Personal and Professional Development: Evaluation and Planning Report

This report delves into the multifaceted realm of personal and professional development. It commences by exploring approaches to self-managed learning, emphasizing the VARK model and the importance of lifelong learning in both personal and professional contexts. The report then examines the benefits of self-managed learning for employees and organizations, followed by an analysis of solutions to work-based problems, specifically within the context of a retail environment. It further investigates various communication styles and time management strategies. The second task of the report focuses on evaluating current skills against professional standards, identifying development needs, and creating a personal and professional development plan. Finally, it outlines the processes required to implement the development plan, document development activities, and assess learning outcomes against original aims and objectives.

Personal and Professional
Development

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
1.1 Approaches of self managed learning...................................................................................1
1.2 Ways in which lifelong learning in personal and professional contexts could be
encouraged..................................................................................................................................2
1.3 Benefits of self managed learning.........................................................................................2
4.1 Solutions to work based problems........................................................................................3
4.2 Communication in variety of styles......................................................................................3
4.3 Time management strategies.................................................................................................4
TASK 2............................................................................................................................................5
2.1 Evaluation of own current skills against professional standards..........................................5
2.2 Identify development needs and activities............................................................................6
2.3 Identification of own development opportunities.................................................................7
2.4 Personal and professional development plan based on needs identify.................................7
3.1 Processes required to implement the development plan.......................................................8
3.2 Document development activities.........................................................................................9
3.3 Own learning against original aims and objectives...............................................................9
3.4 Update development plan based on feedback.....................................................................10
CONCLUSION..............................................................................................................................10
REFERENCES..............................................................................................................................11

INTRODUCTION
Professional and personal development is a process of evolution of an individual for
purpose of enhancing and developing own skills and abilities. One of the major advantages of
this report which avail people in making decisions in complicated condition as well as help in
attaining the objectives and goals (Alfaro and Quezada, 2010). This concept is linked with the
requirements of the development for an individual or organisation. There are several tools and
techniques which is used by one for the improvements of evolution process. The purpose of this
report is analyse various learning style, continuous learning methods and development plan. It
will also evaluate the communication style and levels in an organisation for the management of
time.
TASK 1
1.1 Approaches of self managed learning
Development is a concept in which an individual learn their lessons for which they make
efforts using various tools and techniques of learning. There are various approaches which is
used for the purpose of encouragement and achieving goals. Through the help of research,
analysis and survey, one can meet the objectives and goals more effectively. A person may
evaluate various sources for study such as articles, internet, websites, journals,, books and many
other that render long and short term learnings to one in regard of specific projects. Several
techniques that can be utilised ion this process which is discussed under:
 Seminar and Conferences: This is one of the effective learning style to get the self
managed learning for an individual or organisation. Through attending these, one can
collect various types of data and knowledge from different fields.
 Internet Sources: This is one of the most appealing and entertaining sources that render
wide range of products and services avail broadly in self managed learnings (Dabbagh
and Kitsantas, 2012). Through the help of this, self managed learning can be attained
availing in the development widely.
This is the major thing of survival either an organisation or a human being as they learn
for their lifetime. If the learning are shaped in effective way, one can develop their overall
personality same as if a company imply effective methods and techniques in company as well as
resolve issues within time, they can meet the success heights.
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For managing effective learning, one can use various effective theories and model for the
development. There are several approaches and models of learning. Here individual is optimising
VARK Model which is mentioned as below:
VAK or VARK model is stressed over the sensory notion of modalities like VAK model
of colleagues and Barbe as well as system of representational in programming of Neuro-
linguistic. Here are mentioned four sensory: Visual learning: Presentation of ideas through charts, diagrams, symbols etc. Auditory learning: learning through listening tapes, lectures, discussion etc. Write/Read learning: learning through reading books, journals and other stuff.
 Kinesthetic learning: learning through experiences such as touching, moving etc.
