Self-Management Learning and Development in Retail

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PERSONAL AND PROFESSIONAL DEVELOPMENT PLAN
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Table of Content
Introduction......................................................................................................................................3
Company Background.....................................................................................................................3
LO1: Understanding of self management learning for lifelong development.................................3
P1.1: Approaches to self management learning...........................................................................3
P1.2: Proposed methods of professional and personal development...........................................5
P1.3: Benefits of Self Management Learning..............................................................................7
M1: Identification and Application of strategies for finding solutions........................................8
D1: Critical reflection to own work.............................................................................................9
LO2: Responsibility of own personal and professional development.............................................9
P2.1: Evaluation of current skills and Competencies..................................................................9
P2.2 Identification of own development needs..........................................................................11
P2.3 Identification of development opportunities......................................................................12
P2.4 Justified personal and professional development plan based on needs (PDP Plan)..........13
LO3: Review of personal and Professional development plan......................................................14
P3.1 Activities and Process required for development plan......................................................14
P3.2 Documentation of planned development activities............................................................14
P3.3: Critical reflection of own learning on actual objectives...................................................15
P3.4: Up gradation of development plan on feedback...............................................................16
M2: Outline and Application of appropriate methods...............................................................17
D2: Framing responsible Activities...........................................................................................17
Conclusion.....................................................................................................................................18
Reference List................................................................................................................................19
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Introduction
Development plan refers to increasing capability or potential of an employee to perform better in
organisational operation. This study has focused on evaluating personal and professional
development plan of employees in an organisation. This study has been formulated by tackling
an example of WM Morrison Supermarket Plc, a UK based retail organisation that operates
business in both domestic as well as international market. This study has focused on making
effective personal and professional development plan that are required for a retail organisation to
maintain their business. This study also includes needs of this plan into organisational operation.
Different methods and procedures of personal and professional development plan have also been
discussed by researcher in this study.
Company Background
WM Morrison Supermarket Plc is a UK based retail supermarket that operates from Bradford
through 498 stores in national and international locations. Officials of this organization operate
their business with help of 110,000 on different shop locations and generated revenues of
£17,262 million last year (WM Morrison Supermarket Plc, 2019). Organizational mission of this
company is to value their customer’s money and vision is to become food specialist to everyone.
LO1: Understanding of self management learning for lifelong development.
P1.1: Approaches to self management learning
Self management learning emphasises upon variables that are being required for employees of an
organisation to understand and avail self learning management. This learning management is
also required for organisational operators to induce more capability in occupational workforce.
In this case, operators of WM Morrison Supermarket Plc officials encourage their employees to
us self learning and management. In this regard, employees of concerning organization primarily
use three significant tools.
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Figure 1: Approaches to self management learning
(Source: Given by researcher)
● Internet: Internet has been treated as a prime instrument and approach of self learning
management. Officials of concerning organisation encourage their employee base to
follow internet to understand latest technology and its operations (Chiang and Ling,
2017). In case of self management and development different technical strategies that are
being followed by other employees of business sector is required to get followed.
● Social Media: Officials of concerning organisation focus on their employee base to
maintain their development program in social media. In this regard, it can be stated that
employees of different organisations who share same social media platform can share
their strategies and views that can be proved to be helpful for organisational employees of
this company. In retail sector, employees are instructed to get in touch with their
customers to understand their demands and suggestions (Chui, 2017). Operators of WM
Morrison Supermarket Plc instruct their employees to follow suggestions of their
customers and upgrade their capability.
● Communication: Internal workplace communication is another significant approach of
self learning and management tool. In concerning organisation this tool has been noticed
in both senior to junior employees and junior to senior employees. It has been witnessed
that senior employees of this retail organisations are not that much tech savvy and
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SelfManagementInternetSocialMediaCommunication

perform tasks (Cox et al. 2016). Through effective communications that can learn use of
technology and imply it on their work pattern. On the other hand, junior employees of
concerning organisations can make communication with veteran employees about work
pattern and marketing strategy.
P1.2: Proposed methods of professional and personal development
Personal and professional development plans and strategies have been followed by business
organisations that conduct business in contemporary business sector. This study has been
focused on retail sector of UK that can be marked as one of the most revenue generating sector in
business sector. Thus, officials of WM Morrison provide methods to their employees for their
personal and professional development.
Figure 2: Professional and Personal Development Plan
(Source: Given by researcher)
● 90 Days Growth: Officials of WM Morrison provide this plan to their employees to
make their self assessment on retail business operation. They provide 90 days’ work
allocations to their employees and provide them take to make profit during this proposed
time slot.
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Methods

