University: Personal and Professional Development Report Analysis

This report delves into the realm of personal and professional development, emphasizing the importance of self-managed learning and its various approaches, including motivational, strategic, and meta-learning. It explores the benefits of lifelong learning for both individuals and organizatio...Read More

PERSONAL AND
PROFESSIONAL
DEVELOPMENT

INTRODUCTION
Personal development means gaining skills and knowledge for personal career growth
and personal development. It includes all kind of meeting, learning opportunities and informal
learning opportunities (McNiff, 2010). There are different kind of varieties of approaches to
professional growth,including mentoring, supervision ,technical assistance and coaching. There
is no more important goal than that of developing knowledge and skills of mind. The quality of
work is directly or indirectly effected by the thinking of work. The Personal development is
helpful in every part of work and life to make right decision according to the situation. Many
individual may take part in development to improve learning skills, maintain professional
competence and lifelong development of knowledge. Personal development is modern technique
of traditional learning in the organisation. It offers many useful methods of learning to
organisation compare to mentoring and coaching too. This report discussed about different kind
of approaches to learning self-managed and all skills which is required to meet organisational
objectives and goals.
TASK 1
1.1 Self-managed learning and its different kind of approaches
It is an approach which help to the managers to control organisational
procedure, content, management development and increase their personal
learning. Approaches help to enhance the individual knowledge and
development of organisation (Moon, 2013). There are various approaches to
self-managed learning which are as follows:
Motivational learning: It help to identify resources and
acknowledge the differences of learning styles of companies all members
(Busse, Aboneh and Tefera, 2014). In this learning theory people enhance their
knowledge and skills to attain organisational goals and objectives in certain
period of time.
Strategic learning: It help in adjust the managing with learning,
managers become more focus to learn all situations that help them to make
more strategic approach to overcome the organisational problems and
issues. This learning help in using evaluation method it help to individual to

learn something fast from the activities and work so that they can adopt the
strategies effectively and efficiently in the organisation (Bolton, 2010).
Meta learning: It help in getting new knowledge, skills, competences
and abilities will be inapplicable in the case when organisation managers
not ready to change their mentality and their mindset. It is basically
learning at strategic level which is about self learning help in fundamental
development that is known as meta learning.
1.2 Lifelong learning encouragement in personal as well professional skills
Various type of personal and professional learning, which be
encourage by any person. For encouragement of lifelong learning an
individual sets long-term as well as short term goals which enhance
individual skills, potentials and knowledge Learning is very important for
any individual person throughout his/her life which help to handle any
problem in work and life. It is help in providing opportunities for effective
task performance, meaningful personal interaction and team learning to
gain organisational goals and objectives (Avalos, 2011). Learning which
pursued throughout life should be available at different times at different
places and should be diverse and flexible. An active mind and knowledge
help to take right decision at right time in the organisation to make
profitability. The personal and professional skill play very important role in
the progress of organisation or individual and success of organisation. It
help in continues program for individuals and organisation which leads
them toward development of company. For personal development there are
some skills and methods which are very important. These skills and
methods guide an individual toward success. It is important for any person
to develop interpersonal skills, problem solving and communication skills,
without these methods and skills nobody can get success in his/her life.
There are different approach of learning i.e. Meta learning, strategic
learning and motivational learning which help in development of personal
skills and professional skills to achieve organisational goals and objectives.

Learning by way of social interaction is my style of learning which help me
to improve my behaviour and increase knowledge and skills that give
power of face adversity (Elliott, 2011).
1.3 Self-managed learning benefits to organisation or individual
Benefits to individual: The person have major benefit to gain their
set goals which is set by them at certain period of life. Their confidence
level increase which make them comfortable and more capable to grab new
opportunities as compare to their competitors available in the marketplace.
The person who have self-managed learning attitude can increase
competitiveness which help them to take quick decision within the
organisation. They reach at higher level position in the organisation with
the help of their skills and knowledge. The major benefit to individuals is that they
increase their development rate on peak level by reducing errors of margin in professional or
personal life (Olsen, 2015). Thus, the improvements in personal as well as professional life
which will be treated as largest benefit to individual of self-managed learning.
Benefits to organisation: The best benefits to organisation is that they easily
hire dedicated and very responsible person who are capable to carry crucial duties and upper
level authorities in company. If any company has high numbers of employees in organisation
with self-managed learning attitude then their level of competency may be grow and they can
take own brand name in the business market. They can establish innovative by using their brand
name as innovation as innovation is most importantly. This kind of employees who are self-
managed learning can be present themselves as role model in the organisation to encourage other
employees in organisation for develop self-managed learning attitude. In organisation
employees have dynamic and different wide range of skills or knowledge from different fields
so that company easily believe them and manager involve them in every part of important
decision process in organisation. Thus, these are various kind of benefits of self-managed
learning that help organization to achieve their goals and objectives in short term period (Hadar
and Brody, 2013).

