing growth and adaptability.

Personal and Professional
Development

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
1.1 Approaches to self managed learning...................................................................................1
1.2 Ways to lifelong learning in personal and professional development..................................2
1.3 Benefits of self-managed learnings.......................................................................................2
4.1 Solutions to work based problems........................................................................................3
4.2 Communicate various style at different level........................................................................3
4.3 Effective time management strategies..................................................................................4
TASK 2............................................................................................................................................5
2.1 Own current competencies with respect to professional standards.......................................5
2.2 Own development needs.......................................................................................................6
2.3 Identifying development opportunities.................................................................................7
2.4 Design personal and professional development plan............................................................8
3.1 Process of implementation of development plan..................................................................8
3.2 Document the activities planned in professional development plan.....................................9
3.3 Criticise own learning with objectives of development plan..............................................10
3.4 Update development plan on the basis of feedback and evaluation....................................10
CONCLUSION..............................................................................................................................11
REFERENCES..............................................................................................................................12

INTRODUCTION
Personal development is necessary in order to delivery efficiently services to the firm and
helps in accomplishing own development goals and organisation objectives efficiently.
Development of new skills and through adopting efficient learning style in own development
plan helps in gaining newer competencies in actions and which will helps in increasing the
efficiency of individual (Avalos, 2011). As an manager in construction firm it is my duty to
manage the resources available in organisation appropriately through developing an effective
time management strategies in order to optimise own effectiveness and organisation
performance. In order to develop professional skills in actions the individual have to define their
action plan of own development skills which helps in delivery of efficient job responsibilities to
organisation. This development of personal skills and professional skills helps in grabbing future
growth opportunities.
In this particular report self managed learning approaches are discussed along with the
ways that can helps in lifelong learning of personal and professional skills. This assignation also
discuss about various personal development plan which helps in achieving goals of plan
developed by personal working compliance with defines own goals and organisation objectives.
TASK 1
1.1 Approaches to self managed learning.
In order to develop an plan of self managed learning persons is engaged in identifying
various approaches to increase the skills, knowledge and competencies of win through self
learning. This approach is beneficial for individual in developing new skills in behaviour as the
person is knowing about self competencies and compatibilities (Bauer, 2010). As a manager I
have to develop an wide knowledge about external market environment in order to make
efficient decision. Through designing self managed learning approach, I can develop new
capabilities in my actions to deliver my manager responsibilities to firm efficiently. Some of the
methods and approaches of self managed learning are defined as follows:
Conferences and seminars: This approach can be help inn enhancing knowledge of
external market and changing trends in market through attending various seminar. These
involves gaining expertise knowledge from the experts delivering learning and sharing their
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knowledge in conferences. This helps in gaining newer competences through observing and
reacting learning style.
Social networking: This approach helps in increasing connectivity through interacting
with friends and other people. Every person is having different perception and competencies
which can be shared through interacting with them, through social networking sites. Like
Facebook and twitter are the social sites which helps in developing an good relationship with
other person and helps in learning new competencies to perform task effectively. This helps in
maintaining good relationship with others (Brody and Hadar, 2011).
Internet: This approach of managing self learning can be efficiently. Because internet is
an hub of knowledge expert advices which can be gathered from various books and journal.
Google scholar is the largest library containing various books and view of experts and authorities
which can be used in enhancing knowledge and skills of individual in personal development plan
through various self learning approaches.
Various type of learning style followed by me to develop newer skills in my personality
for professional development are as follows:
Visionary: These people learns through studying written things and learns through
diagrams, graphs, illustration etc.
Auditory: These people learns from listening to learn about new things. Individual often
tasks with himself or read it loud to understand the subject matter. Person understand better by
talking with colleagues or learning through tape recorder.
Kenestheti: These type of learners gives their best while touching and movement. People
learns through getting overview of complete notes and then learns.