1.2 Ways in which lifelong learning in personal and professional contexts could be encouraged
This is fundamental for an individual, group or organisation to select the learning style
significant as this contour one's thoughts, ideas and views. There are various number of tools
which I can consume for gaining life-long learnings. The major feature of this learning is it direct
and lead the person for upcoming decision making. Here are mentioned the methods which can
be used for the life long learning by an in individual or organisation for workers: Analysis and Evaluation of own: An individual need to identify one;s one weakness and
strengths and prepare a development plan that can help in making the upcoming decision
making to an organisation or individual in better way. Collaborative Continuous Learning: This is the process where an organisation focus
over the development of their teams or employee for better outcome (Florian, 2012). One
of the major merit of it that this render wide and diverged opinions, knowledge and
information from various team members that can avail in resolving complex situation.
 Leadership: Following a leader or making a role model can avail not even an individual
but entire team toward development through supporting them rendering motivation and
direction to increase the productivity and performance.
Through the help of previous learnings one can manage the success and develop
themselves that direct an individual to continuous professional development. Here is one more
techniques of learning for professional and organisation:
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Apprenticeship is a learning method which concept work in field of machine learning and
artificial intelligence through Pieter Abbeel which is used by dynamic scenario and functioning
intuitively. Through this one can meet the criteria of CPD on convenient level.
1.3 Benefits of self managed learning
The self managed learning concept is so effective provide several direct and indirect
benefits to the individual or organisation in meeting success. This avail to become an amateur
into a professional. Here are some of those benefits are mentioned:
Benefits to employees Increased Knowledge Level: Under the individual learning process, an individual, one
can make the path more easy to achieve through gaining knowledge and skills of one. It
support in evolving one's personality. Enhance the ability of decision making: the tools which is used for self managed learning
can support a person in increasing the data and information and avail in dealing with the
complicated situation. It help in meeting the effective decisions at workforce.
Benefits to organisation Increase organisation operations efficiency: This enlarge skills and abilities of worker of
company and increase their skilled area which help in increasing efficiency of employee
and organisation itself. It boost the commercial outcome or activities of company.
 Encourage Team Performance: When a person work in team, they can come up with
effective and productive outcome through the help of various programs which is
organised for the betterment of work activities.
4.1 Solutions to work based problems
The company have to face different issues or menace which varies according organisation
type, size, and other elements. This is required for a manager to resolve the issues instantly as it
can restrain the growth and development of the company. I am aiming to work in Aldi which is
one of largest retailing company (Frost, 2012). Here are the work based issues in their
workforce:
Working Collaborative: The firm's workplace contain diverged employee group as the
company merchandise on the global market. According to the analyse it have been identified that
various departments of Aldi are lacking the collaboration and coordination affect the operations
of company negatively as well as can cause of increase costing of company. This is very
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essential for a manager to resolve the conflicts among worker and create a better understanding
among the department teams.
Solution: This can be solved through the help of various techniques and method: Encouraging team performance and working: In this, the manager or leader can
encourage the teams of various groups to perform well in order to meet the consideration
and understanding level among each other. It can be attained by conferences, seminars
and meeting etc.
 Communication channel evolution: To decrease complication and to gain the cooperation
among operations, the enterprise should develop more communicative ad effective
interaction channel (How To Solve Problems, 2017).
4.2 Communication in variety of styles
There are variety of styles of communication organisation organise at distinct levels to
consider explained as following: Verbal Communication: This is one of the most effective and famous form of
interaction. In the the sender use the help of words or signs for communicating their
information or message to the decoder. This is informal communication style in nature as
well as often occur at lower organisational level. This is fundamental for the sender to be
more effective and impressive in the matter of words for creating an impact among
workers. Non-verbal Communication: In this form of communication, the sender use facial
expression, body language, symbols and gestures for conveying message to the receiver. Public Communication: It is one of motivating communication style, in which one
render speech among the public with the purpose of inspiring or informing. It is used by
leader of Aldi for persuading worker or manager to rights direction. Written Communication: It is one of formal and common types of communication. In
this the sender use the words for conveying message in written format and deliver to the
receiver (Hicks and et. al., 2014). This is utilised by higher authorities or management of
an organisation. One of the major drawback of this process is it is very lengthy
communication process.