● Training and Development: Training and development tool has been insulated by
officials of WM Morrison to both their new and veteran employees. Training has been
provided to their employees who joined recently in organisational workforce. Training
includes acceptance of employee and their understanding about job role and performance
(Dolega et al. 2019). On the other hand, development programs have been insulated to
those employees who perform according to job role and needs development strategy for
making profitable outcome.
● Offer Learning Experience: Officials of WM Morrison has also started to offer learning
experiences of senior officials in organisational context. This instrument also plays
significant role to motivate their employees. Senior officials share their views to
employees and provide them strategies to learn from concerning sector. This process has
been injected in production and marketing department of concerning organisation.
● Think Beyond Training: In reference to retail business, employees of certain
organization are required to think beyond their training. Operators of WM Morrison
encourage their employees to use their human intelligence apart from artificial
intelligence. They also instruct their employees to build new plan and strategy for
business operation that can be fruitful for company to gain profitable outcome.
Along with those above mentioned approaches, officials of WM Morrison use Kolb’s Theory of
learning style. This theory deals on learning from self reflection
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Figure 3: Kolb’s Theory of Learning Style
(Source: Burns, 2016)
P1.3: Benefits of Self Management Learning
This study has been based on focusing of personal and professional development plan of WM
Morrison, a retail organisation that operate business in both domestic as well as international
sector. In context to that, this plan makes beneficial value for both organisation and employees
by its application on organisational workforce. This report has segregated both organisational
benefits for company and their employees.
● Benefits of Company: Organizational operation of any company depends upon their
employee base and its productivity. In this study, WM Morrison, a UK based retail
organisation has been taken as example. Due to professional and personal development
plan of employees, this organization has witnessed 5.4% growth in their revenue
generation (WM Morrison Supermarket Plc, 2019). In previous years, this organization
operated their retail business in 451 shops. In last year this organization has focused to
maintain business in other continent and opened 57 shops to operate their business by
personal and professional development of their employee base.
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Figure 4: Benefits of Self Management Learning
(Source: Given by researcher)
● Benefits of Employees: An organization is liable to follow plans to maintain their
employee base to perform their business and its expansion. Personal and professional
development plan help employees to upgrade their capability and productivity. Thus,
employees get their pay hike and promotion that helps them to secure their job and get
satisfaction over work (Erkip and Ozuduru et al. 2015). In response to WM Morrison, a
UK based retail organisation operates their business in both domestic and international
market. Thus, it can be reflected that employees of this organisation has followed both
business and customer management plan relates to personal and professional
development.
M1: Identification and Application of strategies for finding solutions
In case of getting solution regarding professional and personal development plan, operators of
WM Morrison instruct their managers and leaders to apply strategies for upgrading capability of
their employees. In this regard managers and leaders provide training to their employee
according to application of different strategies.
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● Set Goals: In order to provide personal and professional development plan to employees
of WM Morrison, leaders and management provide an organisational goal to their
employees within a certain time frame (Fletcher et al. 2016). It has been earlier
mentioned in this study that they follow a 90 day goal strategy for their employees.
● Educator Competencies: Managers and leaders of WM Morrison use this skill to
convey features of problems that are need to be pointed out by employees to solve. In
reference to that employees are conveyed different skills and abilities that are required for
meeting crisis.
● Make Job List: During training session of personal and professional development plan,
managers and leaders of WM Morrison instruct their employees to make a list of their
work allocations and problems. They also required maintaining a list of their problems
and after its evaluation they should prepare strategies to meet problems in contemporary
situation as well as future perceptions.
D1: Critical reflection to own work
This study has been formulated by researcher with above mentioned strategies into this study
with critical self reflection. Different strategies like Set goals, Educator competencies and Make
Job list of personal and professional development have been included in this study. In case of Set
Goal in different departments help employees to maintain a proper time slot and insulates self
learning derivatives to conclude allocated task in mentioned time frame (Jackson and Wilton,
2016). Educator Competencies include employee’s sense and knowledge about problems and
their mitigating skills. It has been stated that employee’s perception and intelligence has been
included in this measurement. Make Job List tool helps researcher to understand tasks and its
prioritisation. This list also includes solution of problems and their analysis.
LO2: Responsibility of own personal and professional development
P2.1: Evaluation of current skills and Competencies
This study has been focused on evaluating personal and professional development plan.
Researcher has framed own skills and competencies that have already acquired by researcher.
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This owns skill evaluation has been included into Educator Competencies of concerning plan.
Current skill and competencies of researchers has given below;
● Multitasking: Multitasking skill has been treated as current skill of researcher to perform
organizational operation. In discussion of that skill, researcher has stated capability to
perform 3 tasks at a single time frame (Kim et al. 2016). In retail operational business, en
employee must possess this skill in production and operation department.
● Teamwork: Researcher has been narrated as capable to perform teamwork to reduce
time consuming and induce excess time into newer job that can attract lucrative outcome
for retail business operation. Retail business of WM Morrison has based upon teamwork
of their employees.
Figure 5: Evaluation of Current Skills and Competencies
(Source: Given by researcher)
● Adaptability: Adaptability with workplace can be measured as another skill of worker in
retail business context. It has been mentioned earlier that WM Morrison operates their
business in international market. Therefore, they required workplace adaptability into
their workers as professional and personal development plan.
● Analysis: Researcher has prudent knowledge about market analysis and observation. In
order to expand retail business in international market, WM Morrison instructs their
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SkillsandCompetenciesAdaptabilityAnalysisMultitaskingTeamwork