1.2 Ways to lifelong learning in personal and professional development.
The lifelong learning can stated as development of new skill and compatibilities required
in order to perform professional task efficiently. In order to develop my own lifelong learning in
behaviour have to comply with my strength and weaknesses. This will helps in s defining my
short and long term objectives that re to achieved through personal development plan in
practice. The short term goals helps in increasing new skills an competencies required to perform
task in present scenario. While long term targets of development plan helps in enhancing overall
capabilities of mine in order to objective a good higher position in the organisation with which I
am working for (PERSONAL OR PROFESSIONAL DEVELOPMENT PLANS. 2012). These
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goals will helps in grabbing various future career growth opportunities in life. Life long learning
can be enhanced through defining various motives of person. As a manger I am having an
motivating force to work effectively I the construction industry to gain higher position in firm
and also accomplish my all self extend and self actualisation needs and helps in developing an
good image in society. This will be motivating force for my lifelong learning skills. Some of the
ways to enhance life long learning in individual are as follows:
 Carrying out self analysis and evaluating skills and competence.
 Various leadership styles used by managers.
 Providing motivational incentives to person.
 Providing training and development opportunities.
1.3 Benefits of self-managed learnings.
There are many positive aspects of developing self managed learning by a person in
practices. This helps in developing newer skills in actions and motivates a person to delivery
efficiency services and responsibilities to the organisational objectives and growth. The various
benefits to the organisation and individual from self managed learning are as follows:
Individual: The individual is benefited from the self managed learning that this helps in
increasing knowledge of person which helps in efficient decision making through analysing the
current trends effectively. This also helps in developing effective approach that can contribute in
the organisation profitability (Desimone, 2011). Self managed learning helps in enhancing
motivation level and dedication level of individual which will results in increasing availability of
better future career growth opportunities. The self managed learning also contribute in relevant
changes in behaviour and action which will motivates an perform to react issues and problem
confidently. Some of the benefits to the person of self managed learning are as follows:
 Increase knowledge and skills of individual
 Helps inn enhancing abilities of person.
 Decision making process of individual is improved.
 Effectiveness of individual increases.
Organisation: Befits to the organisation of self learning aerogramme is that the
employability skills of an individual enhanced which results in hiring of skilled workforce for the
organisation and results in effective delivery of sources to the organisation. The organisation will
need less to focus in the development of skills and competencies of an individual which cuts
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down the cost and increases profitability margin. Self learning programme also helps in
increasing skills of employee which helps in implementing newer innovation easily as the
employee is having higher adaptability competencies to the changes.
4.1 Solutions to work based problems.
Every organisation goes through many issues and problems in organisational functioning.
But efficiency of firm in resolving these issues effectively will determine its growth rate. One of
the major issue faced by the firm is lack of coordination in people and delegation of
responsibilities in hierarchy. This is the major problem which also destruct the functioning
structure of firm (Lago, 2010)(Maskit, 2011). This particular issue can be resolved by developing
good communication system in organisation so that employee can develop coordinate working in
practice and communicate the problem with each other. This specific problem can also be
resolved through defining the roles and responsibilities of appropriately in order to decrease
misunderstanding in task in hierarchy of firm. Work based problems can be enhanced through
increasing the effectiveness in communication system of organisation. Also the individual can be
provided with effective training programme to enhance their competence to complete the
requirement of work effectively. Solution to problem can be:
 Creation of effective communication channels in company.
 Reducing hierarchical authority and responsibilities delegation in environment.
 Enhance team building activities.
4.2 Communicate various style at different level.
The different learning style can be helpful increasing the competencies of workforce in
the organisation which helps in resolving the problem faced by firm. The various learning style
followed in order to solve the issues faced in construction industry are as follows:
Pragmatist style: The top level management is followed this respective style in resolving
the issues through managing the strategics which regulated the problems and issues.
Activist Style: Middle level management in hierarchy is the activator to process which
make effective activation in action of the person of problem and the various approaches to
implement strategies in practice the solve the issues effectively (/rachel matthews The difference
between personal and professional development. 2017).
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Reflector style: These are the person who are reflecting his style in the activities of
workers. This type of style in followed between supervisor and workers. Supervisor and team
leaders communicate and reflects the activities of workers to reduce confusion.
Theorist Style: This defined various theories in order to plan out various activities in
bringing efficiency in workplace.
