Personal and Professional Development Plan: A Self-Assessment Report

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PERSONAL AND PROFESSIONAL DEVELOPMENT

Table of Contents
INTRODUCTION.....................................................................................................................................2
TASK 1....................................................................................................................................................4
1.1 APPROACHES TO SELF-MANAGED LEARNING.............................................................................4
1.2 WAYS IN WHICH LIFELONG LEARNING IN PERSONAL AND PROFESSIONAL LEVEL COULD BE
ENCOURAGED...................................................................................................................................7
1.3 BENEFITS OF SELF-MANAGED LEARNING TO THE INDIVIDUAL AND ORGANISATION.................9
TASK 2..................................................................................................................................................10
2.1 OWN CURRENT SKILLS AND COMPETENCIES AGAINST PROFESSIONAL STANDARDS AND
ORGANISATIONAL OBJECTIVES.......................................................................................................10
2.2 OWN DEVELOPMENT NEEDS AND THE ACTIVITIES REQUIRED TO MEET THEM........................12
2.3 DEVELOPMENT OPPORTUNITIES TO MEET CURRENT AND FUTURE DEFINED NEEDS...............13
2.4 A PERSONAL AND PROFESSIONAL DEVELOPMENT PLAN BASED ON IDENTIFIED NEEDS...........14
TASK 3..................................................................................................................................................17
3.1 THE PROCESSES AND ACTIVITIES REQUIRED TO IMPLEMENT THE DEVELOPMENT PLAN..........17
3.2 DEVELOPMENT ACTIVITIES AS PLANNED...................................................................................19
3.3 OWN LEARNING AGAINST ORIGINAL AIMS AND OBJECTIVES SET IN THE DEVELOPMENT PLAN
........................................................................................................................................................21
3.4 THE DEVELOPMENT PLAN BASED ON FEEDBACK AND EVALUATION........................................23
TASK 4..................................................................................................................................................26
4.1 SOLUTIONS TO WORK-BASED PROBLEMS.................................................................................26
4.2 COMMUNICATE IN A VARIETY OF STYLES AND APPROPRIATE MANNER AT VARIOUS LEVELS. .27
4.3 EFFECTIVE TIME-MANAGEMENT STRATEGIES...........................................................................29
CONCLUSION.......................................................................................................................................31
REFERENCES........................................................................................................................................32
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Figure 1 - VARK Model..............................................................................................................3
Figure 2 - Kolb Learning Cycle.................................................................................................. 4
Figure 3 - Honey and Mumford Cycle.......................................................................................4
Figure 4 - Gibbs' Model of Reflection.....................................................................................20
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INTRODUCTION
An individual requires certain skills and abilities in order to excel at the personal and
professional level. It is important for an individual that they effectively indulge in required
activities so that they could improvise their skills and abilities. A study has been conducted
in order to gain a substantial amount of knowledge regarding the approaches which could
be utilized by the individual so that they could improvise their skills and abilities. In addition
to this, the study focuses on assisting the individual in becoming a more effective and
confident self-directed person (Hildebrand, 2018). The major benefit which would be
availed by the individual through the study is that they would be competent enough to
utilize their personal and professional skills in order to meet the desired goals and
objectives.
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TASK 1
1.1 APPROACHES TO SELF-MANAGED LEARNING
Self-Managed Learning is also known as Self-Directed Learning and it is a process where the
individual indulges in attaining learning on their own (Peckham, 2019). There are certain
decisions which are taken by the individual regarding their learning such as what to learn
how to learn, when to learn, when they learn, and most importantly why to learn. The role
of self-managed learning in Travelodge has been significant as it encourages staff members
to improvise their learning and gain new knowledge.
There are several ways through which the self-managed learning could be carried for the
staff members in the Travelodge Hotel. The most appropriate learning styles which could be
utilized for the learning of staff are VARK Learning Style, David Kolb Learning Style, and
Honey and Mumford Style. Each model has significant benefits such that it is essential that
the management should apply suitable learning styles for the staff members.
Figure 1 - VARK Model
Source - Froggatt, 2018
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VARK Learning Style has been based on four aspects such as visual, auditory, read & write,
and kinesthetic. The visual learner learns through images, auditory learner learns through
listening and speaking, some learners learn through reading and writing, and there are
kinesthetic learners who learn by the tactical representation of the information (Cuevas and
Dawson, 2018).
Figure 2 - Kolb Learning Cycle
Source – McLeod, 2017
The David Kolb Learning Style has been based on four sub learning styles such as
accommodative, diverging, assimilating, and convergent. The accommodator learning style
has active learners while assimilators possess high logical and mental processing skills. The
convergers are the appliers of theories and ideas while the divergers are the reflective
observers (Kumar and Pande, 2018).
Figure 3 - Honey and Mumford Cycle
Source - The Open University, 2019
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Kolb Learning Style has four sub-learning styles such as activists, reflectors, theorists, and
pragmatists (Yousafzai et al., 2018). In the activist learning style, the learner experience
things while the reflectors observe things. Further, the individual in the theorists learning
style focuses on understanding "why" while in pragmatists, the focus is on planning and
putting the ideas in reality.
