Comprehensive Report on Personal and Professional Development Planning

This report provides a detailed analysis of personal and professional development, encompassing various aspects crucial for career advancement. It begins with an introduction to self-managed learning and the importance of SWOT analysis for identifying strengths, weaknesses, opportunities, and thr...Read More

Manage personal and
professional development

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
1.1- Compare sources of information on professional development trends and their validity...1
1.2 Identify trends and developments that influence the need for professional development....2
1.3 Evaluate their own current and future personal and professional development needs
relating to the role the team and the organisation.......................................................................2
Task 2...............................................................................................................................................2
2.1 Evaluate the benefits of personal and professional development.........................................2
2.2 Explain the basis on which types of development actions are selected................................3
2.3 Identify current and future likely skills, knowledge and experience needs using skills gap
analysis........................................................................................................................................3
2.4 Agree a personal and professional development plan that is consistent with business needs
and personal objectives...............................................................................................................3
2.5 Execute the plan within agreed budget and timescale..........................................................4
2.6 Take advantage of development opportunities made available my professional networks or
professional bodies......................................................................................................................4
Task 3...............................................................................................................................................5
3.1 Explain how to set specific, measurable, achievable, realistic, and time-bound (SMART)
objectives.....................................................................................................................................5
3.2 Obtain feedback on performance from a range of valid sources..........................................5
3.3 Review progress toward personnel and professional objectives...........................................6
3.4 Amend the personal and professional development plan in the light of feedback received
from others..................................................................................................................................6
CONCLUSION................................................................................................................................6
REFERENCES................................................................................................................................7

INTRODUCTION
Personal and professional development should manage in effective manner because it
helps in increasing work productivity and achieve organisational goals or objectives. In other
words, managing our learning and working on developing ourselves personally and
professionally by developing or improving our skills and competencies to deal with the
challenges in the market is called self-managed learning (Albion and et. al., 2015). We should
manage or analysis ourselves by SWOT which helps in finding strengths, weakness, threats and
opportunities in the market for obtaining short term as well as long term goals and objectives.
The Education centre for NHS staff as it provides training, educations and organisational
development. So it support in enhancing employees skills, knowledge and abilities for effective
working. Continuous monitoring and evaluation is required and they we need to make changes in
our development plan depending upon the feedback.
TASK 1
1.1- Compare sources of information on professional development trends and their validity
There are many places within my work place to find information on professional
development trends. For example; The education centre is for NHS staff, it provides training,
education and organisational development. The education centre is a great source of information
for all employees as the training is specifically for them. It is a source of information reliable as
the courses that are available are to meet the needs of the employee (Ramazani and Jergeas,
2015). The education centre would not be an ideal place for a non-NHS staff member to look as
it may not be suitable for them.
Sometimes there are different training opportunities that have arisen and that she would like us
all to be aware of. The information is reliable as it is written by the trusts CEO and up to date as
the information would have been given by the training department. The E-bulletin is an
electronic newsletter for all NHS staff (Katuu, 2015). There are various bits of information from
job openings to departments getting rid of office furniture. There is also a section about
education and training; this can include new courses, updates about training and new dates for
courses. This is useful if you are waiting for a course but they are all fully booked, for example;
throughout the trust everyone has had to complete Safeguarding children level 2 training, as
everyone has had to do the course.
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1.2 Identify trends and developments that influence the need for professional development
There are many new trends and developments that can influence the need for professional
development within the work place. If a new system has been installed or updated, training may
need to be provided to ensure all employees know how to use the system correctly. For example;
in the Secondary Care Mental Health Team, they use to use a system called SWIFT to keep all
the patients mental health records (Coventry, Maslin‐Prothero and Smith, 2015). The NHS trust
then brought a new system called PARIS. All the information on SWIFT was migrate to PARIS
and training had to be provided for all employees that would need to use it to ensure they were
using it correctly. If a new piece of technology has been installed employees need to be trained
on how to use it correctly, abiding by manufactures procedures and to co"inside with health and
safety legislation. For example a new photo copier being installed the administration staff need
to be trained on how to use it correctly and effectively.
1.3 Evaluate their own current and future personal and professional development needs relating
to the role the team and the organisation
Below are some of the skills and competencies which I have developed in my entire life
from the people around me and also from the education.
