Personal and Professional Development Plan Report Analysis

This report comprehensively examines personal and professional development (PPD), emphasizing self-managed learning as a crucial approach for individuals to take charge of their growth. It delves into various aspects, including approaches to self-managed learning such as the internet, mentoring, and research. The report highlights ways to encourage lifelong learning, the benefits of self-managed learning for individuals and organizations, and the importance of evaluating current skills against professional standards. It also covers personal development requirements, opportunities, and the creation of a PPD plan, including skills like presentation and decision-making. The report further addresses the implementation and continuous review of the PPD plan, detailing activities, documentation, critical reflection, and plan updates based on feedback. Finally, it demonstrates the acquisition of interpersonal and transferable skills through problem-solving, effective communication, and time management strategies, culminating in a comprehensive analysis and conclusion. The report emphasizes the importance of continuous learning and adaptation in both personal and professional contexts.

Personal and Professional Development
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Table of Contents
Introduction ................................................................................................................................4
Self-Managed Learning...................................................................................................................4
1.1 Approaches to Self-Managed Learning.................................................................................5
The Internet is a tool of self-managed learning..................................................................5
Mentoring is a tool of self-managed learning.....................................................................6
Research is a tool of Learning ...........................................................................................6
1.2 Ways to encourage lifelong learning.....................................................................................6
1.3 Evaluation of Benefit of self-managed learning to the individual and organisation ........8
2. Responsibility for own personal and professional Development..............................................10
2.1 Evaluation of own current skills and competencies against professional standards...........10
Excellent communication skill..........................................................................................10
Flexibility in handling jobs...............................................................................................10
Ability to work as a part of a team....................................................................................10
2.2 Personal Development requirements...................................................................................11
Decision making...............................................................................................................11
Self-confidence.................................................................................................................12
Delegating.........................................................................................................................12
2.3 Personal and professional Development Opportunity.........................................................12
2.4 Personal and Professional Development Plan.....................................................................13
Presentation Skill..............................................................................................................13
Decision-making Skill.......................................................................................................13
Better Planning..................................................................................................................13
1.........................................................................................................................................14
Presentation Skill..............................................................................................................14
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2.........................................................................................................................................14
Decision-making Skill.......................................................................................................14
3.........................................................................................................................................14
Better Planning..................................................................................................................14
3. Implementing and continuously reviewing own personal and professional development plan
.......................................................................................................................................................14
3.1 Processes and activities required implementing the development plan..............................14
3.2 Undertaking and developing documenting activities as planned .......................................17
3.3 Reflecting critically on own learning against original aims and objectives set in the
development plan ......................................................................................................................18
3.4 Updating the development plan based on feedback and evaluation....................................19
4. Demonstrate the acquired interpersonal and transferable skills .............................................21
4.1 Selection of solutions to work based problems ..................................................................21
4.2 Communicating in a variety of styles and appropriate manner at various levels ...............23
4.3 Evaluation and use of effective time management strategies..............................................26
Conclusion ................................................................................................................................28
References.....................................................................................................................................29
Appendix...................................................................................................................................31
Portfolio Index...............................................................................................................................33
Portfolio.........................................................................................................................................34
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Introduction
Personal and professional development plan (PPD) is one of the effective means to enhance the
efficiency and effectiveness of an individual. It involves critical evaluation of personal and
professional goals of an individual. An individual assesses its own strengths and weaknesses for
future development. The PPD is a process of continuous learning (Graves, 2013). It is helpful in
setting own strategic goals of an individual. It is a tool for creating drastic improvements in the
behaviour of an individual. The critical thinking of own behaviour of an individual is helpful in
identifying loopholes in the behaviour. The PPD helps to set out Strategies and goals of an
individual. These plans and goals govern the learning of an individual. PPD includes alignment
of personal learning and training into professional development.
Critical thinking is helpful in better decision making. It is helpful in identifying new opportunity
of learning. PPD demands an absolute commitment to planning. A report is prepared on the
various aspects of the learning process (Graves, 2013). This is so to be done for the purpose of
enhancing the lifelong development. In the process, the report would explore the responsibility
for the personal and professional improvement. This would be finished to review and implement
the various aspects of the style and strategies for individual development. It helps to demonstrate
the acquired interpersonal and transferable skills. Overall, the report would be aimed to see the
co-ordination of the different team members attain a definite purpose (Graves, 2013). A PPD
plan is, therefore, useful to identify the strengths and weakness of an individual, thereby helping
him to rectify the same in the near future.
Self-Managed Learning
Self-managed learning is an approach where an individual takes charge of self-development. An
individual sets his or her own learning criteria. An individual critically evaluates own behaviour
and plans the development accordingly. In self-managed learning, an individual creates one’s
own learning environment (Moon, 2013). It is a technique where an individual tries to cope with
the behaviour of new opportunities. In this case, the individuals take responsibility for making a
decision about their learning and take help from others regarding it. It could be in terms of self-
reflection, setting a target for the achievement of the personal goal and so on.
