HND Unit 35: Personal and Professional Development Report and Analysis

This report examines personal and professional development, emphasizing Continuous Professional Development (CPD) and its impact on employees and organizations. It delves into learning theories, including experimental, single- and double-loop, and informal learning, and how feedback influences learning outcomes. The report analyzes various job roles such as HR Manager, Marketing Manager, and Quality Manager, detailing required skills and attributes, and includes a CV example tailored for an HR Manager profile. A SWOT analysis of the HR role is presented, alongside a reflective statement outlining personal development strategies. The report concludes by highlighting the importance of continuous development in a changing professional landscape and provides a comprehensive overview of skills, knowledge, and behaviors expected by HR professionals. References are provided using the Harvard referencing system.

Personal and Professional
Development

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................3
Task 1:.............................................................................................................................................3
Continuing Professional Development (CPD).............................................................................3
Evaluating CPD by individual:....................................................................................................3
Learning theories.........................................................................................................................4
Feedback affect on Learning:......................................................................................................4
Task 2...............................................................................................................................................5
Job roles and related qualification...............................................................................................5
CV for HR Manager Profile........................................................................................................6
SWOT Analysis of HR Job..........................................................................................................7
Reflective statement.....................................................................................................................8
CONCLUSION................................................................................................................................8
REFERENCES..............................................................................................................................10

INTRODUCTION
Personal development is growth of individual in terms awareness, talents and potential in
changing world. Professional development defines as growth of employees in the organization in
terms of skills, promotion, awards and rewards recognition. The report highlights Continuing
Professional Development (CPD) in the organization and ways in which employees and
employer attached to it. The report also discusses learning theories and its impact on knowledge
of individual. Feedback affects learning of individuals also describe in the below report. Report
also discusses about different job roles and building CV according to it. In the end personal swot
analysis and according it build a plan for the job roles.
Task 1:
Continuing Professional Development (CPD)
CPD define as learning activities of employees to increase their efficiency, quality and
productivity. This activity helps in leaning of individual to become conscious and proactive
(SKIBA, 2019). Continuous professional developments use various methods for professional
development of individual such as training programs, group meetings and events, e-learning and
suitable practices (Paine, 2019). Professional growth increases the chance of getting good job at
higher wages and also prepare for future threats and opportunities for individual.
Evaluating CPD by individual:
Individual engage in different professional development programs in the organization or
can join CPD firms which focuses on professional development. CPD Programs can be recorded
for better understanding of professional growth.
Engage in Continuous Professional Development:
Individual can engage in CPD by the company or because of personal interest for future
opportunities. Organization provides various training and development programs for employees
because of changing work system in the world and hence for continuous growth of the
employees as well as organization. Individual can also join in CPD programs at various training
and development centre available in the country which focuses on training for professionalism.
Record CPD:
Recording progress of individual against CPD is another important task. It includes date
of CPD with the length of course and training provider in Digital or diary record. Number of
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CPD point gets in the course and in the end certification of CPD by the employer or trainers.
Research and review time to time for better achievement.
Evaluate:
Evaluation helps to understand professional development of the individual by CPD. It
Can be evaluate by self assessment of perception and satisfaction and it also include competency
assessment of knowledge, skills and attitude. Professional performance assessment is another
way of evaluation of CPD.
Learning theories
Learning theory help individual in professional growth because cooperative interaction
with others. It helps individual in understanding and better functioning according to changing
business environment by proper behaviour, healthy relationship to achieve success. There are
three types of learning theory, namely Experimental, Single- and double-loop learning and
Informal learning (Worley, 2020).
Experimental Learning Theory
Learning from experiment is genuine among all learning theory and in this individual try
and try until get the final result. This process increase passion among the individual and increase
his experience.
Single- and double-loop learning Theory
Single focuses on detection and correction in the process and hence incremental changes
and on the other hand double loop emphasize on radical changes in the process (Gerken, 2016).
This theory helps in avoiding mistakes in the process and increases knowledge of employees
working in the organization.
Informal learning
Informal learning comes from observing others such as outsider ways of interaction and
understanding to the process of work that influence individual.
Feedback affect on Learning:
Feedback refers to response of the individual work by the observer. Learning improves
by checking changes according to feedback or it can serves as catalyst for the learning.
Management observe mistakes of employees in the workforce and give feedback for changes.
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This feedback helps employees in learning new things or removing mistakes which increase
quality, efficiency and productivity of work.
Task 2
Job roles and related qualification
HR Manager
Company need HR manager which helps the organization in hiring right workers and
their professional development with time to time training program for changing business world
(John and Taylor, 2016).
Skills and attribute:
Skills related to maintaining employees relation and increase their loyalty towards
organization is required by the organization in HR Manager. HR can operate and work
efficiently on Human Resources Information Software. It can focus on performance management
and hence any deviation can be reduced by proper training and development program. HR must
have ability to observe and find skilled, talented and motivate employees for the organisation.
Good communication to understand and analyses various problems in the organization
and between employees is one of attribute require for HR Manager Job. This job required HR
who has visionary approach for working in the organization. HR must follow the ethics for
example confidential details of the employees remain secretive.
Marketing manager
Marketing manager helps the organization in gaining large market share and attract large
number of customer to organization. This job required high skills with good communication and
visionary ideas to analyse and understand the market and customer.
Skills and Attribute:
Marketing manager has building team spirit and hence need teamwork skills (Mira,
Choong and Thim, 2019). This job also required effective communication to understand and
analyse the market and ability to connect with customers and other department in the
organization. This job also required organization and planning skills.
Marketing manage must follow the ethics of organization for any negative impact on the
organization for example negative branding of the competitor. This job requires visionary and
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flexible idea of manager and which can work according to changing market. Organization of
work is another attribute required for this job.
Quality manager:
Quality managers in the organization help in increasing quality of the product according
to customer and market demand.
Skills and attribute:
Quality manager need various skills for example skills of changing technology (Guest,
2017). Manager that can understand market and competitor’s product and make required change
in the quality of the product. The required job applicant must have understanding of quality
standard and process of the organization.
Manager need to have visionary approach in quality development of the product and
focus sustainable product development. Follow ethics to remove any deviation in the quality of
product.
CV for HR Manager Profile
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Jon Snow [phone]
HR Manager [e-mail]
London, Uk
Education:
 MBA in HR from Oxford University with 65%, 2017.
 Bachelor in Business administration from London business School with 60%,
2015.
 12th from Bishop School in commerce with 75%, 2012.
 10th of British School with 90%, 2010.
Experience:
 HR analyst in Tesco from 2017-2020
Organize various programs for employee’s growth and analysis
performance. Tesco talent hunt program manager to hire skilled worker in the
organization.
Skills:
 Team management
 Leadership
 Strong communication
 Organizer