Model of Peter Honey & Alan Mumford
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This model is adopted by Kolb's model of learnings in which they renamed the cycle of
learning according to the experience in managerial services, reviewing and concluding the
experience and planning for further step. Second, they eliminated the learning in four stages i.e.: Activist: these people learn from their actions and experiences which are typically open
minded. Reflector: These reflect their surroundings which is happing around them and make the
judgements after analysing them. e.g. Child. Theorist: These people often seek the theory behind the actions.
 Pragmatist: These believes in experimenting the theories in their practices.
These avail an organisation or individual in practising various types of tactical,
operational and strategic levels through delivering them idea, option and opportunities by
analysing various different situation.
4.3 Time management strategies
The time management techniques is a scheduling process that help in prioritising and
listing tasks on the basis of their prosperities or urgency. This is very effective procedure
considered by a company which can help Aldi in saving cost of the company. Here are the time
framing strategies and stages which the respected organisation or individual should undertake: Determination of goals and objectives: This is require to set he objectives or goals of
oneself before managing or scheduling time on the basis of that list. Organise: In this process, the individual or organisation coordinate various activities that
ensure balance sources utilisation in the proper period of time. Scheduling: This is the written format work in which the manager or person schedule
entire tasks or activities on the basis of their priorities or urgency among the workplace. Proactive: In this stage, one identifies the space better the standard and actual skills of
worker or oneself. Time Bound: IT is the procedure in which manager use or adopt the techniques or
methods for attaining task on rights time.
 Focused: In this, manager or individual concentrate on accomplishment of work
activities.
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TASK 2
2.1 Evaluation of own current skills against professional standards
To meet desired outcome in more effective way, this is require for an individual or
organisation to analyse their own skills and abilities (Kennedy, 2011). The term s also popular as
the skill audit or self audit. The major advantage which the process render is it direct the
individual on the specific direction through leading rights method or techniques. Here are the
mentioned skills which a manager of store required is mentioned in this case:
Sl.
No.
Competencies and Skills Score Score
from
others
Variances
1 Issue solving skill 8 9 -1
2 Team development & Administration 7 9 -2
3 Good listening 8 6 0
4 Research skill 6 7 -1
5 Leading skills 9 6 3
6 My efficiency & impact 5 7 2
7 Quality standards? 6 6 0
8 Good team member? 5 7 -2
9 Leadership type? 7 4 3
In the above table, my evolution skills have been standardised. All positive number are
presenting my, strengths whereas all negative figures are indicate toward the drawbacks which I
consist. On the basis of this, I need to prepare my CV for further job and career:
CURRICULUM VITAE
Name:
Address:
Telephone number:
Email:
Carrier Objective: To structure a carrier in the increasing organisation, by that my skills
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become developed and I can perform with multiple efforts in accomplishment of objectives
(Wichadee, 2011).
Academic Qualification:
 Graduate Masters in marketing
Experience: Fresher
Personal skills:
 Capable to handle any situation
 Team spirit
 Honesty
 Compete any condition as well as grab opportunities
 Manage time decently Leadership skills
Declaration:
I solemnly declare that all information are totally pure.
2.2 Identify development needs and activities
Needs and requirements motivate an individual to make efforts. I need to analyse the
development requirements of myself to compare and analyse my skills and qualities to meet the
career objectives of myself (Mitchell, 2013). This is the initial stage of development which is
mentioned as follow:
 I need to improve my leadership and stimulation skills.
 I need to develop my interaction or communication skills.
I can use the mentioned tools and techniques for the desirables changes and attain my
requirements: Motivation Training: This can be considered as most effective development methods of
skills and qualities. In this, the learner are kept and an artificial surroundings are built for
criticise, appreciating and handling complicated situation. Conferences and Seminars: I can engage in various informational conferences, meetings,
events and seminars for increasing my communication and interaction skills. This can
render me opportunity to practices the learned skills and communicate more.
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 Managerial Guidance: The seniors and higher authorities can lead and suggest the better
options of development as well as avail me in meeting new skills.
2.3 Identification of own development opportunities
For improving abilities and skills as well as attain the career goals of future, this is very
significant for a person to arrange and utilise the opportunities in adequate manner. It will avail
in them in maintaining and achieving short and long term merits. To attaining this, one can
engage themselves in the mentioned activities:
 Through the appreciation in the organisation decision making process, one can penance
their ideas and skills. This helps in managing leadership skills of an individual through
this.