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The rapid change of technological development demands self-learning. Self-learning boosts the
confidence of an individual. Self-learning attitude of an individual enhances capacity to deal
with the uncertainty. There is nothing better than the self-learning (Moon, 2013). Self-learning
attitude of an individual helps to grow faster. In any organisation self-learning programme are
considers best for creating change. Finding the discrepancy through own assessment of an
individual gives better sight to the issue. The self-managed learning creates a sense of
commitment toward learning.
In self-managed learning, the learner is gathered information from various sources. The
knowledge is gathered through own action and pace. Self-manage learning is not an absolute
independent tool of learning (Moon, 2013). Learner also gains information through interaction
with others. Self-managed learning directs the independence of a person towards learning.
The relevance of Reflexive Modernisation Theory could be resorted to for a better understanding
of this phenomenon (Olsen, 2015). It is presumed that when modernisation reaches a certain
stage, it leads to a new domain – the era of postmodernism. On this context, the importance of a
reliable welfare state, the concept of a nuclear family comprising of a single breadwinner along
with their families could be cited for. It is to be noted to achieve a personal as well as
professional excellence, proper planning and evaluation for the same is very much required.
1.1 Approaches to Self-Managed Learning
There are several approaches to self-managed learning. The main three approaches are discussed
hereunder.
The Internet is a tool of self-managed learning
The advancement of technology brings the vast information to the general people through the
internet. The Internet is now a great source of information. The user can access information
quickly through the use of the internet (Graves, 2013). The Internet makes information more
productive. The Internet can be used to gather information. The use of internet made self-
learning easy. The user is able to access desired information at any time and place. It is a great
tool of self-learning. The learner is able to access to wide range of information. The learner is
also able to learn in his own style. The use of internet also creates a sense of responsibility
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among learner. The independent learning makes the learner more responsible for his own
learning.
Mentoring is a tool of self-managed learning
Many organisations use this tool for their self-learning programme. A mentor is provided to the
learners. The learners are free to ask questions to the mentor (Zepeda, 2011). The mentors are
responsible for giving direction to the learning of learner. Mentors not only clarify the question
of the learner but also encourage their innovative thoughts and ideas.
Research is a tool of Learning
A research-based learning tool is generally used by academic institutions (Zepeda, 2011). The
teacher gives research topic to the students. The students need to research the topic and need to
bring conclusion about the topic. It is helpful in self-learning. The students learn about the matter
through their own research. Many time help can be taken from the teacher. It creates self-
directed learning attitude among the students.
1.2 Ways to encourage lifelong learning
It is to be noted that lifelong learning could provide with an opportunity to improve the quality
of life around oneself. The learning is not associated with the academic institutions only. The
learning is carried out by an individual throughout the life. The formal learning of an individual
may come to end by the passage of a particular period (Zepeda, 2011). The formal learning may
come to end once the person leaves the academic institution. While, the informal learning is
continuous in nature. An individual acquire knowledge throughout the life by informal learning.
There are several ways to encourage an individual toward informal learning. Informal
acquisition of knowledge is helpful in the personal and professional development of an
individual.
One of the ways to encourage learner is introducing a reward for teaching (Cummings &
Worley, 2014). The facilitator should encourage the learner by the reinforcement. First, the
present approach of learning of person needed to be a freeze. The attitude of learner should be
reinforced by the change process. The unfreezing of the attitude of person take place after
change process. The facilitator can introduce reward for change.
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The facilitator should encourage the learner to participate in more knowledge-oriented
environment. The facilitator must motivate the learner to ask a question to identify the areas of
improvement. The self-managed learning programme should be introduced carefully. The
sudden introduction can increase higher the chances of resistance. In the initial phase of
programme, facilitator should be friendlier. The fear of the learner should be removed to achieve
high responsive programme (Cummings & Worley, 2014). The maximum benefit from the
programme can be achieved only by making the programme more participated.
The personal level self-managed learning can also be developed for setting objectives and goals.
The motivation to achieve the objective create a sense of learning the individuals. The goals and
objectives should be clear and precise (Cummings & Worley, 2014). The motivation technique is
considered one of the best technique for encouraging self-managed learning. The objective in the
initial phase should be easy. The difficulty level should gradually increase. Individual could
make arrangement to access his own progress in this respect. The process of evaluation depends
upon the individual. The criteria for evaluation are also set by the individual.
Many organisations use mentoring techniques to encourage the self-managed learning.
Employees within the organisation are able to seek support in need (Nicholls, 2014). The mentor
is responsible for resolving the query of an employee for developing self-managed learning
discipline. This technique needs the absolute support of top management in the organisation.
Mentor guide the learner in self-learning process.