 I have learned various management subjects like marketing, finance and human resource
management. It will help me in my career growth in professional life.
 I have always been good in numbers and have very good analytical skills. It helps me in
analysing options available. It has helped me in improving my decision making skills.
 I have good leadership qualities like motivator, determined and focused. I played as a
captain in my college’s football team and it has helped me in developing my team played
and leadership qualities.
 I am good in making stronger relationships with the people around me and I have good
interpersonal skills.
Task 2
2.1 Evaluate the benefits of personal and professional development
There are many benefits of personal and professional development within the workplace.
It is important to pursue development opportunities as this can make a more successful career. It
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is important to be able to gain new skills and knowledge that relate to job role (Frich and et. al.,
2015). The benefit of personal development within my job role means I would have a better
understanding of how to handle situations appropriately and communicate effectively,this
naturally develops when working with people face-to-face or over the phone.
2.2 Explain the basis on which types of development actions are selected
When I started my job then a lot of training was based within the office on a trial and
error basis. There were some training course I had to attend for my job for example,
Safeguarding Children level 2 and fire extinguisher training. One of my objectives in my
appraisal was to see if there were any courses at the education centre that would help me
improve at using a word document and writing letter skills at the moment there is not be any
courses on this so I have done my own. There are many different training methods with in the
NHS, there are specific training courses that everybody has to go on when they start a new job.
2.3 Identify current and future likely skills, knowledge and experience needs using skills gap
analysis
Completing my skills gap analysis has been helpful towards my personal development
plan, I have distinguished skills that are I feel are relevant to my job role and I have rated myself
on how well I think I am doing. Skills gap analyse through procedures such as
Recognize business objectives: NHS health centre must be consider its organisation's
objectives and then set the benchmarking of employees work standard as well as set a plan for
achieving those goals and objectives.
Gather informations: company requires to gather information regarding employees skills
or abilities for doing work. And rate work force as passage level, ace or master level.
Make suggestions: After gathering data, organisation decide to take actions and make
some suggestions for achieving goals and objectives.
2.4 Agree a personal and professional development plan that is consistent with business needs
and personal objectives
My current SMART objectives for the year are:
 To finish my HTP training qualification with a good grade (Liebowitz and Frank,
2016).
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 Research into administration procedures, external companies, to implement different
administrative procedures
 To access education centre courses to increase my skills base
My personal development plan is:
 To complete all mandatory training that is required for next year
 To finish my HTP qualification
 To complete Microsoft word training at the education centre
2.5 Execute the plan within agreed budget and timescale
I understood my ranges of shortcoming and qualities that affected my expert mission. The
projects offered me the stage for improving my abilities in different administration positions.
Additionally, crevice examination is effectively attempted amid the temporary position as the
desires of the market are proficiently dictated by the projects embraced amid that period. Certain
models of operations have turned out to be instrumental in surveying the advance made in the
accomplishment of the underlying improvement arranges. The SWOT investigation assumed a
vital part. By breaking down the shortcomings and qualities, more endeavours are made on the
preparation projects to help in enhancing the ranges of shortcoming. The accessible open doors
likewise altogether helped in the improvement of the conceivable components to adequately
accomplish the required advancement arranges. My second objective was to access courses at the
education centre to increase my skills base. I still need to access this, I have had a look at the
wide range of courses they offer, some of them would !e very useful within my job role. The
main reason I wanted to look at the course at the education centre was to improve my letter
writing skills, unfortunately the education centre do not offer a course like this.
2.6 Take advantage of development opportunities made available my professional networks or
professional bodies
This would be taking advantage of development opportunities through a professional
body as it would be informative for me to work within a different administration team to see if
and how daily tasks are completed and to see if I could implement any different procedures
within our administration team. The capacity to get thoughts from individuals of different
statuses in associations and clients at various levels, the technique of persistent practice and
examination discussions has assumed a critical part in improving my shot of getting the
opportunity to take in more perplexing matters on managing individuals. On account of
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supervisors and pioneers of associations, comprehend that the procedure requires all round
thinking and useful and opportune approach in taking care of the issues.
Task 3
3.1 Explain how to set specific, measurable, achievable, realistic, and time-bound (SMART)
objectives.
It is important to set SMART objectives by having a target to work towards.
Specific: target should be specifically state what is going to be achieved. So goals must
be required and the target must have a rate, number, percentage or frequency in which it can be
measured.