 Through involving in the brainstorming session of organisation or one's personal level,
support with creativity and innovative ideas can be achieved (Niess, van Zee and Gillow-
Wiles, 2010). This helps in developing project management skills of individual or an
organisation through undertaking this.
 SMART goals development and achievements process can help in meeting them in more
organised and effective way.
 Engage in seminars and conferences procedure can avail in earning life long and self
managed learnings which will lead an individual or organisation toward better
communication and interpersonal skills by enlarging the reach of communication
among people.
 Through using various social media platforms like twitter, Facebook, LinkedIn etc. It will
also increase the knowledge criteria and enhance the skills of communication of an
individual.
2.4 Personal and professional development plan based on needs identify
Development plan can assist an individual or company in developing activities I
organised way through managing proper time and outcome. Here is the development plan for me
to evolve my own skills and abilities:
SL.
no.
LEARNING
OBJECTIVE
CURRENT
PROFICIENCY
TARGET
PROFICIENCY
DEVELOPM
ENT
OPPORTUNI
CRITERIA
FOR
SUCCESS
TIME
SCALE
EVIDE
NCE
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TIES JUDGING
1 Leadership
skill
Recently, I am
using
autocratic
leadership
style.
I need to
develop the
leadership
style which is
suitable
according to
the situation.
Opportunity
of learning
from
manager
and other
working
levels.
On the
decision of
higher
authorities
and top
manageme
nt level.
15 days Writte
n
report
of high
manag
ement.
2 Communica
tion skills
I feel
hesitation
while publicly
speaking
which I need
to improve.
Tuition class
of speaking
skills and
formal
coaching
assistance
from guide.
Seminars,
events and
conferences
to practice
communicat
ion
(Communic
ation Styles,
2017).
Co-worker
and peer.
6 days Report
of top
authori
ty.
3 Effectivenes
s &
efficiency
I founds less
effect of my
skills in
practices.
Require to
evolve new
techniques for
evolution.
Direction
and support
of high
authorities.
Written
report.
2 months Opinio
n of
manag
ers
3.1 Processes required to implement the development plan
The procedure need to implement the effective development plan which can be consider
through analysing these points: Configuring Time scale: It is the initial phase of effective execution of development
plan. The activity of time and its duration is determined to finish for each task in the
schedule to attain. KSA (Knowledge, Skills and Abilities) Assessment: This is very fundamental for a
person to have the knowledge details about one's own knowledge, qualities and abilities
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for that they should identify the strengths and weakness for developing development
plan. Strategies of Learning: The person or organisation have to adopt one of several effective
strategies for accomplishing the desired requirements within determined time frame. This
is very fundamental step that avail the entire plan success. Resource: Beside all these steps, it is essential for an individual require to execute
effective plans for development plan achievement.
 Analysis of Feedback: This is final procedure which is analysed for the recognition and
limitation identification.
3.2 Document development activities
This is significant to remove gap between the standard and actual skills for increasing
outcome of one's performance (Pillen, Beijaard and Brok, 2013). Here are some points
mentioned that an an individual or manager of an organisation can execute in Aldi: Training: Through the help of training one can practices the activities which they desire
to achieve. The manager of Aldi can organise some trainings and development programs
for worker to meet the requirements as well as re Move GAP. Change Management: This is required to attain the entire phases which is maintained
here effectively. Manager and leader of a organisation wide role in this process. Strategies of Learning: It refer to strategies that firm or one use for meeting those set
objectives and goals. Research: Under it, leader or manager gather the information and data from various
sources to build the more effective plan of evolution.
 Evaluation and Monitoring: It is the final step in which the manager make the
alternation or modification in designed plan according his concern.
3.3 Own learning against original aims and objectives
Analysis of won learning can help in brining improvements in own skills in regard of
goals and objectives (Sargeant, Bruce and Campbell, 2013). Here are the main methods that can
be achieved by one for considering the mentioned steps: Formal Meetings: It is one of the effective method undertake by an organisation for the
purpose of development. After the evaluation and recognition of report findings through
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examining individual skills. In the end, the senior or higher authorities render
recommendations for upcoming evolution requirements.
