Report: Personnel and Professional Development Plan Evaluation

This report provides a detailed analysis of personnel and professional development plans. It begins with definitions of both personnel and professional development, highlighting the significance of setting short-term, medium-term, and long-term goals with illustrative examples. The report then delves into the benefits of a personnel development plan, presenting an example based on identified objectives. Furthermore, it discusses the impact of author, purpose, reliability, and relevance on source utilization, incorporating an evaluation of the sources used in the report plan. The report concludes by emphasizing the effectiveness of personnel development plans in achieving objectives and the importance of understanding factors affecting source credibility for effective utilization. The report includes references to support the information presented.

Report plan and
evaluation of
sources

Table of Contents
INTRODUCTION ..........................................................................................................................3
MAIN BODY .................................................................................................................................4
TASK 1............................................................................................................................................4
Definition of personnel and professional development plan......................................................4
Merit of short term goals along with identification of personnel examples .............................4
Merit of medium-term goals along with identification of personnel examples.........................4
Merit of long term goals along with identification of personnel examples................................5
Befits of personnel development along with an example build using identified objectives ......5
TASK 2............................................................................................................................................6
Discussion of effect of 'Author, Purpose, Reliability and Relevance' on utilisation of a source
....................................................................................................................................................6
TASK 3 ..........................................................................................................................................6
Evaluation of sources utilised in the report plan ........................................................................6
CONCLUSION...............................................................................................................................8
REFRENCES ..................................................................................................................................9

INTRODUCTION
Effective personnel development plan which includes achievable short term, medium-
term and long term objectives is helpful in gaining success in educational career and gain
advancement opportunities in professional field. Personnel and professional development plan
make effective contribution in attaining objectives swiftly. Description of personnel and
professional development plan is given in this report. Merit and definition of short term,
medium-term and long term objectives is given in this report along with appropriate examples.
Advantages of personnel development plan with example based on identified objectives is
provided in this report. Effect of Author, Purpose, Reliability, Relevance on utilisation of source
with evaluation of sources is given in this report.
MAIN BODY
TASK 1
Definition of personnel and professional development plan
Personnel development plan is a record of self reflection and enhancement documented
in writing which acts as an elaborate plan of action utilised to accomplish academic, personnel or
career based objectives. This plan helps in accomplishing various objectives by setting clear
objectives, identifying strengths and weaknesses and finding areas which require improvement.
Professional development plan is written document utilised to focus, asses and prioritise
professional development objectives. A professional development plan offers a visual outline for
growth and the skills required to achieve progress along with structured timeline (Bodine,
2019).
Merit of short term goals along with identification of personnel examples
Short term goals are those objectives which require relatively less time to achieve and the
time period for attaining these objectives is of short period as these objectives need to be
accomplished soon (Brown and Crippen, 2016). These goals require less than 1 year for
completion. Short term goals help enhance concentration and offer clarity which assist in
completion of long term objectives swiftly.
 Example 1: I wanted to gain knowledge related to business and entrepreneurship so I will
be taking short online courses for entrepreneurship.

 Example 2: My short term goal is to enhance my teamwork skills so I will start
participate in team projects and activities.
 Example 3: My short term goal is to enhance my listening skills so I will limit judgement
and pay attention to various emotional cues.
Merit of medium-term goals along with identification of personnel examples
Medium term goals are accomplished in relatively longer time period compared to short
term goals and usually take 3 to 5 years for completion. These goals build together to form a
long term goal. The benefits of building long term goals is that these goals allow individuals to
evaluate their progress and identify if they are making advancement while helping them stay at
the path of continuous progress (Harhai and Krueger, 2016).
 Example 1: My medium term goal is to gain a business degree which will be completed
in 3 years.
 Example 2: My medium term goal is to increase my time management skill and to
accomplish this goal I have started utilising 4-D time management tool.
 Example 3: My medium term goal is to improve my negotiation skills and I am taking
online courses to develop negotiation skills.
Merit of long term goals along with identification of personnel examples
Long term goals are those goals which require along time period for completion and
short term and medium term goals form the basis of completion of long term goals. Constructing
long term goal helps take decisions which create a path to achieve career, personnel or academic
aspiration and provide the individual direction for completing their long term objectives
effectively (Pugh and Broome, 2020).
 Example 1: My long term goal is to gain leadership position in a reputed business
firm for which I have taken leadership courses and actively participate in group
activities as a leader.
 Example 2: My long term goal is to enhance my critical thinking skills for which
I conduct regular self evaluation evaluate evidence related to important
information on daily basis.
 Example 3: My long term goal is to secure high paying job for which I am taking
various internships.

