Professional Development: Mentoring, Skill Development, and Training

This assignment focuses on professional development, specifically addressing challenges faced by new employees and strategies to enhance their performance. It emphasizes the importance of mentoring, highlighting how it provides guidance, builds confidence, and fosters loyalty. The assignment also explores the benefits of professional publications, detailing how they contribute to continuous learning and awareness of industry changes. Furthermore, it underscores the significance of technical skill development, illustrating how it improves decision-making, increases employability, and promotes internal mobility within an organization. References from various scholarly articles support the discussed strategies, providing a comprehensive understanding of professional development practices.

Running head: PROFESSIONAL DEVELOPMENT
PROFESSIONAL DEVELOPMENT
Name of the student:
Name of University:
Author Note:

1PROFESSIONAL DEVELOPMENT
Question 1.
In the initial stages of the service it becomes quite difficult for the employees to cope up with
the expectation of the organization. They need time for understanding the leadership style and
the type on which the organization focuses in. Fresher or new graduates do not have
minimum idea about the operations of the company hence they feel frustrated with their job
(Smith 2012). This is the reason why the new employees need to have professional trainings
or personal mentoring facilities. Being mentored by the senior employees is one of the most
effective and valuable development opportunities that a new employee can have. Personal
mentoring facilitates the employees to be guided, encouraged as well as confident with their
duties. Mentoring in the initial stages of a job helps the employees to keep themselves
motivated and this build a mechanism of trust along loyalty which ultimately lead to devotion
to the company. An experienced mentor helps the new graduates to provide a wide range of
both personal as well as professional benefits by which the employees get the idea of the
operation of the organization (Smith and Worsfold 2015). This ultimately leads to the
improved and confident performance in the workplace. Through personal mentoring, the
employees get opportunities for getting the exposure to newer ideas along with ways of
thinking. They develop strengths by overcoming their weaknesses. In the initial stages the
new employees need to develop professional advancements for which they get assistance
from their mentors. It provides scope for the increased visibility as well as recognition within
the company. It may also assist the fresher to develop new skills required for successful
operation in the organisation.

2PROFESSIONAL DEVELOPMENT
Question 2.
Subscribing to professional publications: subscriptions to the professional publication
give diversity of scopes for the personal development which ultimately helps in gaining
corporate advantages. The new employees get involved with the activities and
communication which build a feeling of mutual support among the members. The new
graduates get the actual knowledge of the dynamic changes constantly taking place and
transforming the corporate world (Jackson 2015). It provides help for gaining a hands-on
experience along with knowledge of the real marketplace through unique volunteering
opportunities. It helps to avail the facilities of online books and videos that feature high
quality, relevant and dependable material for the new employees.
Gaining technical skills: attending training for enhancing technical skills, helps to
execute the business plan quickly. More efficiency with the technical skills will help the
employees to make more informed as well as efficient decision in their career (Wilton 2012).
After gaining the technical trainings, the employee will be able to stay top at the fast
changing technologies. Technical skill development can definitely help the new employees to
get more chance to be selected in more number of companies because the recruiters do not
prefer to employ staffs without technical knowledge. Hence if the new employee has sound
technical skills, they enhance the internal mobility as well as bring development in the
organisation.

3PROFESSIONAL DEVELOPMENT
References:
Jackson, D., 2015. Employability skill development in work-integrated learning: Barriers and
best practice. Studies in Higher Education, 40(2), pp.350-367.
Smith, C. and Worsfold, K., 2015. Unpacking the learning–work nexus:‘priming’as lever for
high-quality learning outcomes in work-integrated learning curricula. Studies in Higher
Education, 40(1), pp.22-42.
Smith, C., 2012. Evaluating the quality of work-integrated learning curricula: A
comprehensive framework. Higher Education Research & Development, 31(2), pp.247-262.
Wilton, N., 2012. The impact of work placements on skills development and career outcomes
for business and management graduates. Studies in Higher Education, 37(5), pp.603-620.