Personal Career Development Plan for Football Business and Management

This report details a comprehensive personal career development plan aimed at a career in the football business and management sector, with a focus on working with a football club or FA. It begins with an introduction highlighting the importance of career planning and outlines the chosen career path, the rationale behind it, and the requirements for starting a football business, including branding, local sports monitoring, business expansion, and endorsement deals. The report then delves into assessing training needs, producing a skills audit, conducting a SWOT analysis, and setting SMART targets. It also includes a discussion of transferable business skills, as well as a reflective evaluation report on progress and future plans for developing these skills. The document emphasizes the significance of continuous professional development, induction training, performance appraisals, and various training methods like on-the-job and off-the-job training, mentoring, and vocational courses. The report also incorporates a skills audit to identify strengths and weaknesses and concludes with a discussion of the SMART targets set for career advancement.

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Personal Career Development Plan

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Table of Contents
Introduction......................................................................................................................................3
Task 1...............................................................................................................................................3
a) Developing a career plan.............................................................................................................3
Chosen Career:.................................................................................................................................3
Reason for selected career:..............................................................................................................3
Requirements for starting business:.................................................................................................4
Assessing training............................................................................................................................5
b) Producing Skills audit.................................................................................................................9
c) SWOT analysis of self.................................................................................................................9
d) SMART targets..........................................................................................................................10
e) Written assessment:...................................................................................................................11
f) Monitoring and auditing targets.................................................................................................11
Task 2.............................................................................................................................................12
g) Demonstrating transferable business skills (Refer to PPT).......................................................12
Task 3.............................................................................................................................................13
h) Evaluation Report......................................................................................................................13
Part 1: Reflective report on progress.............................................................................................13
Part 2: Plans for developing transferable business skills...............................................................13
Conclusion.....................................................................................................................................14
Reference List................................................................................................................................15

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Introduction
The selection of the correct path for achieving personal goals is incomplete without effective
planning. According to Waddock (2012), the importance of developing a personal career
development plan helps in the attainment of the desired objectives and goals. The study looks to
highlight the importance of developing a career development plan. Proper development and
execution of a career plan is illustrated through the study that is based on a career in the football
business and management with the ulterior aim of working with a football club or Football
Association (FA). The entire assignment highlights the various skills and SMART targets so that
proper assessment can be made about personal capabilities. Proper audit is also conducted to
evaluate whether the desired targets have been met successfully. Personal evaluation always
helps in judging the right path towards the chosen career. A PowerPoint presentation will help in
addressing the factor of transferable business skill that shows the abilities that have been
specifically learnt by the individual.
Task 1
a) Developing a career plan
The career plan that is to be developed deals in expressing the various skills and personal traits
that allows in the achievement of the desired goals. The following options suggest the chosen
career that will support the study further.
Chosen Career:
The chosen career in this regard is the career in football business with the expectation of joining
a future job in a football club or a football authority such as FA.
Reason for selected career:
The major reason behind selection of the career path is the personal experience in playing the
game of football and the hidden desire to achieve business profits in the football business sector
in a football loving nation of UK. The passion for the game has played a major factor in the
selection of the career path and has created the urge to do something for improving and
encouraging the sport among the youth.

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Requirements for starting business:
In order to establish a football business, certain qualifications, experience and skills are required
that can enable the initialization of the business and help it progress further. Certain factors that
must be ensured before starting a sports business include branding the office, monitoring sports
games locally, expansion and obtaining endorsement deals. According to Brown (2012), business
in the field of sports is always difficult due to the numerous brands and companies vying for the
same franchise. In order to be successful in this business field, certain aspects must be kept in
mind. Firstly, the most important factor is to register and establish the brand name of the office.
Baron (2016) argued that in order to be successful in attracting numerous clients it is important
that focus is given on the establishment of the office and enhancing its brand name. This allows
potential clients for the business.
As per Stevenson (2013), the business for sports can boom only when athletes of potential are a
part of the organization. In this case, it is important that there are frequent visits to the sports
games locally and at state level so that efficient athletes can be approached to endorse the brand.
This can help in enhancing the image of the company as being a company that recognizes and
rewards talent. Gutteridge (2014) argued that enhancing the chances of the business of sports
relies in business expansion so that a greater volume of audience can realise the potential of the
company. After being able to attract potential clients for the business, business should be
expanded by creating enough exposure that can assist greater business profits. The inclusion of
company website can give validity to the company as well as promotion about the famous clients
that the company has launched. Atkins and Gilbert (2013) opined that attractive websites create
enough interest for investors to put their time and money on identifying the potential of the
company and helping it expand its business credentials.
The interest of potential investors can help the company immensely in generating endorsement
deals from locally based companies. This can be used as a platform to build the level of
endorsement deals for the existing clients. Wright and Wright (2014) stated that informative
websites and advertising can also help in the establishment of the business to strengthen its
working process so that they quickly become a high profile business. If future prospects of the
company are to be looked at, endorsement deals can be a huge prospect for the business as it will