Befits of personnel development along with an example build using identified objectives
Personnel development plan is highly advantageous and includes various benefits such as
assisting in creating clear focus towards achieving various objectives. This plan outlines
activities required to accomplish certain objective with ways to enhance performance which
increases encouragement and helps reduce stress while enhancing skills of the individual for the
completion of their target objective (Bodine, 2019).
Objective Type Present
Standar
d
Standard
which I need
to attain
Time
required
Activity to attain
objective
To enhance
my listening
skills.
Short term
goal
5 out of
10
9 out of 10 7
months
By paying attention to
emotional cues and
remove personnel
biasses.
To enhance
my time
management
skills.
Medium-
term goal
6 out of
10
10 out of 10 3 years By utilising 4D time
management model.
To gain
leadership
position in
reputed firm.
Long term
goal
4 out of
10
9 out of 10 6 years By taking part in group
activities as leader
during my academic
journey to enhance my
leadership skills.
To secure high
paying job.
Long term
goal
7 out of
10
9 out of 10 9 years Take an internship in
international firm.
TASK 2
Discussion of effect of 'Author, Purpose, Reliability and Relevance' on utilisation of a source
In order to asses the credibility of sources, CRAAP test which is technique utilised to
check the worth of sources used in report.
 Currency: If the information is updated according to present situations.

 Relevance: Significance of information on the basis of requirement of the audinece and
appropriate level of information.
 Authority: Source of information and qualifications of the author.
 Accuracy: Authenticity of the content and if it is free from bias.
 Purpose: The reason for existence of information and weather it is opinion, fact or
propaganda.
TASK 3
Evaluation of sources utilised in the report plan
Sources Author Purpose Reliability Relevance
Bodine, J.L., 2019.
Preparing
nurse leaders
in nursing
professional
development:
Association
for Nursing
Professional
Development
Leadership
Academy.
Journal for
nurses in
professional
development,
35(6).
pp.351-353.
Bodine Professional
development
for leaders in
the fuels off
nursing.
Enhancing
leadership skills.
Relevant to
aspiring leaders in
nursing
occupation.
Brown, J.C. and
Crippen,
K.J., 2016.
Designing
for culturally
responsive
science
education
through
professional
development.
Brown Designing
culturally
responsive
science
education
through
professional
Effective and
responsive
professional
development.
It is relevant to
educators.

International
Journal of
Science
Education,
38(3).
pp.470-492.
development.
Harhai, M. and
Krueger, J.,
2016.
Competency-
based
professional
development.
Journal of
Library
Administrati
on, 56(8).
pp.939-956.
Harhai and
Krueger
Professional
development
on the basis of
competency.
This organisation
has been
achieving
reliability by
conducting
Professional
development
based on
competency.
Relevant to
individuals
seeking
professional
development.
Pugh, M. and
Broome, N.,
2020.
Dialogical
coaching: An
experiential
approach to
personal and
professional
development.
Consulting
Psychology
Journal:
Practice and
Research,
72(3), p.223.
Pugh and
Broome
Taking an
experiential
approach to
professional
development.
Assisting in
coaching for
professional
development.
Relevant to
coaching staff.

CONCLUSION
From the above report it is determined that personnel development plan is helpful in
attaining objectives in an effective manner. Short term long term and medium term goals are
required to construct an effective personnel development plan and attain aims present in the plan
in a timely manner. Usage of a source is affected by various factors such as Author, Purpose,
Reliability and Relevance which need to be understood for effective usage of a source.

REFRENCES
Bodine, J.L., 2019. Preparing nurse leaders in nursing professional development: Association for
Nursing Professional Development Leadership Academy. Journal for nurses in
professional development, 35(6), pp.351-353.
Brown, J.C. and Crippen, K.J., 2016. Designing for culturally responsive science education
through professional development. International Journal of Science Education, 38(3).
pp.470-492.
Harhai, M. and Krueger, J., 2016. Competency-based professional development. Journal of
Library Administration, 56(8). pp.939-956.
Pugh, M. and Broome, N., 2020. Dialogical coaching: An experiential approach to personal and
professional development. Consulting Psychology Journal: Practice and Research,
72(3). p.223.
Sharmahd, N., Peeters, J. and Bushati, M., 2018. Towards continuous professional development:
Experiencing group reflection to analyse practice. European Journal of Education, 53(1).
pp.58-65.
Yurtseven Avci, Z., O'Dwyer, L.M. and Lawson, J., 2020. Designing effective professional
development for technology integration in schools. Journal of Computer Assisted
Learning, 36(2). pp.160-177.
Zinko, R., Gentry, W.A. and Laird, M.D., 2016. A development of the dimensions of personal
reputation in organizations. International Journal of Organizational Analysis.