Measurable: The desired outcome should !e something that can be measured, a reliable
system, method or procedure should be set in place to measure the progress of person achieving
the targets (Klingner, Nalbandian and Llorens, 2015).
Achievable: If the target made achievable you are more likely to be motivated to achieve
it so it should be made possible to obtain.
Realistic: The target must be made possible and relevant. It should be an objective that
you are willing and able to work towards.
Time bound: Setting a timescale provides focus, urgency and clarifies when you intend to
achieve objective. The target should be met within the given period of time.
3.2 Obtain feedback on performance from a range of valid sources
Managers trying to enhance the input procedure should first build up an exhaustive
comprehension of the sources of feedback.
Clients: Clients can be the most essential source of input. Organizations ought to request
input from clients about individual, group, gathering and administration execution (Megginson
and Whitaker, 2017).
Target information: information helps in utilising target feedback to a worker. As these
can be the most target source of feedback, however can likewise be deceiving.
Chief, supervisors and group pioneers: Pioneers regularly are a rich source of feedback.
They are experienced and have particular learning of the assignments their subordinates are
performing. They likewise have understood into organization techniques, approach and direction.
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Peers: Associates performing comparative employments can have a superior
comprehension of their companions execution than administrators and upper administration.
They can likewise give an alternate point of view to the input procedure.
3.3 Review progress toward personnel and professional objectives
when execution administration is specified, individuals think about the worker execution
evaluation or audit (Campbell, Jardine and McGlynn, 2016).
 Adjusting individual representative's everyday activities with vital business goals
 Giving perceivably and illuminating responsibility identified with execution desires
 Reporting singular execution to bolster pay and profession arranging choices
 Building up centre for expertise advancement and learning movement decisions
3.4 Amend the personal and professional development plan in the light of feedback received
from others
I will keep on using the best of my capacities to do back errands, and in addition request
help and direction when essential from the fund chairmen and my line supervisor. I have had to
amend one of my objectives on my appraisal as I have had to undertake training on taking
meeting minutes, this was not originally on my appraisal but now needs to be completed.
CONCLUSION
Self-managed learning is one of the most important parts of personal and professional
development. We need to have proper development plan to develop our skills and competencies.
The first and most important part is do SWOT analysis to know the weaknesses and
opportunities available in the market. We need to continuously evaluate our development plan
and improve it. In my case I need to work on time management and multi-tasking. We discussed
the three strategies for time management and I believe the first technique is the best suited
technique
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REFERENCES
Books and Journals
Books & Journals
Campbell, J. D., Jardine, A. K. and McGlynn, J. eds., 2016. Asset management excellence:
optimizing equipment life-cycle decisions. CRC Press.
Megginson, D. and Whitaker, V., 2017. Continuing professional development. Kogan Page
Publishers.
Klingner, D., Nalbandian, J. and Llorens, J. J., 2015. Public personnel management. Routledge.
Liebowitz, J. and Frank, M. eds., 2016. Knowledge management and e-learning. CRC press.
Frich, J. C. and et. al., 2015. Leadership development programs for physicians: a systematic
review. Journal of general internal medicine. 30(5). pp.656-674.
Coventry, T. H., Maslin‐Prothero, S. E. and Smith, G., 2015. Organizational impact of nurse
supply and workload on nurses continuing professional development opportunities: an
integrative review. Journal of advanced nursing. 71(12). pp.2715-2727.
Ramazani, J. and Jergeas, G., 2015. Project managers and the journey from good to great: The
benefits of investment in project management training and education. International
Journal of Project Management. 33(1). pp.41-52.
Katuu, S., 2015. The development of archives and records management education and training in
Africa–challenges and opportunities. Archives and Manuscripts. 43(2). pp.96-119.
Albion, P. R., and et. al., 2015. Teachers’ professional development for ICT integration: Towards
a reciprocal relationship between research and practice. Education and Information
Technologies. 20(4). pp.655-673.
Dent, S., 2017. Introduction. In Collaboration, Communities and Competition. pp.93-106.
SensePublishers, Rotterdam.
Online
The difference between personal and professional development.2014. [Online]. Available
through:<https://brayleinolearning.co.uk/blog/2014/october/09/what-is-the-difference-
between-personal-and-professional-development/>.
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