Comprehensive Learning and Development Plan for Operations Role

This document presents a comprehensive learning and development plan for an individual aspiring to become an Operations Manager. It includes a self-introduction outlining career goals and the importance of a structured professional development plan. The plan addresses megatrends and challenges in the business environment, such as political events, economic shifts, social trends, technological advancements, demographic changes, and environmental concerns, and how these impact the role of an operations manager. Specific SMART goals are defined for short-term, mid-term, and long-term achievements, focusing on interpersonal skills, teamwork, analytical skills, problem-solving, and decision-making. The plan also covers ethics and professional values, a competency assessment identifying areas for improvement, and a strength and weakness analysis. The document includes appendices with personal competency skills, job descriptions, and advertisements relevant to the operations management field.

Running head: LEARNING AND DEVELOPMENT PLAN
Learning & Development Plan
Name of the student:
Name of the university:
Author note:

1LEARNING AND DEVELOPMENT PLAN
Table of Contents
1. Self-introduction..........................................................................................................................2
2. Megatrends and challenges..........................................................................................................3
3. Goals............................................................................................................................................8
4. Ethics and Professional Values..................................................................................................12
5. Competency Assessment...........................................................................................................14
5.1 Improvements......................................................................................................................15
6. Strength and weakness analysis.................................................................................................16
References......................................................................................................................................18
Appendices....................................................................................................................................22
1. Personal Competency Skills..................................................................................................22
2. Two Job Description and Two Advertisements.....................................................................24
Job Description and Advertisement (1).................................................................................24
Job Description and Advertisement (2).................................................................................26

2LEARNING AND DEVELOPMENT PLAN
1. Self-introduction
I am currently pursuing a bachelor in supply chain management. My dream job role or
the ultimate goal is to become a successful ‘Operations Manager’. After completing my
bachelor, an associate level membership with APICS can help me to understand the real-world
situation. In addition to this, few certification courses from APICS will familiarise me with both
the theoretical and the practical level. However, to achieve so, I need to ensure that I must follow
a structured and proven path for a career build-up. It means a structured professional
development plan is worth a value for such situation (Stewart, 2014). The purpose to have a
structural growth towards the career-oriented goal, I need to follow the APIC’s chart of
professional competencies.
My personal goals can be divided into three categories such as short-term, middle-term
and long-term goals. The short-term goals will comprise of foundational and occupational
competencies where I will specifically focus on the basic skills required to be in the retail
industry. In the middle-term goals, I will particularly focus on profession-related and
foundational competencies. In the long-term goals, priorities will only be the profession-related
skills. The following table shows the kind of skills I am interested into for the short, middle and
long-term goals:
Short-term Interpersonal skills and teamwork
Middle-term Analytical skills and problem solving skills
Long-term Decision making skills
Table 1: List of My Foundation and Professional Skills

3LEARNING AND DEVELOPMENT PLAN
The modules being covered during the semester are largely focussed upon the
fundamentals of operations management. I get to know the various operations models, theories
and frameworks which can be applied in different situations. Moreover, I also had the
opportunity to go through a few case studies which provided me the opportunities to apply the
theoretical teachings on real-world circumstances. Case-studies, in particular, can be an effective
guide to me as these had taught me a variety of ways to deal with different situations. It had
everything from leaders facing the challenges and resolving the issues by using the set of
creative skills.
2. Megatrends and challenges
Macro-Element Explanation Reference
Political 1. Political events such as
Brexit and the United States
separation from Paris
Agreement and Iran Nuclear
Deal is an emerging issue
now (Zheng, Singh &
Mitchell, 2015).
2. Political challenges
include, but not limited to,
fluctuating foreign currency,
changing trade policies,
incrementing taxes on
imports and the oscillating
1. Zheng, W., Singh, K., &
Mitchell, W. (2015).
Buffering and enabling: The
impact of interlocking
political ties on firm survival
and sales growth. Strategic
Management Journal, 36(11),
1615-1636.
2. Wang, D., Ma, G., Song,
X., & Liu, Y. (2016). Political
connection and business
transformation in family
firms: Evidence from

