Personal and Professional Development Plan: A Detailed Report

This report delves into the realm of personal and professional development, emphasizing self-managed learning and the creation of a personalized development plan. It begins by comparing various sources of information on professional development trends, identifying key influences, and assessing current and future development needs. The report then explores the benefits of personal and professional growth, detailing different types of development actions and strategies for identifying skill gaps. A significant portion is dedicated to the development of a comprehensive personal and professional development plan, including SMART objectives and methods for obtaining performance feedback. The report also covers the execution of the plan, addressing timescales, budgets, and the advantages of development opportunities. Finally, it examines how to set SMART objectives, obtain feedback, review progress, and amend the development plan based on the findings. The report offers a practical guide to achieving personal and professional growth.

Manage personal and
professional
development

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
1.1 Compare sources of information on professional development trends.................................1
1.2 Trends which can influence the need of professional development.....................................1
1.3 Own current and future development needs..........................................................................2
TASK 2............................................................................................................................................2
2.1 Benefits of personal and professional development .............................................................2
2.2 Types of development action................................................................................................3
2.3 Identify future and current skills, knowledge and experience ............................................3
2.4 Develop a personal and professional development plan ......................................................4
2.5 Execute the plan with agreed timescale and budget .............................................................5
2.6 Advantage of development opportunities.............................................................................5
TASK 3............................................................................................................................................5
3.1 How to set SMART objectives.............................................................................................5
3.2 Obtain feedback on performance from various sources........................................................6
3.3 Review progress towards personal and professional objectives...........................................6
3.4 Amend personal and professional development plan ...........................................................7
CONCLUSION................................................................................................................................7
REFERENCES................................................................................................................................8