 Own Motivation: Motivation is one of the most necessary elements which is required for
workplace issues resolution for a company. It is require to manage stimulation and
inspiration among the worker without which one can perform nil. IT is the major
elements that can encourage a person to seek and evolve new techniques to accomplish a
task.
3.4 Update development plan based on feedback
Alternation is required for a company or individual. Feedback analysis can help a person
in understanding the required improvements areas to make effective results. The major elements
which one can introduce changes are mentioned as follow: Training Methods: If the recent methods of training is not effective, than manager of
company need to develop new approaches or techniques of training and development for
supporting worker better knowledge and quality (Sabzian and Gilakjani, 2013). To make
learning process more effective, the manager can include interactive session techniques
as well as brainstorming methods in training methods. Different Approaches: To meet final outcome in efficient way, individual or manager
can make the changes in approaches utilise for process of learning of individual or
organisation.
 Inspiration Requirement: This is required for a person to manage the positive level and
optimise motivation level. It is the booster of one's life which lead an individual or
organisation toward better productivity dan meta work.
CONCLUSION
It can be summarised form the above report that development is essential process which
is necessary for an organisation and individual both. Through assistance of self-managed and life
long learning, an enterprise require to enhance the skills and productivity of one. The self
managed learning concept help one in developing themselves and meeting desired carrier or life
goals. Through managing time and development plan in effective way, both individual or
company can enhance and enlarge their abilities or qualities as well as avoid hindrance from path
of success.
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REFERENCES
Books and Journals
Alfaro, C. and Quezada, R. L., 2010. International teacher professional development: Teacher
reflections of authentic teaching and learning experiences. Teaching Education. 21(1).
pp.47-59.
Dabbagh, N. and Kitsantas, A., 2012. Personal Learning Environments, social media, and self-
regulated learning: A natural formula for connecting formal and informal learning. The
Internet and higher education. 15(1). pp.3-8.
Florian, L., 2012. Preparing teachers to work in inclusive classrooms: Key lessons for the
professional development of teacher educators from Scotland’s inclusive practice
project. Journal of Teacher Education. 63(4). pp.275-285.
Frost, D., 2012. From professional development to system change: teacher leadership and
innovation. Professional Development in Education. 38(2). pp.205-227.
Hicks, H. and et. al., 2014. Domain of competence: personal and professional development.
Academic pediatrics. 14(2). pp.S80-S97.
Kennedy, A., 2011. Collaborative continuing professional development (CPD) for teachers in
Scotland: aspirations, opportunities and barriers. European Journal of Teacher
Education. 34(1). pp.25-41.
Mitchell, R., 2013. What is professional development, how does it occur in individuals, and how
may it be used by educational leaders and managers for the purpose of school
improvement?. Professional development in education. 39(3). pp.387-400.
Niess, M. L., van Zee, E. H. and Gillow-Wiles, H., 2010. Knowledge growth in teaching
mathematics/science with spreadsheets: Moving PCK to TPACK through online
professional development. Journal of Digital Learning in Teacher Education. 27(2).
pp.42-52.
Pillen, M., Beijaard, D. and Brok, P. D., 2013. Tensions in beginning teachers’ professional
identity development, accompanying feelings and coping strategies. European Journal
of Teacher Education. 36(3). pp.240-260.
Sabzian, F. and Gilakjani, A. P., 2013. Teachers’ attitudes about computer technology training,
professional development, integration, experience, anxiety, and literacy in English
language teaching and learning. International Journal of Applied Science and
Technology. 3(1).
Sargeant, J., Bruce, D. and Campbell, C.
M., 2013. Practicing physicians' needs for assessment and feedback as part of professional
development. Journal of Continuing Education in the Health Professions. 33. pp.S54-
S62.
Wichadee, S., 2011. Professional development: A path to success for EFL teachers.
Contemporary issues in education research. 4(5). p.13.
Online
How To Solve Problems. 2017. [Online].Available through:
<http://www.bizmove.com/skills/m8d.htm>.
Communication Styles. 2017. [Online].Available through: <http://www.clairenewton.co.za/my-
articles/the-five-communication-styles.html>.
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