4LEARNING AND DEVELOPMENT PLAN
legal policies (Wang et al.,
2016).
China. Journal of Family
Business Strategy, 7(2), 117-
130.
Economic 1. The latest economic trends
are SMEs are going global,
freelancing work is booming,
business coaches are
following the mainstream
ideas and employees are
being replaced with Artificial
Intelligence (AI) (Mensi et
al., 2014)
2. Some of the biggest
economic challenges include
financial management,
adherence to compliance
policies, technology,
customer service, exploring
the use of large-scale data
and performance monitoring
(Sierzchula et al., 2014).
1. Mensi, W., Hammoudeh,
S., Reboredo, J. C., &
Nguyen, D. K. (2014). Do
global factors impact BRICS
stock markets? A quantile
regression
approach. Emerging Markets
Review, 19, 1-17.
2. Sierzchula, W., Bakker, S.,
Maat, K., & Van Wee, B.
(2014). The influence of
financial incentives and other
socio-economic factors on
electric vehicle
adoption. Energy Policy, 68,
183-194.

5LEARNING AND DEVELOPMENT PLAN
Social 1. A few of emerging social
trends are unpredicted buying
attitudes, enhanced focus on
customer service, virtual
reality, importance of
analytics and customization
of service (Godey et al.,
2016).
2. Few of the challenges are
customer loyalty,
increasingly growing
numbers of educated
customers, getting the skilled
staffs and maintaining a pace
with the rapidly shifting
consumer behavior (Zeugner-
Roth, Žabkar &
Diamantopoulos, 2015).
1. Godey, B., Manthiou, A.,
Pederzoli, D., Rokka, J.,
Aiello, G., Donvito, R., &
Singh, R. (2016). Social
media marketing efforts of
luxury brands: Influence on
brand equity and consumer
behavior. Journal of business
research, 69(12), 5833-5841.
2. Zeugner-Roth, K. P.,
Žabkar, V., &
Diamantopoulos, A. (2015).
Consumer ethnocentrism,
national identity, and
consumer cosmopolitanism as
drivers of consumer behavior:
A social identity theory
perspective. Journal of
international
marketing, 23(2), 25-54.
Technology 1. The Industry 4.0, IoT, Big
Data, Artificial Intelligence
1. Lee, J., Bagheri, B., & Kao,
H. A. (2015). A cyber-

6LEARNING AND DEVELOPMENT PLAN
(Robotics), 3-D Printing in
Manufacturing and others
(Lee, Bagheri & Kao, 2015).
2. Identifying the correct
managerial skills to support
the implementation of
different emerging
technologies is one of the
challenges. Effective
coordination and
communication between
shared partners in an Industry
4.0 business environment
(Qin, Liu & Grosvenor,
2016).
physical systems architecture
for industry 4.0-based
manufacturing
systems. Manufacturing
Letters, 3, 18-23.
2. Qin, J., Liu, Y., &
Grosvenor, R. (2016). A
categorical framework of
manufacturing for industry
4.0 and beyond. Procedia
Cirp, 52, 173-178.
Demographic Trends impacting the current
business include ethnically
diverse customers,
Millennials are different from
other age-based generations,
increased participation of
women in the workforce,
changing families especially
Pulles, N. J., Schiele, H.,
Veldman, J., & Hüttinger, L.
(2016). The impact of
customer attractiveness and
supplier satisfaction on
becoming a preferred
customer. Industrial
marketing management, 54,

