Personal and Professional Development: Skills and Competencies Report

This report delves into the crucial aspects of personal and professional development, emphasizing self-management learning, skills assessment, and the alignment of individual competencies with organizational objectives. It explores various approaches to self-management, including social networking, seminars, and internet resources, highlighting their benefits for both individuals and organizations. The report examines lifelong learning concepts, including Kolb's learning styles, and provides insights into solving work-based problems, effective communication styles at different levels, and time management strategies. Furthermore, it includes a self-assessment of skills and competencies, a personal development plan, and an analysis of development opportunities to meet current and future needs. The report concludes with a reflection on the implementation process, documentation of planned activities, and the alignment of learning with organizational goals, emphasizing the importance of feedback and evaluation for continuous improvement.

PERSONAL AND
PROFESSIONAL
DEVELOPMENT

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
1.1 Approaches to self-management learning.............................................................................1
1.2 Lifelong learning in personal and professional context........................................................2
1.3 Benefits of self-management learning to the individual and organisation............................2
4.1 Solution to work-based problems..........................................................................................3
4.2 Communication style at various level ..................................................................................4
4.3 Effective time management strategies..................................................................................5
TASK 2............................................................................................................................................5
2.1 Current skills and competencies against professional and organisational objectives...........5
2.2 Own development needs and the activities required to meet them.......................................7
2.3 Development opportunities to meet current and future need................................................8
2.4 Personal and professional development plan........................................................................8
3.1 Process and activities required to implement the development plan....................................9
3.2 Undertake and document of planned activities...................................................................10
3.3 Own learning against organisation aim and objectives.......................................................11
3.4 Development plan based on feedback and evaluation........................................................11
CONCLUSION..............................................................................................................................12
REFERENCES .............................................................................................................................13

INTRODUCTION
Personal and professional development is very important for organisation to get their
future objectives effectively. This is an examination process in which all the employees of
organisation evaluate their skills and abilities for different working approaches to improve them
for future success (Anderson and Anderson, 2010). It is a planning process that is clearly define
time management and activities management to get better outcomes of define goal and
objectives. For this professional and individual person id identify their development need,
identify development opportunity as well as develop a management plan to improve own
learning and skills for future success. This project reports is includes Kolb's learning theory as
well as benefits of self-management. After a research it is include personal development
portfolio for own development.
TASK 1
1.1 Approaches to self-management learning
Self-management is a process in which individual people find different ways of learning
and their skills development for a long term career goal. In this process they find effective ways
and idea that provide them something different or creative to observe for their future success.
Self-management learning gives people a chance to come up with own strategies and planning in
learning and development process. There are different techniques of self-management-
Social networking- Nowadays, each and every individual is directly or indirectly
connected with social networking that can be for enjoy or for learning. There are different social
networks available such as Facebook, twitter and YouTube where people spend a lot of time to
get various information about day to day life. An individual can easily learn different things and
increase their knowledge through social networking to use it in a positive manner.
Seminar and conferences- People can easily learn various things through seminar and
conferences because at this place, they get an opportunity to present their knowledge and thought
on different topics as well as learn new things from different people. In this process, they can
improve their confidence level to speak in front of various people and provide them own point of
view on different aspects of society (Avalos, 2011).
Internet- Internet is landscape their structure in society and between people. Currently
all the individuals are use internet for various things and this is provide them learning,
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knowledge, study material and information about everything. Through this people can acquire
the knowledge they need to successful in their organisation as well as in future.
1.2 Lifelong learning in personal and professional context
Lifelong learning is all about learn and get knowledge about different aspect that provide
their contribution to get higher success in future (Croft, 2010). For professional and individual it
is very important to improve their learning style to manage their objectives according to
organisation need. In this process many technique helps to get lifelong learning. In this Kolb's
learning style clearly define-
Assimilating: according to this process, some people are use their own ideas and techniques
because they do not want to use others ideas and their thoughts.
Accommodating style: They are the people who believe on their own concept and theories .
They provide their ideas according to their own sense and learning. These type of prople are very
practical toward their theories.
Diverging: The people come under this style are Artistic is nature although they need those job
which is requiring a brainwork ignoring physical effort. This kind of person has a thought of
observing and watching first then they make any step further.
Converging: Employee and people has great issue to solving skills in those people lies under
such method and person normally focuses on people not on the different concepts ever
(Cummings and Worley, 2014).