SWOT Analysis of HR Job
Swot helps creating understanding of strength, weakness, opportunities and threats for
HR profile.
Strength:
I have strong communication skills to understand employees and other department
problem and resolve for example talent require at work by marketing department. My
presentation of various training and development program can easily understand by employees
and convince people. Time management and punctuality is another factor to influence and
idealise personality among others. Strong Knowledge of current software’s related to Human
Resource Management and hence i am able reduce time and cost of the organization for hiring
employees and organizing work structure. I have high confidence level at work is another
positive point for the profile (Phadermrod, Crowder and Wills, 2019).
Weakness:
I am fresher for other roles in the organization and hence decrease chances of growth. I
have no visionary approach for future growth. Understanding of HRM but lack of awareness for
hiring candidate from different field is another negative quality of me and hence decrease
chances of talent acquisition. Long meeting become difficult to understand for me and focus on
various perspective of the organization. Team participation is very low and afraid of raising
question is another negative point for the job profile.
Opportunities:
I am educated from Oxford University with high knowledge of HR skills can help in
create opportunities and help in getting job. Work in Tesco (Biggest Retail Company in UK) for
more than 3 year and hence greater understanding of retail industry which help me in getting job
at higher position in other retail industry.
Threats:
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I work for a single organization and hence increasing competition can create opportunity
for others. Lack of new HRM software understanding is another negative point of me and hence
increases chances of other employees to hire in the organization.
Reflective statement
Skills Time Frame Strategy Evaluation
Advance
Technological Skills
1 to 2 months require
for developing new
technological skills.
Participate in
technological
awareness and
learning programs in
the. Learn software
from couching
institute.
Performance analysis
with new software
and awareness of new
technology can help
in evaluating
technological skills.
Presentation Skills
1 month require to
gain presentation
skill.
Joining training and
development program
by the organization or
joining course outside
can help in increasing
presentation skills.
Assessment and
feedback by seniors
can help in evaluating
presentation skills
development and
remarks by self
assessment by
comparing with other
can also help in
evaluating.
CONCLUSION
Report can be concluded personal and professional development is demand of changing
world. It helps individual in addressing future opportunities and threat. Continuous professional
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development program such as Training and development helps in professional growth of the
employees. Report also focus on different jobs and require skills and attribute for example
performance management skill for HR role. CV describe experience and skills required by
employee for HR manager job and in the end job reflection help in understanding ways to
improve and evaluate professional skills such stage fear by stage presentation.
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REFERENCES
Books and Journals
SKIBA, Ł., 2019. THE IMPACT OF THE LEVEL OF POSSESSED SOCIAL
COMPETENCES FOR PROFESSIONAL DEVELOPMENT OF EMPLOYEES. In THE
9th INTERNATIONAL CONFERENCE ON MANAGEMENT (.p. 177).
Gerken, M., 2016. How do employees learn at work. Understanding informal learning from
others in different workplaces.
Paine, N., 2019. Workplace Learning: How to Build a Culture of Continuous Employee
Development. Kogan Page Publishers.
Worley, K., 2020. Let employees drive career development: how building a job framework
applies key critical learning theories.
Mira, M., Choong, Y. and Thim, C., 2019. The effect of HRM practices and employees’ job
satisfaction on employee performance. Management Science Letters.9.(6).pp.771-786.
Guest, D.E., 2017. Human resource management and employee well‐being: Towards a new
analytic framework. Human resource management journal.27.(1).pp.22-38..
Phadermrod, B., Crowder, R.M. and Wills, G.B., 2019. Importance-performance analysis based
SWOT analysis. International Journal of Information Management.44.pp.194-203.
John, R. and Taylor, B., 2016. Human resource management.
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