7LEARNING AND DEVELOPMENT PLAN
in the Western countries,
changing landscape of
different religions and the
aging world (Pulles et al.,
2016).
129-140.
Natural Few of environmental
challenges of concerns are
effectively shifting to
renewable energy resources
such as solar panels, reducing
the environmental impacts of
products, production of
healthy foods, polluting
environment, biodiversity,
managing the wastes and
deforestation (Chen et al.,
2014).
Chen, Y., Wang, Y., Nevo, S.,
Jin, J., Wang, L., & Chow, W.
S. (2014). IT capability and
organizational performance:
the roles of business process
agility and environmental
factors. European Journal of
Information Systems, 23(3),
326-342.
Table 2: Megatrends and Challenges
Impact on my career:
Being the operations manager, I will continually expect the different kinds of political
challenges such as those mentioned in the table. Operations manager nowadays are not just
limited to effectively selecting the suitable business models and the strategies, they are rather

8LEARNING AND DEVELOPMENT PLAN
needed to think beyond this. The political challenges and the emerging trends are irreversible;
however, effective ways can be used to make a difference and thereby attaining the competitive
edge (Kernbach, Eppler & Bresciani, 2015). I being the operations manager will follow how
successful companies are dealing with the rising political challenges. Moreover, I can also
approach the consulting agency to have a better understanding of the situation and get some
useful ways out of it. I will also support the brainstorming sessions as this will produce a good
amount of different solutions for the identified political challenges.
The same process goes in terms of economic trends and the challenges. The most ideal
way would be to follow the footsteps of successful companies that have already resolved the
similar economic challenges. The other way would be to take the help of the consulting firm to
get the most valued solution (Slocum, Lei & Buller, 2014). Some of the economic challenges
keep on repeating where I can be benefitted from following the mentioned strategies. However,
in other situations, I will have to use my own skills to tackle the economic challenges. Notably, I
would specifically be responsible for making the plans, communicating the plans with
stakeholders, accumulating the required resources, implementing the strategies and finally,
monitoring the performance.
The social environment is also not the same now. It is being fuelled with changes due to
the emerging trends. There is no better way to deal with this than to follow the successful
examples of firms that had already dealt with such challenges and also focussing a lot on data
and its analytics (Parés, 2015). Data alone will not be handful; I am also needed to enhance my
capability as a data analytic. This will ensure a proper utilization of a large-scale data.

9LEARNING AND DEVELOPMENT PLAN
I am well equipped with technologies. This should assist me in making decisions while I
will be needed to consider the emerging technologies. Here again, consulting firm can really be
handful. In addition to this, I would encourage the brainstorming session. The intention would be
to bring out a set of creative ideas and also encourage the workforce to become innovative
(Viloria, 2016).
The demographic factors are changing and as such the consumer behavior. The
mentioned factors in the table simply mean that I would largely be dealing with a diverse
consumer base. It also means different strategies would be needed to attract the participation of
diverse customers (Nulkar, 2014). I will be needed to think about the ethnically diverse
workforce. I would also be needed to take care of the generation-based gaps.
Environmental challenges will be testing my managerial skills. In context to the
environmental challenges, consulting firms can be the handful option. They will suggest on
different legislation and policies which are compulsory to follow in order to avoid the negative
consequences (Saebi & Foss, 2015). My duty would be to strictly follow the various policies to
ensure that the adverse impact of environmental pollution is reduced.
3. Goals
SMART goals
Short-term S M A R T
Interpersona
l skills
Ability to
interact with
employees
and clients
I should be
able to
progress in
terns or
I will be
required to
seek the
assistance on
A proper
interaction
with
employees
3 years
from now
onwards

10LEARNING AND DEVELOPMENT PLAN
making
impactful
sessions with
both
employees
and the clients
critical
situation from
my respective
managers. I
would also
follow my
managers
taking the
sessions as
this will help
me to
understand
the strategies
they use in
tricky
situations.
and clients is
achievable;
however, I
will be tested
for making an
impactful
interaction.
Employees
especially
have a lot of
expectations
which when
not fulfilled
they tend to
disobey the
management
instructions.
Teamwork To be able to
work with
employees
and clients
A better and
progressive
trend for
collaborate
working
Working with
employees
and clients is
difficult in
terms of
managing
An
effectively
working with
shareholders,
suppliers and
other
3 years
being into
the industry