4.3 Effective time management strategies.
The various time management strategies that can be followed by an person to comply
with the objectives and goals of an firm are as follows:
Proactive: The person should be active to the problem and issues arisen in the
organisation.
Delegated: This requires the communication of authorities to all employee in order to
comply with objectives (McNiff, 2010).
Scheduling: This involves making a schedule to perform task effectively according to the
defined time periods.
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Source 1: esqgroup at. 2015

Prioritising: This is the strategies which helps in completing the task according to the
priority to finish the work earlier.
To-do-list: This strategies work in compliance with delivering an list of work that have to
be done on the basis of monthly, weekly jobs.
TASK 2
2.1 Own current competencies with respect to professional standards.
The individual should know about their open personal skills an competences in order to
delivery their services in appropriate services. I am having some weaknesses in order to effective
perform my job which I have to reduce in order to increase competencies of mine through
defining standards of performance while working in construction organisation. As a manager I
should develop good leadership style in action and should comply with effective decision
making in order to contribute in profitability of firm (Moon, 2013). The current competencies of
person helps in identifying the weaknesses and strength if person mace which helps in enhancing
the competencies of an individual working in compliance with organisation standards. The
personal and professional development plan helps in increasing the competitive strength of mine
and reduce the weaknesses in order to contribute in organisation goals and objectives efficiently.
Strength
 Communication skills are good.
 Knows different languages like Roman,
English, French.
 Good knowledge of construction
industry. Experience of 11 years in respective
sector.
Weaknesses
 Person is weak in writing skills of
French language.
 Not having good time management
skills and unable to bring optimization
in working.
Opportunities
 Can develop newer capabilities through
adopting self managed learning
approaches. Can increase competences and skills
required for performing task and job
Threat
 There is higher risk of employability
skills competitiveness in the market.
 There may be changing needs of
competencies and compatibilities in
future.
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efficiently through personal and
professional development plan.
The curriculum vitae of an individual who are seeking better career growth opportunity in
the construction industry starting career after completion of all required studies in relation to
respective field is as follows:
Curriculum Vitae
Name: MICHALCA
Address: C.I.MIHALCA, 37 Ruby road E17 London
Contact No: 07879588535
Email: [e-mail]
Objective:
To develop my professional carer in delivering efficient management job responsibilities in
growth of construction firm.
Educational Qualification:
1982-1986: Industrial degree
1989: Driving licence
2016: Degree from Regent college.
Language skills: Other skills:
Very good Romanian language reading, speaking and writing skills.
Good in English language reading, speaking and writing skills.
Good in French language reading, speaking skills and well in French language writing skills.
Other skills:
Carpenter, Handy person, Ceiling fixer, Dry Liner and Fixer
Experience in respective industry:
11 years in industry
Current position:
Manager in STELLADANIELA LTD
2.2 Own development needs.
The personal and professional plan of an individual should be working in comply with
the needs and objective of an personal skills which are to be enhanced in order to work
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efficiently in professional life (Mwalongo, 2011). I have to describe my needs and wants that are
required by me in order to accomplish all the responsibility of manager working in construction
firm to contribute in growth of organisation successfully and develop changes in personality of
me that will be helpful in gaining higher position in company in future. The various needs of
skills and competencies that are to be achieved through personal and professional development
plan are defined below.
Objectives Description
Short Term objectives Developing good communication skills and
gaining verbal proficiency in Roman, French
languages.
Development of good decision making skills.
Medium term Objectives Achieving good management skills in order to
direct and regulate the workforce according to
needs of firm which can be enhanced through
engaging myself in various self managed
learning plans like seminars and conferences.
Long term Objectives Development of interpersonal skills in personal
development. I can define various activities
that will be helpful in developing good
relationship with others over the time to
enhance own efficiency.
2.3 Identifying development opportunities.
The person should manage their activities in personal and professional development
according to the future skills needed to achieve own targets and objectives of firm too. As a
manager I should work in compliance with the competency gap which is required to achieve with
the current skills and competence. The organisation are engaged in hiring competent and
compatible employee to the organisation goals and objectives in order to reduce expenses in
training and development plan (Nicholls, 2014). So, in order to gain higher competitive
advantage of the market to achieve higher positions in organisation the person should comply
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with self learning programmes through developing efficiently development plan to enhance their
competencies. As a manager in construction company the current needs and future needs of me
are as follows:
Current needs: Presently I need to develop various skills and competencies in my
personal behaviour and professional action in order to perform, better in professional life. This
personal development plan also helps me in achieving future goals also.