1.3 Benefits of self-management learning to the individual and organisation
Self-management is own learning and skill development process in which all the persons
learn different things to improve themselves in an effective manner. This provide is very helpful
for not only an individual but also for whole organisation to get their objectives in effective
manner. In this process, organisation also analyses their employee’s skills and abilities for future
goals. This is beneficial for:
Benefit for individuals- Through this process, individual learns different things to
improve their skills and abilities that helps them in their future approaches as well as in gaining
the desired career. This provides growth and development in their own working style. Through
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this process, they can be able to motivate their peers and juniors to work hard for successful
future. When an individual learns self-management then this provides benefits to organisation
because a single individual can be an inspiration for others. Self-management provides them
confidence to face various challenges of organisation as well as deal with their competitors in
effective manner (Dowling, 2014).
Benefit for organisation- Self-management of an individual helps an organisation to
achieve their own goals in an effective manner. This process provides them growth and goodwill
in the competitive market. Through the same, organisation can reduce their learning cost as well
as they manage their budget for future plans. Self-learning is important for an individual and for
organisation to get their desired outcomes easily. For this, a company needs to analyse about
their employee’s skills and abilities to improve them for future success.
4.1 Solution to work-based problems
It is an obvious thing, while organisation and employees are working together on
company related project, there will be issues that arises but it is very important to solve them
effectively to get higher growth in future. There are a thing that needs to remember about
conflicts that they are happens all the time and provide opportunities to improve system and
relationship between employees as well (Duncan-Howell, 2010).
Work-based problems- A organisation is faces various problem in different activities
and strategy to use it effectively. These are not related to problem that occur between their
employees but also related to create objectives, organise them as well as monitoring and
controlling. These conflicts are directly affect on organisations productivity and their employees
consistency toward the work. For this organisation need to know hoe to manage them and
overcome through various planning. Problem can be between management and employees,
workers and other staff members as well as employees and customers in their communication or
information providing techniques. So to remove them organisation need to take some effective
steps-
Solution for work-based problems- Organisation needs to take some steps to solve
these problems from their company. Some solutions can be-
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Improve communication skills- Communication of employees needs to be effective for
organisation, other workers ass well as for customers. This is helps to positively effect on their
minds. It will be helpful to convey their though and ideas to other in effective manner.
Providing training and learning to employees- Employees are the key strength of a
organisation who help to provide them desired outcomes. For this, organisation need to provide
them learning and training to improve their skills and working ability according to organisation's
need (Elliott, 2011).
Analysis and recognise different skills- For a manager it is very important analysis and
monitoring their employees skills and their working approaches to improve them for current and
future need. This think is provide opportunities to get desired outcomes easily and perform for
others task effectively.
4.2 Communication style at various level
It is very important for the management of the organisation to solve their employees
problem to communicate with them in effective manner. For this process, it is very important
that they use various style that provide them ability to understand their workers need and
problem which they can not ask. There are various style which will be used by each level of
management-
Controller style- This is a different and unique communication style to represent thought
in front of others. In this process manager is communicate very formally to their employees.
They are never work to develop their skills and ability, they only communicate with them to
control unnecessary activities from the firm.
Supporter style- In this process individual is improve their learning skills and gain
various things to recognise different circumstances and after use them according to its need.
They are low minded by their nature and never take a fair decision of different problems.
Analyser style- They are always take decision to observe each and every conflict that
why they occur and with will be their affect in future. They are less communicate with each and
every one but provide effective solution of various problem. They are monitor different
information regarding different activities to ensure them to monitor it in proper manner (Fullan,
2014).
Promoter style- They are always communicate with the employees to motivate them
toward their work and organisations need. They promote their lifestyle and skills. This type of
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individual have different style and personality to organise things in effective manner. It is very
easy for employees to work with this type of person who are task oriented and motivational.
4.3 Effective time management strategies
Time management for a organisation is very important to get their desired objective ta
particular timing. This will help them to work more consistently and with full focus. This is
important for not only a organisation but also for individual to manage their task and according
to time to reduce external burden from their objectives. According to...... the better you are
maintaining your task and managing your time, the more you will achieve from the expectation.
It is helps to reduce stress and improve working skills. There are different strategies for time
management are-
Clear focus- For time management it is very important to should have a focus on
particular task and work that need to be done in a specific time limit. Setting a clear focus on task
is reduce extra thinking and discussion on particular thing.
Focus on high value activities- This is very important for organisation and individual to
focus on high value activities that can take lots of time to fulfil them effectively. For this
organisation can make some strategies to distribute this kind of work to their skilled employees
who can complete them at a particular time period and provide effectiveness easily.