TASK 2
2.1 Current skills and competencies evaluation
Evaluation of own knowledge and skills on basis of given criteria which define as
following:
Effectiveness skills: It play very important role in maintaining organisational interest on
high level with the help of skills and knowledge of individual. To maintain level of standards by
using effectiveness skills and techniques in important decision making process.
Engagement and communication skills: These two elements play important role for
individual and organisational basis in the era of mutual working to maintain stability in market.
The engagement skills help to maintain customer business relationship for period of time which
enhance customer loyalty and brand value. With the help of communication skills one can
manipulate anyone's diverse mind in such a way that is good for company (Brody and Hadar,
2011).
Interpersonal skills: It help in networking within the organisation and outside the
organisation. It can be developed in employees by providing them good training, online courses,
seminars and self-managed learning. The people who have functioning through different mind
can boost up through the help of interpersonal skills in the organisation.
Conceptual skills: It is most important skills to identify the organisational skills, boost up
improvements, recognize threats and good information from social environment. It is helpful for
those individual who do instant presentation and business models on an immediate basis in the
organisation (Mwalongo, 2011).
2.2 Development needs and required activities
Identification process of finding activities and need is always very perceptual and
challenging. Review of performance and development applicable on present aspect. Which have
following phase in the process as following:
Necessary knowledge, skills and concepts required for the job: In every organisation
there is some some job description and certain criteria of job. Any individual who is hire to do
job need on the basis of required skills and knowledge for accomplishing job effectively and
efficiently in the organisation. It help organisation and individual to gain overall idea about all
field in the organisation. In organisation employees can talk suddenly to their upper level bodies

about skills and experienced required. Person can prepare list of his/her skills which is required
to gain profit later.
Monitoring and improving skills and knowledge : In organisation every person need to
monitor his/her skills or knowledge if any mistake find out then every one need improvement
and take some action according to the need to enhance their strengths in certain task of
organisation.
To spot deviations bar compare actual and standards: The last part is comparing actual
task and required task. If task is up to the mark according to plan then no improvement and step
taken by manager in this process but if there is any deviations found out in monitoring process
then necessary action will be taken for improvements (Hamza, 2010).
2.3 Identify development needs and activities
Higher advantage of comparative and absolute can be achieved by individual when
he/she start searching opportunities within and outside the organisation. The identification of
development needs and activities is illustrated as following:
Identify the skill gaps: Individual can get more opportunities by finding gap between
actual performance and standard performance.
Whether plans are linked to business goals: The organisational plans which help to
taken to thousand millstone and make them linked with central goal. It is very important to find
out the link between all task and activities and goals of the organisation.
Strategic planning: Every activity and task in the organisation should be strategically
performed to achieve goals at certain period of time.
Renovation and flexibility scope: In every organisation project make certain best level
of flexibility because of external environment which is uncertain and unpredictable. Take some
action or plans to control unpredictable problem by making flexibility is important in
organisation (Stern and Brackett, 2012).
2.4 Personal and Professional development plan
Increasing observation skills : I can't sense to identify problems or issues on time in
organisation as I have low observation power. This quality is very important for any manager in
organisation to solves issues on time so that organisation achieve goals on time.