Future needs: The future needs of my personal development plans can be work in
compliance with increasing the knowledge and clarifying the concepts and role of self learning
plan in development of personal behaviour (Olsen, 2015). This helps in efficient delivery of
services in my workplace and helps in dealing with increasing competitiveness in employment in
future.
2.4 Design personal and professional development plan.
In order to design my own personal development plan I have to work in compliance with
the current needs of skills development and the future needs of competencies required to achieve
the desired goals efficiently. The personal development plan should comply with the following:
 I should identifying various skills that re required to be developed through analysing my
own strength and weaknesses and current competencies required to act responsibly in the
corporate environment.
 Then the personal development plan should be defined with various activities like
participation in various seminars and conferences in order to develop higher knowledge
through adopting self learning approaches in developing professional skills (Reeves,
2012).
 I should work according to my time management strategies in order to schedule work
according to need in organisational functioning and helps in finishing it timely. This
helps in increasing in effectively. The various activity like scheduling task, prioritise
work can help in increasing effectively.
Personal and professional development plan:
SL.
no.
LEARNI
NG
OBJEC
CURRENT
PROFICIEN
TARGET
PROFICIEN
DEVELO
PMENT
CRITERIA
FOR
TIME
SCAL
EVIDEN
CE
9

TIVE/G
OAL
CY CY OPPORT
UNITIES
JUDGING
SUCCESS
E
1 Motivati
onal
skills
Lack of
motivation
which restricts
me to do
appropriately.
Develops
knowledge to
motivate to
work
Motivatin
g Lectures
by leaders
Collogues 2
month
Judgement
from co-
workers
2 Team
Workin
g
Enable in
adapting other
working style
in team.
Accepting
others opinion
and make a
positive
discussion.
Respond
actively in
team.
By team
members
3
months
Team
members
3.1 Process of implementation of development plan.
The process of personal development plan should be implemented effectively in order to
achieve desired results from the strategies and activities followed by me (Shortland, 2010). This
helps in achieving the self assessed goals and also the organisation expectation from my personal
development (Zepeda, 2012). The various steps involved in implementation of personal
development plan are as follows:
Evaluate development plan: This defines that the designed personal development plan
should be evaluated with its effectiveness before implementing in practices.
Creasing a vision: The implementation of development to plan should comply with an
vision of achieving goals and objectives effectively.
Selecting team members: Implementation of the plan should be defined with the team
members that are participating in programme effective and perform their task in development of
personal and professional skills (Stenberg, 2010).
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Scheduling meetings: The meeting should be schedule in order to communicate all the
responsibilities to the participating people in development plan.
Involving upper managers: This should be complied with the advice of upper
management in order to get effective feedback and review for efficient implementation of
professional development plan in practice.
3.2 Document the activities planned in professional development plan.
The professional development plans should be documented in an efficient manner in
order schedule activities effectively in practice and helps in analysing the effectiveness and
compatibility of the plan with the desired current and future needs of individual (Stenfors-Hayes
and et. al., 2010). While documenting activities involved in the professional and personal skill
development plans are as follows:
 This involves the collection of initial ideas and view and document them appropriately.
 All the meetings and should be documented on paper in order to keep record of various
actions that are followed in development plan.
 Then this followed by drafting a document.
 This should be followed by correct the flaws in documentation.
The various activities that can ebb document in personal development plans are: Training programs: This involves participation of individual in training programme to
develop new skills. Research: This involves the collection of information that can be helpful in
implementing plan effectively and also helps in increase capabilities of individual
through self managed learning.
 Managing change: This helps in identifying the gaps between competencies and the
change in capabilities after implementation of development plan.