11LEARNING AND DEVELOPMENT PLAN
conflicting
thoughts and
harmonising
the
workforce.
stakeholders
is challenging
for their
distinguished
demands. The
only worth a
work would
be to keep on
working on
strategies to
make the
difference
Middle-term
Analytical
skills
Ability to
effectively
analyze the
situation
Number of
successful
handling of
situations is
more than the
failures.
I would
follow my
supervisors to
understand
how they deal
with different
situations. I
would also
seek the
assistance
Few
circumstances
can really be
tricky. I will
grow by
learning those
only. In such
cases, I would
also seek an
assistance of
7-8 years
being into
the industry

12LEARNING AND DEVELOPMENT PLAN
from few
successful
case studies
to understand
the ways
being used to
analyze the
cases.
my seniors.
Problem
solving skills
Conflict
management
I will groom
myself by
handling the
different
dispute cases.
The major
area of
attention
would be the
conflicts at
the workplace
due to the
ethnic diverse
workforce,
age & gender
This is indeed
a long
continuing
process
during which
I will get to
learn new
things with
every
different case
of conflicts.
I will be able
to resolve a
few of
conflicts
whereas I can
also fail in
many.
However, at
the maturity
level that is
by my
retirement
from work, I
will develop
my
Till the time
of
retirement

13LEARNING AND DEVELOPMENT PLAN
based gaps
and others.
personality as
the one who
has higher
success rates
in managing
the conflicts.
Long-term
Decision
making skills
Handling
complex
cases such as
innovating
with supply
chain
operations
The capability
to reduce the
wastes & the
manufacturing
costs while
maintaining
the accepted
quality will
measure my
success in this
area.
The ex-
supply chain
managers and
the successful
case-studies
will be the
first point of
assistance for
me. I would
also involve
myself into
the varied
circumstances
to get familiar
with number
of challenges
I will
definitely be
able to make
useful
decisions and
improve the
supply chain
operations
provided that
I have the
required
resources.
Till the end
of my
career or by
my
retirement

14LEARNING AND DEVELOPMENT PLAN
and the
relevant
solutions as
well.
Table 3: SMART Goals
4. Ethics and Professional Values
Ethics, according to me, are the set of values which I should strive to. My parents were
like the first institution to me who taught me to adopt the good things and avoid the bad ones.
This is why I have a few qualities in me which perhaps would help me at the organizational
level. I am very honest with my work. I do not believe in taking short cuts. Being honest to my
work will perhaps assist me to be dedicated with responsibilities I am being assigned to. There
are a few skills in me which can help me at the professional level. Few of such skills are ‘being
unbiased to situation’ and ‘being supportive to others’. Nevertheless, biasness is a serious issue
which managers use as one of their political weapons (Quarshie, Salmi & Leuschner, 2016).
As opined by Boiral & Heras-Saizarbitoria (2017), ethics can be defined as a set of moral
principles which guide the business to a number of behaviours. One of such behaviours is
differentiating between the right and wrong. It is quite easy to identify that a certain business act
is ethical also. It also governs that there should not be any unlawful usage of the copyrighted
materials and strategies. However, it is not at all easier to create or set a system of ethical values
to do everything in an ethical way.