Managing Self : When I compare my self with other person so I get jealous and lose my
focus from task. I feel that I get irritated very easily through others work. All these elements like
Anger, Jealousy, and Anxiety are not beneficial for organisation (Maskit, 2011).
Quick Decision Making Power – I feel that I don't have capacity to take quick decision
according to the situation wise decision always come with practice and experience.
Time Management Skills – Time management skills play very crucial role in the
organisation to achieve goals on time. I am not capable to manage time to perform any task
within the organisation.
TASK 3
3.1 Process of development plan
There is various process which can use in implement any development
plan which are as follows:
Organise training plan by making business strategy: The goal
and objective of organisation should be clear from lower class to the upper
class of employees in organisation. HR of company should make clear job
description and job profile to their employees according to their skills and
knowledge and provide training according to their requirements (Bauer,
2010).
Highlight skill gaps: Every organisation's competency departments
work hard to match their training with skills of the employees but they
match entire gap. If gap can be overcome in the organisation then the
flexibility level and performance of employees will increase.
Action needs prioritize : The next process of implementing every development plan
correctly which needs to complete project on time. Every work of organisation should not be
treated equal because every activity have different weight or value of work.
Measurable work: The work in organisation should be measured according to period
basis if any gap found out in wrong time after completing the project then the solution cost won't
be good.

3.2 Documents development activities as planned
Organising study group: Every intermediaries need to be documented subsequently to
make project successful. Proper documentation can help to perform all activity in flexibility form
for the change within the organisation as well outside organisation. It help to save time and cost
of production as everything done in planned form. Organising study group is helpful in
performing activities according to the desired planned if any gap find out between standard and
actual then some important steps taken by the manager according to the required situation.
Monitoring and supervising: Every organisation need to be monitoring regularly on
every task and process to perform well in the organisation to attain goal effectively.
Continuously monitoring on task and activities in organisation help to find mistakes on time and
in making strategies to solve the problems on time. It is very important to supervise and monitor
all the activities time to time to get best results (Shortland, 2010).
3.3 Own learning
The different ways of mentioned situation is defined as following:
Preparation and meetings: In organisation meetings between team member about
crucial work for development of project. Such kind of meetings help in finding hidden strengths
and weaknesses among team mates, capabilities, weakness and preparation criteria.
Past knowledge and experience: Past knowledge and experience help in solving problem
easily by making less efforts. Past experience of knowledge related to similar situation help to
give important content which use into task for current project. So, old experience is reflection
which influence towards objectives or aims of the development plan in the organisation. Past
knowledge give idea and method to solve the problem on the basis of experience of work.
Maintaining records and estimations: Maintaining records of all regular transactions of
company and estimate future moves help organisation to take correct action for current situation.
It is very effective way to achieve organisation goals and objectives, optimum level of success
can be achieve through this approach. It is helpful to estimate the short term goals of
organisation and linked them with central goal of organisation.
3.4 Development plan on basis of evaluation and feedback
This can be defined as following steps:

Analysis of workforce : It is basic part of evaluation of development plan it includes
competencies, learning the resources and contingency of plan. It help in providing simple and
short scenario to perform fundamental function in the organisation.
Needs forecast : The next step is forecasting need of the organisation with different
required resources. It help in maintaining external contacts, policy effects and need of cost
which can be useful in evaluation of strategies and plan.
Analyse required gaps: Organisation need to analyse required gaps between standard and
actual performance of employees which help in decision making while making strategies and
plans according to the need of situation.
Developing contingency plans: It help to develop central goal of organisation by
evaluating external environment of business which is out of any influence.
Implement strategies: There must be plan for implementing strategies according to the
planned manner. It is important step which should be performed in correct form.
Monitoring and evaluation: It is last phase comes with necessary to evaluate and monitor all
activities of work continuously to attain organisational goals and objectives.
TASK 4
4.1 Work-based problems
The different following steps are using while selecting solutions for work based
problems:
Issues identified : Before try to make any solution of work problem to identify regarded
issues must essential. It includes clear way of arose problem in less period of time.
Known regarded interest: It is very critical part of while solving any problem. First
make list of necessary solution then interest of organisation need to be placed on top of the list.
Make potential solution list: It is brainstorming process in part of problem solving phase
in the organisation.
Evaluation of options: According to the strengths and resources of organisation best
alternative method need to be select.
Evaluation and monitoring: It is last stage to evaluate all the process by continuous
monitoring or judge contingency methods of organisation help to achieve goals.