employees to get trained to make effective analysis of market and remodel their business
policy.
P2.2 Identification of own development needs
This study has included skills and competencies of me as self reflection. On the other side, there
are also some skills and competencies of me, that need to be developed. These aspects have also
been mentioned in this study. For identifying these aspects, I have observed retail market and
operational style of their employees.
Figure 5: Identification of Development needs
(Source: Given by researcher)
● Leadership: Leadership plays vital role in retail business management. I do not have
adequate command in this skill. This skill is significant to order employees and
encourage them to induce labour in business operation. I also need development in
leadership to maintain employee balance of concerning organisation as well as
continuation of business operation.
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LeadershipManagementCustomerSatisfaction

● Management: Management includes systematic work chain in an organisation. In case of
operating retail business, it is required to have effective management skills to convey
officials demand to employees regarding profit generation (Lambiri et al. 2017).
Management capacity induces organisational profit and maintain work life balance of
workers and provide them promotion and remuneration as motivational tool. I also feel
occupational hazard due to absence of proper management skills.
● Customer Satisfaction: In retail business operation, customer satisfaction includes profit
and expansion. In this regard, I have to get proper training and development related to
customer satisfaction and management.
P2.3 Identification of development opportunities
In this study it has been mentioned there are certain development places which are need to be
developed by researcher to meet criteria of professional and personal development. Researcher
has primarily focused on leadership, management and customer relationship to conduct retail
business operation.
● Leadership: After getting training of leadership strategy and its implication, researcher
will be able to make strong command on employee base and encourage them to induce in
workforce operation. This development can also be fruitful to make command over
human resource department of concerning organisation (Morgan et al. 2017). Due to
effective leadership, researcher can maintain work life balance of employees and reduce
chances of employee conflict in organisational workforce.
● Management: Trained management skills help researcher to make effective decisions
during business operation. Retail business has been formulated under basis of supply
chain, production, commercialisation and customer relationship department. After getting
effective training related to management, researcher will be able to maintain all these
departments according to their performance.
● Customer Satisfaction: After getting effective training on customer management and
customer relationship, researcher will be able to get adequate feedback and suggestions
regarding business operation and strategy (Parker et al. 2017). These feedbacks and
suggestions will prove to be helpful for researcher to understand market risks and make
effective strategy to meet crisis.
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