15LEARNING AND DEVELOPMENT PLAN
According to Gonin (2015), business ethics is a set of codes of practice which defines the
different organizational activities. It means every single industry is asked to obey the various
codes of practice relevant to their operations. These codes of practices when not fully obeyed can
also attract a number of potential consequences. Firms can approach to consulting firms seeking
the assistance on the codes of practice feasible to their business. Such consultants can also guide
to an appropriate implementation of the set of codes.
In the opinion of Schnackenberg & Tomlinson (2016), every single company is in hunt to
make the profits and in doing so, they also become ignorant on this part. They intentionally miss
on using the relevant codes of practice. Firms are required to produce strong returns to their
shareholders. However, it should not come at the expense of violating the social, moral and
environmental considerations. Indeed, long-term success can be attained by effectively fulfilling
the needs of every single stakeholder such as governments, customers, employees, suppliers and
communities.
5. Competency Assessment
(Refer to Appendix 1 for an analysis of my skills)
Top five skills
1. Analytical skills: It means to being equipped with skills which are required to tackle the
different situations. Being the operations manager, I am certain to face a number of challenges in
different domains such as the supply chain network, marketing & sales, finance, admin and
others.

16LEARNING AND DEVELOPMENT PLAN
Reference: Akter, S., Wamba, S. F., Gunasekaran, A., Dubey, R., & Childe, S. J. (2016). How to
improve firm performance using big data analytics capability and business strategy
alignment?. International Journal of Production Economics, 182, 113-131.
2. Creative thinking skills: It speaks about the skills which encourage making the creative
decisions. Creativity is required to understand the importance of emerging technologies and the
ways to tackle these.
Reference: Munro, E. (2017). Building soft skills in the creative economy: Creative
intermediaries, business support and the ‘soft skills gap”. Poetics, 64, 14-25.
3. Decision making skills: Leaders are tested for their decision-making capabilities. It is very
important that leaders are able to make effective decisions in diverse situation. A good decision
can bring the benefits whereas any bad decision can eventually cause a lot.
Reference: Janssen, M., van der Voort, H., & Wahyudi, A. (2017). Factors influencing big data
decision-making quality. Journal of Business Research, 70, 338-345.
4. Problem solving skills: This is required in situations such as conflict management,
operational issues like ineffective supply chain operations, unskilled workforce and a lot more.
Reference: Helfat, C. E., & Peteraf, M. A. (2015). Managerial cognitive capabilities and the
microfoundations of dynamic capabilities. Strategic Management Journal, 36(6), 831-850.

17LEARNING AND DEVELOPMENT PLAN
5. Teamwork: It is needed to work in collaboration with employees and the clients. Moreover,
managers are also needed to promote teamwork at the organisational level to flourish the sharing
of diverse skills and reducing the rate of conflicts.
Reference: Erhardt, N., Martin-Rios, C., & Harkins, J. (2014). Knowledge flow from the top:
the importance of teamwork structure in team sports. European Sport Management
Quarterly, 14(4), 375-396.
5.1 Improvements
1. Creative thinking skills: A creative thinking skill can be defined as a capability which helps
to deal with the tricky situations. Examples include, but not limited to, dealing with emerging
technologies. If managers are not good at being creative to emerging trends, they will not be able
to its consequences (Berg, 2016).
Solution: Considering examples of successful entrepreneurs as their stories are full of creative
strategies.
2. Problem-solving skills: Managers who cannot handle the situations capably, they will not be
able to survive in long-term. For example, reputed firms keep on changing their CEOs and top-
managers in times when they strategically feel to do so (Ahern, Leavy & Byrne, 2014).
Solution: Taking parts in number of projects as this will give me opportunities to work with
senior managers and observing them solving the diverse problems.

18LEARNING AND DEVELOPMENT PLAN
3. Analytical Skills: Without being able to effectively analyze the situations, managers will lack
an effective handling of projects and will also struggle to produce the results (Brunton, Eweje &
Taskin, 2017).
Solution: Closely following the world great leaders and their experiences
6. Strength and weakness analysis
Strengths  Equipped with technological skills
 Self-confidence
 Organizing capabilities
Weaknesses  Effective communication
 Creative thinking skills
 Problem solving skills
Table 4: Strength and Weakness Analysis
My technological skills would motivate me for emerging technologies. The self-
confidence in me will encourage me to approach the senior managers to learn new things. The
organizing capabilities make me feasible for work-based projects.
Effective communication is one of my weak zones; however, the organizing capabilities
will help me collect a number of things from my senior managers and work upon the weakness.
A creative thinking skill is another issue; however, the eagerness in me to learn new things will
help me to overcome it. ‘Problem solving skills’ will eventually grow in me with continuous
exposure to diverse projects.