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allow the athletes managed by the football agency to get bigger deals and it can help in making
the company known to many people.
Assessing training
CPD & Training Example – ST
2 years
Example – MT
5 years
Continuous
professional
development
If the short term prospects
are to be evaluated, the
continuous development
that needs to be done is in
the areas of talent search,
monitoring the competitors,
improving expertise of
employees and devising
policies to improve the
sustainability of the
business. Regular training
of the staff will be
conducted to make them
efficient in managing the
business propositions and
clients. Special
communication and
management programme is
to be developed for
managers who are
responsible for handling the
athletes and their
endorsements.
The medium term plans for
the company will deal with
the promotional strategies for
the company and manging the
endorsement deals of the
respective athletes. The
continuous focus will be
given to establish better
endorsement value for athletes
so that the stock prices of the
athletes rise and pave way for
bigger companies to take
notice of the football
company. County football
teams will be targeted first so
that a base can be setup for
the business for further
expansion.
The business is expected to
grow with the influx of
players from the
Championship league and the
Premier league as well.

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Induction
Training
According to Anderson et
al. (2014), induction
training will improve
employee skills and
determine their capability
to handle certain situations.
In the short term, focus will
be given on developing
positive CSR and
increasing the capabilities
of the employees through
training measures and
including the thorough
assessment of elite football
players that are present
with the company and
prospective clients of the
future.
The long term goal aims to
establish recruitment and
training of individuals with
ample knowledge of football
and the knowledge about
every league be it domestic or
foreign in UK. The training
conducted for induction will
clearly establish the
philosophies of the company
and push employees to strive
towards attracting as many
players as possible using their
communication and
evaluation skills. Working
under experts will allow
employees to assess the
manner in which clients are to
be handled so that they can
later approach football clubs
with vale proposition for
players themselves.
Performance Appraisal
In the short term,
performance appraisal will
be done through weekly
reports that are to be
submitted after each week.
This evaluation will
suggest the progress of
each employee and can
point out to the weaknesses
Eventually in the long term,
the performance appraisal will
be rewarded with monetary
benefits and also through
promotions.
The employees will be
evaluated by the number of
football players that they have

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of the staff regarding
certain areas.
A record will also be made
to note the potential efforts
for attracting football
players in the company.
managed to attract for
endorsements. The scale will
be raised for employees
whose clients will achieve
bigger endorsements.
On-the-job
Training
On the job training in the
short run will involve basic
training that is needed for
communication and
feedback gathering.
Interaction sessions will be
taught via mock
environments so that the
employees gain an essence
of the job.
The long run however will
include the use of experts
from the footballing world as
they can share their
experience on what features
they get attracted to when
approached from a sports
company. The training will
also focus on developing
better communication skills
using latest equipment.
Off-the-job
Training
Off the job training in the
short run will include visits
to the local domestic
football clubs and
managing contacts with
various agents of the
football players.
The long run will however
include field visits to
championship and premier
league clubs so that
employees get a feel of
dealing with bigger football
clients. This can help them
improve their communication
skills.
Mentoring
Mentoring aspect in the
company will include
monitoring and helping out
The long run mentoring will
make sure that direct
assistance is given to

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the employees in daily
communication process.
Guidance will be given to
improve their approach
towards a client.
employees by providing
contacts that can allow the
workers to try and attract a
major football star.
Vocational/
professional courses
In the short run, the
professional courses that
are required will involve
thorough knowledge of
handling various word and
reporting software so that
communicating through
online medium is easier.
Language lessons will be
learnt to deal with all kinds
of football players.
Emphasis will be given in
management courses be it
finance, human resources or
marketing. The learning of
designing software along with
web design applications will
be initiated.
Job
Rotation
In the short term of the
company, employees in the
communications
department will be shifter
to the marketing
department and vice versa.
This will improve
understanding about job
interconnectivity.
The long term will however
require massive rotation of
staff. The rotation between
sales, manufacturing,
communications and
marketing department will be
made strategically so that
workflow can be understood
in a better manner.
Re-training
The re-training measure in
the short run will involve
weekly re-training of staff
In the long run, efforts will be
made to make sure that re-
training is completed within a