Minimize interruption- When a individual is make their own strategy or focus on
particular thing than they need less interruption that can be from external sources or from other
employees. Because after this type interruption it is hard to maintain same type of concentration
again on same task. So work should have to start with a strategy that nobody interrupt between
their processing (Levangie and Norkin, 2011).
TASK 2
2.1 Current skills and competencies against professional and organisational objectives
It is very important for a individual to evaluate their own skills according to professional
and organisational need. For this I need to evaluate my skills and ability for different approaches.
There are certain abilities that is required for for the post of manager and all these
abilities can be evaluate through self auditing -
S. No. Skills and Competencies Score Score from Variances
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others
1 Leadership skills 8 9 -1
2 Decision making skills 7 8 -1
3 Problem solving skills 9 8 1
4 Motivational skills 8 7 1
5 Communication skills 8 9 -1
6 Team building 6 8 -2
7 Research skills 9 8 1
8 Use of techniques 9 7 2
(Negative variance are represent my strength and positive variance are my weaknesses)
After this audit I represent my strength and weaknesses-
Strength Weaknesses
 I am a good leader and I have
leadership skills.
 I am good in decision making skills for
my employees and organisation.
 I can effectively communicate with
everyone.
 I am better in team building.
 I am not as much good to solve
problems.
 I am not effectively motivate to my
employees.
 My research skills are not good.
 I am not able to adapt advance
technologies.
As per this analysis I have prepared my curriculum vitae-
Curriculum Vitae
Name:
Address:
Telephone number:
Email:
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Career Objective: To Establish and build a career in a growing organisation, through which
my I can improve my skills and constant learning can be achieved.
Academic Qualification:
 Graduate
 Masters in marketing and Human resource
Experience:
 2 years working experience
Personal skills:
 Able to effective decision
 Team building and working
 Honesty
 Compete in any situation and grab opportunities
 Time management
 Leadership abilities
 Unit spirit
Declaration:
I solemnly declare that all information are totally pure.
There are certain things which I needs to improve, that have been identified in my personal audit
and its outcome as weakness.
2.2 Own development needs and the activities required to meet them
Own development for me is very important to get my desired outcomes and future
success. This will help to different opportunities for successful future (McNiff, 2010).
Strength Weaknesses
 I am good in decision-making skill  I cannot effectively use technology
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 I boost the whole team building process
 I am good in leadership
 My communication skill is very good
 I am not able to motivate people.
 My problem solving skills are not as
much effectively
 My research skills are not good.
Opportunities Threats
 Helps to utilize skills in different areas
 Provide desired objectives
 Improve research skills
 Connect with new technologies
 New competition
 Insufficient training and development
 Less productivity
 Conflicts
2.3 Development opportunities to meet current and future need
For a organisation it is very important to develop different opportunities for the company
and employees to provide them objectives. To gain various advantages it is necessary to search
possible opportunities which are available in the business or in external environment. For this
they need to-
Strategic planning- A perfect planning is provide maximum advantages to a individual.
Strategic planning is all about conduct or make different ideas for a particular objective. Without
planning operation can not completed effectively. So it is very important to make effective plans
for various objectives.
Skills management- After a effective analysis of employees skills and their capacity, it is
very important manage their skills and ability for organisation's need. In this process, manager is
provides them training and learning to improve their skills and capacity (Moon, 2013).
2.4 Personal and professional development plan
This plan is identify learning and development need that consider all the resources
required to help in achieve objectives. The personal and professional plan is given below-
S.
No
.
LEARNI
NG
OBJECTI
CURRENT
PROFICIEN
CY
TARGET
PROFICIEN
CY
DEVELO
PMENT
OPPORT
CRITERIA
FOR
JUDGING
TIME
SCALE
EVIDEN
CE
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VE UNITIES SUCCESS
1 Problem
Solving
Skill
I am not able
to provide
effective
solutions of
various
problems.
To solve
employees and
management
problem
efficiently.
Effective
training
and
learning
process as
well as
practical
issues can
help me in
this.
This will be
judged by
my team
members
1 month Team
members
2 Motivatio
nal skills
I am lacking
motivational
skills which is
creating a
barrier in
creation of
right
environment.
Theories and
methods of
motivating
others needs to
be learnt.
Seminars
and
conferenc
es,
lectures
from
motivatio
nal
leaders,
articles.
Subordinates 2months Colleague
s
judgement
3 Research
skills
My research
skills are not
effective.
I need to
develop right
skills,
knowledge and
abilities set
which will
enable me in
research and
development
Through
various
learning
events as
well as
professors
and
books.
The senior
managers
will assess
on the basis
of my
reports.
3-6
months
Senior
managers
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process.
