Personal and Professional Development: A Manager's Perspective

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Manage Personal and Professional Development
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Table of Contents
Introduction................................................................................................................................3
AC 1.1........................................................................................................................................4
AC 1.2........................................................................................................................................5
AC 2.1........................................................................................................................................6
AC 2.2........................................................................................................................................7
AC 2.3........................................................................................................................................8
AC 3.1........................................................................................................................................9
Conclusion................................................................................................................................12
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Introduction
Personal and Professional Development is the process through which a particular individual
is able to improve their career portfolio so that they have more skills and abilities. It is
important for an employee to work on personal and professional development areas, as it
helps them to attain a better position within an organisation. For the consideration this
particular study, the role of a manager will be selected for an organisation. Here multiple
areas such as sources for development information will be attained; multiple trends that
influence an employee, the benefits of professional development will be illustrated. In this
study a development plan, skill gap analysis, and SMART objectives shall be enlisted. Here
aspects such as the timeframe within which a particular person can reach their goals and
become a more rounded individual will be highlighted.
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AC 1.1: Compare sources of information on professional development trends and their
validity
Sources of Information Strengths/ Advantages Weaknesses /Disadvantages
Professional bodies Reliable data that are
approved by several
professional heads (Lin et al.,
2014)
These bodies provide a dense
collection of information and
technical language from
which it might be difficult to
extract information (AK,
2019)
Professional networks Helps in attaining reliable
data that is recent in nature
Unconfirmed sources might
exist as well that could give
birth to rumours
Trade associations Provides actual day to day
data of trade and trends that
goes on within an industry
Only provides information
that pertains to a specific
industry (Orau.gov, 2019)
Organisation's employee
development department
Helps in being improving
productivity in the current
job role
Only helps in increase
developing the current skill
area of the present position in
which a subordinate is
employed
Training organisations Provides individuals with
several skills and abilities
Expensive
Internet It is a low to no cost process,
that helps in accessing a lot
of information
(Nationalservice.gov, 2019)
Unreliable
Table 1 Sources of Information
Professional development trends:
 Personalization – When creating a professional development plan, it is important that
it should specific and specialized so that the individualistic needs and gaps of the
employee are bridged (DW, 2019).
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 Robust Reports and Analytics - Several performance statements and systems are
created for the organisation as well as employees. In case an individual is able to read
and understand organisational data, then the likelihood to perform more than others
will be higher. These systems might include the learning management system (LMS).
 Experiential Learning Environments – In order to motivate individuals further, real
world situations and environment must be created such as selling simulation, high
stakes negotiation situation, and others (AK, 2019).
Their validity
In order to create a personalized learning program it is best to use the sources such as”
training organisations” (as referred above) as they were able to evaluate the needs of the
individuals quickly (opm.gov, 2019). This shall help them be able to develop in a much
quicker manner and would improve their career portfolio. In the decision making process of
the mangers for the betterment of the organisation, individualistic aspects such as robust
analysis, actual organisational information will help a person integrate with objectives in a
better manner (Benson et al., 2014).
AC 1.2: Identify trends and developments that influence the need for professional
development
Other identified trends and developments:
Responsive Design – Several online training platforms and courses exist that focus towards
giving an individual interactive process that gives more scope to learn faster. These platforms
take the help of e-learning authoring tools to provide a more immersive experience.
Virtual and Augmented Reality – This is the most sophisticated form of training process
where procedure where high graphics drivers are utilized to simulate a real life experience.
For instance, if an individual is required to learn driving then virtual reality (VR) procedure
can be initiated for them (Cipresso et al., 2018).
Bite-Sized Support Resources – Learning modules can be broken down into manageable
chunks that an individual can learn over a long period. In addition to that, peer evaluation
after learning completion can be performed as well.
Ways in which trends will influence and change:
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Systems or technology – The technological development in aspects such as VR, online
courses, and others, it has now become easier to interact with the learning material. Earlier it
was difficult as only textual material existed were the only mode of learning was through
reading.
Market changes – Trends such as Virtual and Augmented Reality, Experiential Learning
Environments and others, the level of reserves required to bring changes within an enterprise
is high. This in the long term affects the organisation’s ability to perform business activities
such as expansion, product development, and others.
Competition – Companies within the same industry wish their employees to have more
skills, therefore they utilize more resources towards attaining a more conclusive training
program. Competition alters as per the level of knowledge a particular organisation has about
another business.
Legislation – Within the United Kingdom sphere, there are several common regulations that
govern the direction in which an organisation moves. Some of these regulatory aspects
include laws such as the Employment Act 2019, Competition Act 2002, and others. All of
these functions as the umbrella through which an organisation is able to perform better
(Dwd.wisconsin.gov, 2019).
AC 2.1: Evaluate the benefits of personal and professional development
Personal and Professional Development Benefits:
Higher confidence – An individual is able to have a higher degree of confidence, charisma,
and foresightedness through which they are less likely to make mistakes.
Portfolio Development – When the resume of an individual evolves, it is more likely that
they will be able to get a higher position within the business in which they are operating.
Higher resourcefulness – Individuals are better able to understand how they can use the
equipment and material so that they are able to create superior products (opm.gov, 2019).
Better presence of mind – A person is able to be more responsive at the time when there are
difficult scenarios and is able to react better to the problems of others.
Potential costs:
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Financial cost – In order to enrol within professional development programmes many times
an individual has put forth his own reserves. This increases the level of a financial burden if
the course has many layers and has many technical hidden costs.
Loss of personal time – Being enrolled within a development program takes away the
personal time, which an individual might have, which may increase the level of stress one
has.
AC 2.2: Explain the basis on which types of development actions are selected
The different types of development actions might be as follows
Training courses
These courses look over the development of an individual in a methodical manner. Here there
are several segments and seminars, which help people to improve (Ford, 2014.).