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References
Ahern, T., Leavy, B., & Byrne, P. J. (2014). Complex project management as complex problem
solving: A distributed knowledge management perspective. International Journal of
Project Management, 32(8), 1371-1381.
Akter, S., Wamba, S. F., Gunasekaran, A., Dubey, R., & Childe, S. J. (2016). How to improve
firm performance using big data analytics capability and business strategy
alignment?. International Journal of Production Economics, 182, 113-131.
Berg, J. M. (2016). Balancing on the creative highwire: Forecasting the success of novel ideas in
organizations. Administrative Science Quarterly, 61(3), 433-468.
Boiral, O., & Heras-Saizarbitoria, I. (2017). Managing biodiversity through stakeholder
involvement: why, who, and for what initiatives?. Journal of business ethics, 140(3),
403-421.
Brunton, M., Eweje, G., & Taskin, N. (2017). Communicating corporate social responsibility to
internal stakeholders: walking the walk or just talking the talk?. Business Strategy and
the Environment, 26(1), 31-48.
Chen, Y., Wang, Y., Nevo, S., Jin, J., Wang, L., & Chow, W. S. (2014). IT capability and
organizational performance: the roles of business process agility and environmental
factors. European Journal of Information Systems, 23(3), 326-342.
Erhardt, N., Martin-Rios, C., & Harkins, J. (2014). Knowledge flow from the top: the importance
of teamwork structure in team sports. European Sport Management Quarterly, 14(4),
375-396.

20LEARNING AND DEVELOPMENT PLAN
Godey, B., Manthiou, A., Pederzoli, D., Rokka, J., Aiello, G., Donvito, R., & Singh, R. (2016).
Social media marketing efforts of luxury brands: Influence on brand equity and consumer
behavior. Journal of business research, 69(12), 5833-5841.
Gonin, M. (2015). Adam Smith’s contribution to business ethics, then and now. Journal of
Business Ethics, 129(1), 221-236.
Helfat, C. E., & Peteraf, M. A. (2015). Managerial cognitive capabilities and the
microfoundations of dynamic capabilities. Strategic Management Journal, 36(6), 831-
850.
Janssen, M., van der Voort, H., & Wahyudi, A. (2017). Factors influencing big data decision-
making quality. Journal of Business Research, 70, 338-345.
Kernbach, S., Eppler, M. J., & Bresciani, S. (2015). The use of visualization in the
communication of business strategies: An experimental evaluation. International Journal
of Business Communication, 52(2), 164-187.
Lee, J., Bagheri, B., & Kao, H. A. (2015). A cyber-physical systems architecture for industry
4.0-based manufacturing systems. Manufacturing Letters, 3, 18-23.
Mensi, W., Hammoudeh, S., Reboredo, J. C., & Nguyen, D. K. (2014). Do global factors impact
BRICS stock markets? A quantile regression approach. Emerging Markets Review, 19, 1-
17.
Munro, E. (2017). Building soft skills in the creative economy: Creative intermediaries, business
support and the ‘soft skills gap”. Poetics, 64, 14-25.