3.1 Process and activities required to implement the development plan
All the organisations are require objective that can be short term and long term to achieve
their goal in effective manner (Nicholls, 2014). These activities helps to motivate their
employees as well as provide them target objectives that they need to achieve by their planning
and strategies. Fro this they need to maintain some schedule-
Goals Short term Long term
My goal is to achieve
setting target
objectives to the
organisation.
Short term goal is to achieve
objectives of the organisation.
Long term goal is to reach on
target objectives.
Skills and knowledge
to be learned-
I have improve my problem
solving skill.
Improve my research and
development skill.
How am I going to
acquire the skills and
knowledge?
Through various seminar and
conferences as well as live talks
Through various books and
professors help.
What resources do I
need?
Attending conferences Research new learning
What is my time
schedule?
1-3 months 3-5 months
Start When will I
start?
1st January 2018 1st March
Finish When do I
expect to finish?
21st March2018 30th July
When have I
completed each step?
Mid march Mid July
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3.2 Undertake and document of planned activities
According to this plan I can analysis about my own skills that need to improve for
organisation's objective and my own future success. These development activity will help me to
make effective planning and strategy for future need.
Period of task Action
undertaken
What is learnt
up till now
What to do next When
January-March Adopt problem
solving
techniques
Learning how to
solve difficult
situation
effectively.
Attending
meeting and
seminar to
improve them.
Same period
March- July Use research
techniques
Learn how to
effectively use
them.
Needs to do more
research to
observe them.
Within this period
3.3 Own learning against organisation aim and objectives
Through this process I can easily improve my skill that organisation need to change to get
future objectives effectively. As manger of the organisation I have many responsibility that needs
to fulfil effectively. In this process my performance and my employees performance need to
efficient for organisation's goal. Some other methods that helps to evaluate learning process-
 Senior head of the organisation helps to evaluate this thing effectively and they provides
learning and training if it is required (Reeves, 2012).
 Motivation to the employee helps to increase their own experience toward their working
approaches.
 The company need to gives training to their employees to know the use of technology
within an enterprise.
3.4 Development plan based on feedback and evaluation
This is a development plan which is based on organisation' feedback and my own evaluation
Objective number Objective Objective evaluation
1 Provide best training and By improve their skills and
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learning to employees ability of working
Objective met YES
Update action plan
Action plan-
Incomplete objective
number
Why the objectives
are not met
What needs to be
undertaken to
achieve the objective.
Revised target date
for completion
Improve employees
capacity
Increase productivity I need effective
workforce.
20th August 2018
CONCLUSION
From the above report it is concluded that professional and personal development is very
important for a organisation and individual to get future objectives effectively. This type of
individual have different style and personality to organise things in effective manner. Fro this
own evaluation and self research is provide their own role.
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REFERENCES
Books and Journals
Anderson, D. and Anderson, L.A., 2010. Beyond change management: How to achieve
breakthrough results through conscious change leadership. John Wiley & Sons.
Avalos, B., 2011. Teacher professional development in teaching and teacher education over ten
years. Teaching and teacher education. 27(1). pp.10-20.
Croft, A., et. al., 2010. Job-Embedded Professional Development: What It Is, Who Is
Responsible, and How to Get It Done Well. Issue Brief. National Comprehensive
Center for Teacher Quality.
Cummings, T.G. and Worley, C.G., 2014. Organization development and change. Cengage
learning.
Dowling, M., 2014. Young children's personal, social and emotional development. Sage.
Duncan‐Howell, J., 2010. Teachers making connections: Online communities as a source of
professional learning. British journal of educational technology. 41(2). pp.324-340.
Elliott, J. ed., 2011. Reconstructing teacher education (Vol. 221). Routledge.
Fullan, M., 2014. Leading in a culture of change personal action guide and workbook. John
Wiley & Sons.
Levangie, P.K. and Norkin, C.C., 2011. Joint structure and function: a comprehensive analysis.
FA Davis.
McNiff, J., 2010. Action research for professional development: Concise advice for new action
researchers. Dorset: September books.
Moon, J.A., 2013. Reflection in learning and professional development: Theory and practice.
Routledge.
Nicholls, G., 2014. Professional development in higher education: New dimensions and
directions. Routledge.
Reeves, D.B., 2012. Transforming professional development into student results. Ascd.
Sutherland, L., Howard, S. and Markauskaite, L., 2010. Professional identity creation:
Examining the development of beginning preservice teachers' understanding of their
work as teachers. Teaching and teacher education. 26(3). pp.455-465.
Zepeda, S.J., 2012. Professional development: What works. Eye on education.
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