4.2 Different variety of styles
There is various kind of styles in communication styles available and
each action of appropriate manner is defined as follows:
Controller style: The controller style people have autocratic attitude
and mindset they can't adopt teamwork. They lead to success for the
individual by doing work alone their aim is not to achieve organisational
goals.
Promoter style: The person with this type of style are generally
extravert, talkative or really love to do work in company of groups and
team. This kind of people easily ready to adopt team work and team activity
to achieve organisational goals and objectives.
The supporter style: With this style individual have low minded
personality. They flatter big fishes of the organisation to gain their
individual goals and interest.
The analyser style: Individual with this style have analytical ability
and knowledge to perform all activities in the organisation. They are real
heroes who added more value to the organisation by performing more
creative work in the organisation by using their own skills and knowledge.
4.3 Time management strategies
The effective time management evaluation of strategies is can be
explain as follows:
Find out How to spend time: Every individual need to know the
schedule of day how he/she utilize their time to add more values in work
life.
Setting priorities: Individual should do every work effectively and
efficiently if he/she do task according to the priorities.
Using planning tool: In every organisation manager use different
kind of planning tools for executing works to increase productivity.
Organized action: Individual needs to be organize to perform work
according to the planned manner to achieve defined goals on time.

Scheduling time appropriately: Time is most precious things in life
so every individual should make schedule of their time according to their
task and work in the organisation.
Delegation: Not every one has all necessary resources for executing
their work so they needs to communication with other people as good
delegate to complete their work.
CONCLUSION
In the above report personal and professional development skills discussed. In this task
define personal and professional development and different types of learning styles to grow their
knowledge. Personal skills needed to be improved from time to time are identified and various
actions are set to be make to achieve this personal development plan. Eventually we concluded
from given report that individual objectives and their need towards approaches to achieve
personal as well professional skills and need to find various ways to solve problems in
organisational procedure and work. In the end every person should live happy or healthier life by
defined virtues.

REFERENCES
Books and Journals
Avalos, B., 2011. Teacher professional development in teaching and teacher education over ten
years. Teaching and teacher education.27(1).pp.10-20.
Bauer, W.I., 2010. Your personal learning network: Professional development on demand. Music
Educators Journal.97(2).pp.37-42.
Bolton, G., 2010. Reflective practice: Writing and professional development. Sage publications.
Brody, D. and Hadar, L., 2011. “I speak prose and I now know it.” Personal development
trajectories among teacher educators in a professional development
community. Teaching and Teacher Education.27(8).pp.1223-1234.
Busse, H., Aboneh, E.A. and Tefera, G., 2014. Learning from developing countries in
strengthening health systems: an evaluation of personal and professional impact among
global health volunteers at Addis Ababa University’s Tikur Anbessa Specialized
Hospital (Ethiopia). Globalization and health.10(1).p.64.
Elliott, J. ed., 2011. Reconstructing teacher education (Vol. 221). Routledge.
Hadar, L.L. and Brody, D.L., 2013. The interaction between group processes and personal
professional trajectories in a professional development community for teacher
educators. Journal of Teacher Education.64(2).pp.145-161.
Hamza, A., 2010. International experience: An opportunity for professional development in
higher education. Journal of Studies in International Education.14(1).pp.50-69.
Maskit, D., 2011. Teachers’ attitudes toward pedagogical changes during various stages of
professional development. Teaching and Teacher Education.27(5).pp.851-860.
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.
Mwalongo, A., 2011. Teachers' perceptions about ICT for teaching, professional development,
administration and personal use. International Journal of Education and development
using information and communication Technology.7(3).p.36.
Olsen, B., 2015. Teaching what they learn, learning what they live: How teachers' personal
histories shape their professional development. Routledge.
Shortland, S., 2010. Feedback within peer observation: continuing professional development and
unexpected consequences. Innovations in Education and Teaching
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Stern, R. and Brackett, M.A., 2012. Personal, professional coaching: Transforming professional
development for teacher and administrative leaders. Volume 11, Number 1–Winter
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Online
The difference between personal and professional development. 2017. [Online]. Available
through:<https://brayleinolearning.co.uk/blog/2014/october/09/what-is-the-difference-
between-personal-and-professional-development/>. [Accessed on 2nd October 2017].