Companies that provide incredible Professional Development:
 Schellman – This organisation provides top of the line training on aspects such as
CPA, CIA and other accounting methods that allow an individual to manage aspects
such as their budget better.
 Goldman – Similar to the above, this enterprise provides holistic training on every
aspect of banking so that better management of money and financial risk assessment
can occur.
 Walgreens – The type of training, which Walgreens is known to provide, is on areas
such as leadership and merchandising.
Different learning methods
 Visual learning – This method helps an individual is able to learn through aspects
such as pictures, tables, drawings, and other visual aspects.
 Auditory learning – Through this form of learning, audio chips, music and voice
commands are used so that there is better learning.
 Memorization – Here methods such as the PEG technique, the link system, and
others are used so that there is mental connection over the items required to learn
Coaching
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The teacher or trainer is directly involved with the trainee in his pathway to improvement
through this method. Here any mistake, which the candidates make, is evident immediately to
the trainee (Benson et al., 2014).
Mentoring
Through this development method, instructions are given to an individual and the person is
left to their own accord to that they can learn through missteps and errors
Chosen training and development action: For a particular individual it has been determined
that, the best form of training might through Walgreens with audio and visual learning tools.
Those will an individual to have long-term leadership that will help them in any industry.
AC 2.3: Identify current and future likely skills, knowledge, and experience needs using
skills gap analysis
Identified skills, knowledge, and experience: After evaluating the existing skills of an
individual it has been determined that, they have abilities such as good communication skills,
interpersonal abilities, accounting knowledge, and others.
Steps for skills gap analysis
Step 1: Planning – Irrespective of which industry an individual is present in, one of the most
crucial skills in the long run is leadership. This implies that the primary gap for the above-
evaluated individual is the ability to command others.
Step 2: Identifying the essential skills – In order to develop leadership, aspects such as
personal initiative, teamwork, and other areas are essential.
Step 3: Measuring the current skills – In order to measure the above-mentioned strengths,
analytical tactics such as peer evolution and performance testing might be used.
Step 4: Taking action on the data – In accordance with the leadership gap that has been
discovered, a small team of twenty people can be created for the individual to lead and
develop their skills.
Steps for Professional Development Plan
Assess where you are now
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After evaluation, it has been determined that the individual is in the primary stages of his
career
Identify your specific career goals
The individual’s specific goal career is to be able to have better communication skills through
which they are able to perform better in any industry.
Gather information
In order to gather information about the individual results of previously done personal tests
must be evaluated.
Identify what professional skills you already have and which you need to work on.
Through the skills gap analysis, it has been identified that the area needed to be worked upon
is leadership (Stewart, 2014)
Choose how you will accomplish your goals.
The way this goal will be attained in through managing a small team within an organisation
Develop a timeline for accomplishing your specific targets and goals.
In order to develop these skills, a timeframe of 1 year
Write it all down.
A written checklist through SMART objectives must be created.
Evaluate your plan.
When evaluating the plan it has been ascertained that there are high chances of this process
succeeding.
AC 3.1: Explain how to set specific, measurable, achievable, realistic, and time-bound
(SMART) objectives
A SMART objectives plan will be created here down below to know how to develop an
individual further.
Smart objectives for professional and personal development
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Particulars Specific Measurable Achievable Realistic Time-Bound
Actions Leadership
skills and
abilities will
be focused on
so that better
management
of employees
may be
attained.
In order to
measure
leadership,
employee
relations,
team output,
and other
aspects will
be analyzed.
This is a
highly
achievable
goal as other
public figures
such as Steve
Job, Bill
Gates and
others through
time have
been able to
develop these
traits (Bjerke
and Renger,
2017).
The needs of
the
organisation
are to manage
its
subordinates
in a more
effective
manner. Since
other
managerial
heads have
been able to
attain this goal
earlier, it can
be attained by
the selected
other
individual as
well.
It is
anticipated
that the
individual
will be able
to attain a
higher leader
within the
coming year.
Table 2 SMART Objectives
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Conclusion
In the above-conducted study, the case of an individual has been taken who requires
professional and personal development. The above study can be broken down into six major
parts. In the initial stages, sources such as training organisations, internet, and others have
been illustrated. Along with which changes that might take place in areas such as
organisational competition, legislation has been detailed. Following which personal benefits
such as higher resourcefulness, confidence, and others have been highlighted. Multiple well
known, training, coaching and other learning companies have been elaborated where
accounting leadership and others have been selected. In the final stages of this report, a
SMART objective for the selected individual has been taken. Here it has been determined
that leadership is the best area for improvement in the coming year.
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Reference List
AK, S. 2019. Continuing Professional Development in the Twenty-First Century. - PubMed -
NCBI . [online] Ncbi.nlm.nih.gov. Available at:
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gap. Human Behavior, 30, pp.519-525.
Bjerke, M.B. and Renger, R., 2017. Being smart about writing SMART objectives.
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Cipresso, P., Giglioli, I., Raya, M. and Riva, G. 2018. The Past, Present, and Future of
Virtual and Augmented Reality Research: A Network and Cluster Analysis of the Literature.
Frontiers in Psychology, 9.
DW, C. 2019. Emerging trends in professional development. - PubMed - NCBI . [online]
Ncbi.nlm.nih.gov. Available at: https://www.ncbi.nlm.nih.gov/pubmed/10812876 [Accessed
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Dwd.wisconsin.gov, 2019. Fair Employment Law. [online] Available at:
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Jul. 2019].
Ford, J.K. ed., 2014. Improving training effectiveness in work organizations. Psychology
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Lin, Y., Hu, X. and Wu, X., 2014. Quality of information-based source assessment and
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