INTRODUCTION
Personal and professional development assignment is based on the self-managed learning
and creating the personal development plan based on that. Self-managed learning gives
opportunities to people for making their own strategy in learning process (McNiff, 2010).
personal and professional development assignment contains the details about the various
approached to self-managed learning and later the action plan for achieving the personal
development plan.
TASK 1
1.1 Compare sources of information on professional development trends
These are the main trends of professional development, such are stated as under: - Go portable – Training associations of various kinds and sizes have been going versatile,
conveying preparing here, there and all around, making learning as available as could be
allowed. Consider a versatile learning – Adaptive learning and separation has dependably been at
the heart of good educating; empowering understudies to learn at their own particular
pace utilizing assets that suit their level of learning.
 Adjust to business targets – One of the primary business goals of any preparation
association is to keep up or enhance learner maintenance and accomplishment rates and
all conveyances of preparing is adjusted to accomplish this.
1.2 Trends which can influence the need of professional development
Leadership programs are being retooled for globalization. Some companies have long had
a global dimension to their development initiatives. But others find they must now play catch up
or lose ground in an increasingly competitive global marketplace.
Core skills are a renewed focus. Classic programs devoted to basic skills often suffered
during the recession, taking a back seat to specialized modules that met immediate business
challenges (Avalos, 2011).
More and more employees now seek entry into leadership programs. If the selection
process for programs once had a low profile, ambitious individuals now volunteer themselves for
any kind of leadership development offering.
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1.3 Own current and future development needs
It is critical to have the capacity to assess your own execution in own part as this makes
people mindful of what should be enhanced and how to do as such. They can direct a SWOT
examination as this recognizes both inside and outer elements. Qualities and shortcomings are
inside variables that influence advancement from inside the association. Openings and dangers
are outer elements exhibited by nature outside the association (Hutchison, 2010). As of now my
qualities incorporate; having the capacity to get new abilities rapidly, arranging my time
effectively, organizing undertakings appointed to me inside my part and having the capacity to
impart well inside a workplace. Be that as it may, considering these aptitudes, I trust they could
all be created and enhanced as this guarantees vocation movement. There are numerous courses
for me to get some answers concerning profession openings and pathways I could take. And in
addition this, instructional classes are normally all around promoted inside my working
environment; nonetheless I can simply get some information about any extra preparing and
openings that would profit me. Dangers are potential obstructions that could ruin profession
movement.
TASK 2
2.1 Benefits of personal and professional development
Major advantages of personal and professional development is stated as under: -
Self-awareness- Personal development begins with self-awareness. Values, beliefs and
the purpose for which individuals wants to pursue. True fulfilment can never come from chasing
other people’s dreams. If you want to achieve lasting happiness, you need to design your life
based on who they are. Then you can chase your own goals and objectives. Self-awareness is the
first fundamental step in the personal development process.
Improved focus and effectiveness - With personal development comes clarity. Even with
an improved sense of direction, there will always be multiple tasks looking for your attention. As
your personal development improves, prioritisation becomes much easier. Individuals have to
clear from their own objectives and can quickly identify which task will give them the best result
with the resources available at that moment.
More motivation - There will be tough times in life. When these tough times occur, you
need to have the skills and attributes to deal effectively with them. Personal development cannot
prevent all bad things from occurring but it will help you deal with them when they do.
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Employees will have greater confidence, resilience, personal and interpersonal skills to cope with
any eventuality.
2.2 Types of development action
The main types of development actions are stated as follow: -
Self-Development - Reading selected books that relate to a development goal to increase
knowledge, gain a new perspective, or enable one to learn the basics of an unfamiliar field
(Cottrell, 2015). Observing others who have considerable expertise in a skill or area in which one
needs to grow and develop can be extremely valuable.
Feedback and Coaching - Actively seeking feedback is highly developmental, and can
be very valuable if one is truly open to listening and committed to taking action to improve.
Trusted peers or colleagues can observe performance or behaviour and provide feedback.
Business partners and customers can be valuable sources of feedback and coaching as well.
Skill Practice - Another type of development action is practising the new behaviours
associated with a development need in a safe environment.
2.3 Identify future and current skills, knowledge and experience
Below mentioned different stages that are involved in formulation of skill gap analysis,
such as-
Identify Business Goals - To remain competitive, small businesses typically need to
maintain a skilled work force. Assessing the critical skills needed by an organization allows the
company to ensure current and future employees possess the right skills to enable optimal
business performance.
Collect Data - Create a skills inventory to list the skills and knowledge to perform each
role in the company (Reeves, 2012). Additionally, conduct focus groups or create an online
survey using a tool such as Survey Monkey, Zoomerang etc. to gather information. Compare the
outcomes of experts with the outcomes of less experienced personnel to identify the tactics used
by skilled professionals.
Analyse the Data - Prepare a report that lists the missing skills and knowledge required
to complete work successfully. Other typical gaps can involve project management, sales,
technical or customer service skills.
Draft a Training Plan - Successful training professionals may develop curricula using
the resources provided which lists professional associations affiliated with a wide variety of
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occupations. After analysing the gap between the current performance and the desired
performance levels, effective training professionals design, create, deliver and evaluate
interventions that enable employees to develop both professionally and personally to achieve the
desired state.
2.4 Develop a personal and professional development plan
Learning
objectives
Present
proficiency
Desired
proficiency
Growth opportunities Time
require
d
Evidence
Focussed Not so
focussed
towards
work.
To become
more
concentrated
.
Self learning exercises
and meditation will help
in improving
concentration.
1 week. Self assessment.
Temperame
nt
Involved in
disputes due
to high
temperamen
t.
I have to
overcome
my anger
issues.
Following an effective
leader will be beneficial.
5 days. Colleagues
Ability to
work in
pressure.
Inefficient
in
performing
effectively
in pressure.
Need to
become
more
efficient in
working in
pressure.
Training and
development sessions are
available where
individuals are given
classes to handles work
pressure.
4
weeks.
Management.
Creative and
innovative.
Improvemen
t is required
to deliver
innovative
thoughts at
work place.
Improve
creativity to
develop
innovative
ideas and
thoughts.
Involvement in decision
making activities will be
an better opportunity.
1.5
weeks.
Administration.
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2.5 Execute the plan with agreed timescale and budget
An extensive variety of techniques were fused to guarantee the achievement of the first
improvement arrange. While trying to guarantee the accomplishment of expert aptitudes in
administration, understudy openings assumed a basic part separated from the preparation
programs (Dabbagh and Kitsantas, 2012). Through the assistants, I understood my ranges of
shortcoming and qualities that affected my expert mission. The projects offered me the stage for
improving my abilities in different administration positions. By breaking down the shortcomings
and qualities, more endeavors are made on the preparation projects to help in enhancing the
ranges of shortcoming. The accessible open doors likewise altogether helped in the improvement
of the conceivable components to adequately accomplish the required advancement arranges.
Positive open doors gave stages to enhancing individual and expert abilities.
2.6 Advantage of development opportunities
Organisations with individuals from different social foundations and with various mental
points of view on issues offered a stage for learning and seeing how some of these individual
aptitudes can be achieved, and furthermore how they can be utilized as a part of the expert field.
The capacity to get thoughts from individuals of different statuses in associations and clients at
various levels, the technique of persistent practice and examination discussions has assumed a
critical part in improving my shot of getting the opportunity to take in more perplexing matters
on managing individuals (Jasper, 2011). Associations or workplace include diverse individuals
from different foundations, societies and individual objectives and attributes.
TASK 3
3.1 How to set SMART objectives
SMART objectives guarantees targets are straightforward and simple to reach. Normally,
it remains for particular, quantifiable, achievable, practical and time-related, however, varieties
incorporate, key, assignable, goal-oriented, applicable, sensible, time/cost constrained and time-
based.
The requirements I have distinguished on my arrangement are all sensible as they identify
with my administrator part and my association. They are particularly as I have delineated how I
will address them and who I will approach in the event that I require help. A particular
explanation behind these objectives is to guarantee I am persistently creating professionally, as
well as scholastically and actually too. As I am right now preparing, these necessities will be
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tended to through the span of my program, and accordingly there are no particular dates for when
they are to be finished/accomplished. Also, it is hard to quantify these sorts of targets, be that as
it may I will attempt to request verbal criticism from my line chief in wording how well I am
advancing with each.
3.2 Obtain feedback on performance from various sources
Customers - Customers can be the most important source of feedback. Companies
should solicit feedback from customers about individual, team, group and management
performance. They should do so using surveys, customer visits, a complaint system and customer
focus groups.
Objective data - Statistical measures, KPI and real-time data should all be used to
provide objective feedback to an employee. These can be the most objective source of feedback,
but can also be misleading. For instance, service level may not be the best measurement of
performance for customer service representatives whose goal is to increase customer satisfaction
(Rajagopal and et. al., 2011).
Supervisors, managers and team leaders - Leaders typically are a rich source of
feedback. They are experienced and have specialized knowledge of the tasks their subordinates
are performing. They also have insight into company procedures, policy and trajectory. Thus,
they likely have a comprehensive understanding of the employee’s performance.
3.3 Review progress towards personal and professional objectives
A successful execution administration prepares empowers administrators to assess and
measure singular execution and streamline profitability by:
Adjusting individual representatives' everyday activities with vital business goals
Giving perceivability and illuminating responsibility identified with execution desires
Reporting singular execution to bolster pay and profession arranging choices (Manning
and Bucher, 2013).
Building up centre for expertise advancement and learning movement decisions
Making documentation for lawful purposes, to bolster choices and decrease question
In view of the criticism given to my fund preparing, I will keep on using the best of my
capacities to do back errands, and in addition request help and direction when essential from the
fund chairmen and my line supervisor. I will keep on following the school`s strategies when
putting requests and handling solicitations; these are expressed in the approaches "Budgetary
6