Moreover, it has been evaluated that Travelodge could utilize any of the three learning
styles in their organization. It would effectively improvise the learning of their staff at a huge
level.
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1.2 WAYS IN WHICH LIFELONG LEARNING IN PERSONAL AND
PROFESSIONAL LEVEL COULD BE ENCOURAGED
Lifelong Learning is considered as the broad concept that involves the education of the
individual at flexible, diverse, and available at different place and time throughout their life.
The foundation of lifelong learning has been based on self-directed learning as it comprises
of a learning process where the learner utilizes the past learning experience in order to gain
learning in the learning environment (Ward, 2018). In Travelodge, lifelong learning could be
encouraged by the manager with help of different approaches. The major approaches for
encouraging lifelong learning are:
Self-Directed Learning Approaches
The self-directed learning could be carried by the manager in Travelodge Hotel with help of
different learning styles such as Kolb Learning Cycle, Honey and Mumford Learning Cycle,
and VARK learning style. The application of these learning approaches would be helpful in
self-directed learning.
Continuous Professional Development (CPD)
It is the process which effectively tracks and documented the skills, experience, and
knowledge of the individual that has been attained during the formal and informal work.
The CPD is a kind of record of the individual which describes the experience, learning, and
application (DiPaola and Wagner, 2018).
Apprenticeship
The apprenticeship is known as a combination of on-the-job training and classroom
instructions under the supervision of the profession where the individual learns the
theoretical and practical attributes of the occupation. It is helpful for the learner in
increasing their knowledge, qualifications, and skills. Also, it assists in gaining work-related
education and making the training more effective.
Coaching and Mentoring
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The learner is provided with the coaching and mentoring from a senior regarding the certain
area so that they could improvise their existing skills and knowledge. The approach
encourages effective learning among the learner at a significant level.
The utilization of the aforementioned methods would be helpful in encouraging lifelong
learning among the staff of the Travelodge Hotel. It is important for the manager of
Travelodge that they effectively carry the implementation of the approaches.
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1.3 BENEFITS OF SELF-MANAGED LEARNING TO THE INDIVIDUAL AND
ORGANISATION
Self-Managed learning is considered as the most competent way for the learner to attain
learning at a personal and professional level. Being an assistant manager in Travelodge,
there are various benefits of self-managed learning which have been experienced by me.
The major benefit which has been perceived by me regarding self-managed learning is the
increase in productivity and improvisation in the problem-0salolving skills of the individuals.
In addition to this, the self-managed learning results in the huge number of qualified
applicants in Travelodge. The training cost also reduced and it also ensures the availability of
the technical instructions. The versatility of the individual has been ensured by self-
managed learning.
It could be evaluated from the evidence of the workplace that self-managed learning
develops an opportunity to the employees in gaining experience from their role models in
the organization through mentoring or coaching. In addition to this, self-managed learning
also encourages personal and professional development among employees. The
developments which have been attained by the employees assist them in gaining significant
benefit in their career (Peckham, 2019). The self-managed learning effectively increases the
participation and also breaks the loggerheads in the progress of the employee. The
motivation and self-confidence among the individual also increase. For instance, the
employees who have been attaining self-managed learning reflect high productivity and
efficiency at their work which result in high customer satisfaction.
Moreover, self-managed learning is beneficial in integrating work activities with learning
and development. It is helpful for Travelodge in attaining a competitive edge in the industry.
There are certain aspects which are essential to consider for ensuring self-managed learning
such as dedication and commitment. Also, it helps in maintaining a harmonious and healthy
working environment.
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TASK 2
2.1 OWN CURRENT SKILLS AND COMPETENCIES AGAINST
PROFESSIONAL STANDARDS AND ORGANISATIONAL OBJECTIVES
Current Skills and
Competencies
Professional Standards Organizational Objectives of
Travelodge Hotel
Communication – My
communication skills are
potent in both oral and
written communication
It is essential for the person
to possess fluency in both
oral and written
communication skills
It is important to be clear-
minded and effective in
handling the staff members
in a competent manner
Leadership – Being a leader,
it is my sheer responsibility
to manage my team and
regularly encourage them to
work with high efficiency
A good manager, as well as
the leader, work in
collaboration with their staff
members
It is essential that the person
should possess quality
managerial and leadership
skills for working as a
manager in the Travelodge
Hotel
Organizational – I possess
suitable organizational skills
as I effectively manage and
handle the tasks. Also, I
utilize the resources in an
optimal manner
The effective organizational
skills lead to improvising the
productivity and efficiency of
the staff members which
directly benefitted the
organization
The manager has the
responsibility that they
effectively acquire and
allocate the resources for
effective functioning
Problem-Solving – There are
certain times when I lost my
temper and the situation got
worse as I don't evaluate any
solution
The knowledge of adequate
problem-solving skills would
be helpful in conducting the
operations of the
organization effectively
It is important for the
manager that they have
suitable problem-solving and
analytical skills so that they
could handle the situations
in an effective manner
Technical – I have basic
knowledge of the technical
area but I need to improvise
Having adequate knowledge
of technical skills would be
helpful in carrying the
The working operations of
Travelodge would be carried
in a smooth manner due to
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my existing skills for working
effectively
organizational operations
effectively
the influence of technical
skills
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