3.3 Criticise own learning with objectives of development plan.
The person should regularly evaluate the effectively of development plan through
auditing the personal skills after specific interval of time (Van Driel and Berry, 2012). This helps
in identifying the gap between the current capabilities and required competencies The evaluation
of an development plan is necessary in order to rectify and develop changes in plan if it is
required to get significant desired results in enhancement of professional skills and personalty
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development. Following are the activities that can be helpful in evaluating effectively of
individual in gaining defined objectives are as follows:
Motivation and anticipation: My motivation level will helps in adapting new changes in
my personalty development and also helps in anticipating the changes implemented after the
plan. The individual should anticipate the self competence against the future opportunities and
against the defined objectives.
Experience and knowledge: I can use experience and knowledge in order to evaluate the
effectiveness of plan and can get to know about developed competencies after the evaluation of
personal development plan effectively. The individual should use learn and implement the
develop skills and competence to work effectively.
Evaluating individual in meeting and presentation: The skills and confident developed
in an person behaviour can be accessed when individual is giving presentation in meeting room.
3.4 Update development plan on the basis of feedback and evaluation.
The person should comply with all the feedback and review form the experts and other
team member in order to bring more efficiency in the professional skill development plan. The
person should regularly evaluate and make appropriate changes in the plans in order to achieve
targets effectively (Von Haenisch, 2011). This updating of plan on the basis of the feedbacks and
review from the upper manager, experts, personal assessment and other people view helps in
development of new skills effectively. The person should develop new changes in the personal
development plan like adapting new approaches of myself managed learning through selection of
various sources of increasing knowledge. I can also use various training programs to develop
new skills in professional actions and can also work in compliance with new learning style.
Different ways to increase the effectiveness of development plan are as follows:
Use of different methods: Person can use various methods and approaches which are
new to self learning and enhance their skills like from gamification etc.
Changes in training techniques: The individual can use different training techniques if
he is not getting advantage form current trainer style.
The changes will have to be properly enforced, so that person is able to adapt to them
and contribute in development of higher competence in his functioning.
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CONCLUSION
From the above report it can be concluded that own professional development plan helps
in increasing the capabilities and competencies of an individual while delivering his
responsibilities to the firm. The various strategies helps in identifying own strength and
weaknesses and development plan will guide a person how to overcome weaknesses by
developing actions plans working in compliance with his own learning style. In this particular
report, it is concluded that my personal and professional development plan implemented various
learning styles according to my compatibilities which helps in developing new skills and in
actions and helps in defining appropriate time management strategies to work efficiently in
organisation. This development plan helps in resolving problems faced by an individual while
working in organisation environment efficiently.
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REFERENCES
Books and Journal
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ten years. Teaching and teacher education, 27(1), pp.10-20.
Bauer, W.I., 2010. Your personal learning network: Professional development on demand.
Music Educators Journal, 97(2), pp.37-42.
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.
Desimone, L.M., 2011. A primer on effective professional development. Phi delta kappan, 92(6),
pp.68-71.
Lago, C., 2010. On developing our empathic capacities to work inter‐culturally and inter‐
ethnically: attempting a map for personal and professional development. Psychotherapy
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Maskit, D., 2011. Teachers’ attitudes toward pedagogical changes during various stages of
professional development. Teaching and Teacher Education, 27(5), pp.851-860.
McNiff, J., 2010. Action research for professional development: Concise advice for new action
researchers. Dorset: September books.
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.
Nicholls, G., 2014. Professional development in higher education: New dimensions and
directions. Routledge.
Olsen, B., 2015. Teaching what they learn, learning what they live: How teachers' personal
histories shape their professional development. Routledge.
Reeves, D.B., 2012. Transforming professional development into student results. Ascd.
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.
Stenfors-Hayes, T., and et. al., 2010. Being a mentor for undergraduate medical students
enhances personal and professional development. Medical teacher, 32(2), pp.148-153.
Van Driel, J.H. and Berry, A., 2012. Teacher professional development focusing on pedagogical
content knowledge. Educational Researcher, 41(1), pp.26-28.
Von Haenisch, C., 2011. How did compulsory personal therapy during counselling training
influence personal and professional development?. Counselling and Psychotherapy
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Zepeda, S.J., 2012. Professional development: What works. Eye on education.
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