Procedures" and "Monetary Regulations" which are both accessible on the staff
share(Cartwright, 2003).
3.4 Amend personal and professional development plan
In view of the criticism given to my fund preparing, I will keep on using the best of my
capacities to do back errands, and in addition request help and direction when essential from the
fund chairmen and my line supervisor. I will keep on following the school`s strategies when
putting requests and handling solicitations; these are expressed in the approaches "Budgetary
Procedures" and "Monetary Regulations" which are both accessible on the staff shareWith
respect to my advancement arrange and in light of my survey from my line director, my
emergency treatment preparing is on-going, and I will keep on adhering to the pertinent
approaches; "Organization of Medicine" and "Emergency treatment". I am positive about
regulating and controlling pharmaceutical to understudies, and reporting the right information in
the reasonable document in accordance with school methodology
CONCLUSION
From the above mentioned report, it has been analysed that individuals have to prepare a
personal and professional development plan so as to get high growth and success in their career.
They need to certain goals and objectives with a proper time framework then work accordingly.
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REFERENCES
Books and Journal
Avalos, B., 2011. Teacher professional development in teaching and teacher education over ten
years. Teaching and teacher education. 27(1). pp.10-20.
Cottrell, S., 2015. Skills for success: Personal development and employability. Palgrave
Macmillan.
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.
Hutchison, E. D., 2010. Dimensions of human behavior: The changing life course. Sage.
Jasper, M., 2011. Professional Development, Reflection and Decision-making for Nurses (Vol.
17). John Wiley & Sons.
Manning, M. L. and Bucher, K. T., 2013. Classroom management: Models, applications, and
cases. Pearson.
McNiff, J., 2010. Action research for professional development: Concise advice for new action
researchers. Dorset: September books.
Rajagopal, K. and et. al., 2011. Understanding personal learning networks: Their structure,
content and the networking skills needed to optimally use them. First Monday. 17(1).
Reeves, D. B., 2012. Transforming professional development into student results. Ascd.
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