21LEARNING AND DEVELOPMENT PLAN
Nulkar, G. (2014). SMEs and environmental performance–A framework for green business
strategies. Procedia-Social and Behavioral Sciences, 133, 130-140.
Parés, M. (2015). Market‐Based Social Innovation: Are Business Strategies and Social Change
Compatible?. Public Administration Review, 75(4), 628-631.
Pulles, N. J., Schiele, H., Veldman, J., & Hüttinger, L. (2016). The impact of customer
attractiveness and supplier satisfaction on becoming a preferred customer. Industrial
marketing management, 54, 129-140.
Qin, J., Liu, Y., & Grosvenor, R. (2016). A categorical framework of manufacturing for industry
4.0 and beyond. Procedia Cirp, 52, 173-178.
Quarshie, A. M., Salmi, A., & Leuschner, R. (2016). Sustainability and corporate social
responsibility in supply chains: The state of research in supply chain management and
business ethics journals. Journal of Purchasing and Supply Management, 22(2), 82-97.
Saebi, T., & Foss, N. J. (2015). Business models for open innovation: Matching heterogeneous
open innovation strategies with business model dimensions. European Management
Journal, 33(3), 201-213.
Schnackenberg, A. K., & Tomlinson, E. C. (2016). Organizational transparency: A new
perspective on managing trust in organization-stakeholder relationships. Journal of
Management, 42(7), 1784-1810.
Sierzchula, W., Bakker, S., Maat, K., & Van Wee, B. (2014). The influence of financial
incentives and other socio-economic factors on electric vehicle adoption. Energy
Policy, 68, 183-194.

22LEARNING AND DEVELOPMENT PLAN
Slocum, J., Lei, D., & Buller, P. (2014). Executing business strategies through human resource
management practices. Organizational Dynamics, 43(2), 73-87.
Stewart, C. (2014). Transforming professional development to professional learning. Journal of
Adult Education, 43(1), 28-33.
Viloria, A. (2016). Commercial strategies providers pharmaceutical chains for logistics cost
reduction. Indian Journal of Science and Technology, 9(47).
Wang, D., Ma, G., Song, X., & Liu, Y. (2016). Political connection and business transformation
in family firms: Evidence from China. Journal of Family Business Strategy, 7(2), 117-
130.
Zeugner-Roth, K. P., Žabkar, V., & Diamantopoulos, A. (2015). Consumer ethnocentrism,
national identity, and consumer cosmopolitanism as drivers of consumer behavior: A
social identity theory perspective. Journal of international marketing, 23(2), 25-54.
Zheng, W., Singh, K., & Mitchell, W. (2015). Buffering and enabling: The impact of
interlocking political ties on firm survival and sales growth. Strategic Management
Journal, 36(11), 1615-1636.

23LEARNING AND DEVELOPMENT PLAN
Appendices
1. Personal Competency Skills
Skills Rank (in a scale of 1-7)
Analytical skills 2
Creative thinking skills 3
Critical thinking skills 4
Decision making skills 4
Interpersonal skills 5
Organizing skills 6
Planning skills 6
Problem solving skills 2
Self-confidence 6
Teamwork 4
Technology 5
Time management skills 5
Verbal communication skills 5
Written communication skills 4
Table 5: Personal Competency

24LEARNING AND DEVELOPMENT PLAN
Chart showing my personal competency skills:
Analytical skills
Creative thinking skills
Critical thinking skills
Decision making skills
nterpersonal skillsI
rganizing skillsO
lanning skillsP
roblem solving skillsP
Self confidence-
eamworkT
echnologyT
ime management skillsT
Verbal communication skills
ritten communication skillsW
0
1
2
3
4
5
6
7
(6-7)
(4-5)
(1-3)
Chart 1: Personal Competency

25LEARNING AND DEVELOPMENT PLAN
2. Two Job Description and Two Advertisements
Job Description and Advertisement (1)

26LEARNING AND DEVELOPMENT PLAN
[Access at: https://au.linkedin.com/jobs/view/produce-operations-manager-at-woolworths-
supermarkets-770955289]

27LEARNING AND DEVELOPMENT PLAN
Job Description and Advertisement (2)

28LEARNING AND DEVELOPMENT PLAN

29LEARNING AND DEVELOPMENT PLAN
[Access at: https://au.indeed.com/cmp/PulseHR/jobs/Operation-Manager-957b9d4d82ddf72e?
q=Operations+Manager&vjs=3]