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that are found to be
underperforming.
span of 3 days.
b) Producing Skills audit
The skill development in a football company is important to highlight factors that suggest
whether an individual possesses the required skill to take business further. The skills that I
possess for the job includes passion and dedication for football. The vast knowledge gained from
playing at county levels and news from online and offline medium also has enabled my
understanding of the game and its requirements. Being an MBA graduate in marketing allows me
to understand the importance of endorsement deals for players and allows me to assess the
attracting factors that make the players agree to sign the dotted line.
However, I definitely need to improve my interactive skills and understand the finance aspects of
the endorsement deals. This will allow me to understand the value aspects of money and
knowing how to interact effortlessly.
c) SWOT analysis of self
In the football business it is important to evaluate the skills possessed for the job. The SWOT
analysis is the only solution.
Strength:
 Knowledge about football
 Played professionally therefore have knowledge about player dealings
 MBA graduate from marketing allows deep understanding of market aspects
 Sharp eye for spotting talent
Weakness:
 Not so strong personal interaction skills
 Limited knowledge about financial aspects
Opportunities:

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 Contact with former county club can allow potential endorsement deals for players
 Improving interaction skills can allow generating meetings with top premiership clubs
Threats:
 Limited financial capability can allow other management houses to grab endorsement
deals
 Low knowledge in financial and interactive skills can be harmful for the business
d) SMART targets
Specific: The targeted goal is to develop a football business management house that is capable of
attracting top football players so that ultimately the business booms and creates a chance to work
with elite bodies such as FA or work for any top flight football club in UK.
Measurable: The progress towards the goal is to be measured in short and long term periods of 2
years and 5 years respectively. Weekly assessment will help in measuring the overall progress
made by self and the company. In 5 years the company is expected to gain enough credit so that
it can manage players of top premiership clubs.
Achievable: The short term period is established to identify the possibility of achieving the
desired result. After the end of 2 years an evaluation will be made of skill improvement of self
and company as well as the number of clients the business has attracted. This presents a scenario
for the actual progress of goals. 5 years should be enough to gain enough knowledge and
contacts that can allow the business to boost its brand name to success.
Relevant: Considering the number of football leagues in UK, it is possible that the business can
achieve its desired goals. Initially starting from smaller leagues can allow the business o
understand the trade of the game and accordingly prospects can be approached. 5 Years can help
in enormous growth of both knowledge and personnel.
Time: As decided, the short term period and long term period that are set will allow a proper
evaluation of the possibility for success of the company. This can be further strengthened by the
evaluation of progress after every 6 months. General meetings can be conducted so that personal
and company evaluation can be made effectively.

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e) Written assessment:
The time limit of 5 years that has been decided for the achievement of the desired goals can be
deemed sufficient. The assessment above suggests that proper planning of the training and other
factors of assessment can help the company to gain enough clients in 2 years so as to conduct
business profitably. Improvement of personal skills can help the process of inviting and
attracting potential players and the connection with a county club Oxford United can allow
generation of player profiles that can be targeted by the company. This can make the business
sustainable and help in the overall growth. By the end of 5 years, the business will have
developed enough contacts to be able to target top flight players. The personal and skills of
employees will also have improved by that duration. Communication and marketing skills
improvement will develop better tracking of talent so that endorsement deals can be brought
quicker before any other management club tries to hack the deal.
f) Monitoring and auditing targets
Monitoring of the targets and regular auditing can help in the appraisal of the progress that
company has made with regards to the number of players and the amount of potential star players
that the company uses for endorsing. The factor of monitoring will help in the identification of
potential targets and also assist in changing the strategies for successful attainment and running
endorsements of players. The constant record keeping can help in making a re-assessment of the
objectives so that certain important changes can be made effortlessly. Re-planning the objectives
can also be done in accordance to the needs of the company.
The maintained records can provide necessary information about players and staff performance
that can help in suggesting proper plans that can help in achieving the set objectives. The
ultimate aim of the company is to achieve its target of becoming a top football business company
and only through monitoring can they properly assess the market scene so that players can be
attracted to various deals. The 2 year short term plan will help in capably assessing the acquired
players and can bring an evaluation about the potential of those players in the market so that
evaluation can be made of potentially brilliant players.

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Task 2
g) Demonstrating transferable business skills (Refer to PPT)