Sharing of knowledge can also be used by the organisation to introduce self-learning
programme. It can create self-managed learning programme a part of organisation culture.
Employee knowledge sharing process can encourage self-learning attitude within the
organisation (Nicholls, 2014). When an individual in the organisation shares knowledge it brings
competitive approach for the other individual. Improvement in knowledge sharing process of an
organisation can encourage self-learning attitude within the organisation.
Human knowledge can be divided into the implicit and explicit knowledge. The implicit
knowledge is gathered by the person through self-learning (Cummings & Worley, 2014).
Creating and applying valuable knowledge is worth for personal and professional development.
In terms of personal development, it could be like developing a foreign language, wants to
improve the medical condition, as seen in the case of the environmentalists for the Everest
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expedition. In respect to professional development, the transferable skills help to learn and
develop from the likes of their colleagues and organisational culture.
Since the concept is of self-learning, so one needs to take care of his own assessment prior to any
sort of external assistance. To do so, the proper evaluation of the current skills that one has or
has achieved needs to be evaluated by a standard measurement. For instance, the
environmentalists for the Everest expedition had medical issues related to frost bites. He needs to
work on it, as he would be holding an experience of the Himalayas for his prior visit to the spot.
The methods that was used by me are the Honey and Mumford learning styles which was
developed from the Kolb’s learning styles model. There are 4 learning styles which are stated
here:
Activists: These are person that perform the work in the filthy way. The learn new thing and
completely engaged them self in the study. The learning activities that are carried out are role-
play, problem solving, GD, etc.
Theorists:In this focus is given on the hypothesis part. For this models, ideas and reality is more
required so that outcomes can be gained. Different hypothesis are made so that it can be carried
out in more effective ways. Here models, data and theoretical concpts are most used.
Pragmatists: They use the learning based on the reality. Better approach and idea are made.
Further, new ideas and action are implemented so that improvement can be made. Here case
studies, discussion. reality and problem solving are used.
Reflectors: These are those person which make decision based on the watching and
contemplating. They use the observation technique to as the learning style. These type are more
elaborated through dissertation, personality questionnaires, timeout and thesis
1.3 Evaluation of Benefit of self-managed learning to the individual and organisation
Self-managed learning is helpful in the personal and professional development of the individual.
It is considered a valuable tool for the individual to bring drastic improvement. Organisations
benefitted from the personal development of the employee. Self-learning provides the individual
wide scope to acquire knowledge. In the recent world, knowledge is power. Every organisation
should have sufficient knowledge to survive in the competitive market (Cummings & Worley,
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2014). Self-learning programme gives the opportunity to the individual to acquire information
beyond the knowledge they acquired from an academic institution. Human mind considered a
self-directed machine of learning. Limited knowledge can be gathered from an academic course.
True world knowledge cannot be acquired through textbooks. Many knowledge is developed
through the practice. The experience of the individual is one of the knowledge that is acquired
through facing real world challenges. There is no limit to the sphere of knowledge in the self-
managed learning programme.
Relating the knowledge in the problem-solving area is also an issue. Many individuals have
knowledge but they lack in the application. Use of correct knowledge at the correct place and at
the correct time can only bring synergy. The self-learning techniques bring brainstorming
capabilities among the individuals. The individuals are able to aware their traits. They also came
to know about the personality they possessed (Joyce & Calhoun, 2010). The personal level self-
learning develops confidence among the individual. Every organisation wants maximum
utilisation of their employee. The potential is an implicit power of the human. If the individuals
do not know their own maximum potential, how an organisation will be able to utilise that
potential? Through self-learning programmes, managers are able to know the potential of
employees. This helps the organisation to set the responsibility for the employees.
The self-managed learning programme is helpful to understand the people in the organisation.
Every individual is different. Their style of learning is also different. The self-learning
programme allows the individual to learn through their own process. It creates a sense of
responsibility among employees. Every employee is thus allowed think strategically. The
problem-solving process of an organisation thus improved. The creative and critical thinking
skill of employee has also enhanced. This attitude makes the individual a successful professional
in the corporate world.
The creative thinking of employees makes the organisation more competitive. Now the rule of
business is changed. The traditional business environment does not exist. Now the organisation
worldwide creates a valuable thing for customers in lower cost (Zepeda, 2011). The survival of
an organisation depends upon the use of strategically difference attitude. The creative skill of
people of an organisation also makes the organisation creative. The creative move of the
organisation makes organisation competitive.
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The people of the organisation who adopts self-learning are more adapted to changes. They have
knowledge about different areas. The people of such organisations are considered proactive.
Knowledge of the people of organisation enhanced the productivity of an organisation. Self-
directed decision making makes the organisation first moved into the market.
2. Responsibility for own personal and professional Development
2.1 Evaluation of own current skills and competencies against professional standards
The assessment of my skills is a matter of internal assessment. The assessment must be based on
a standard measurement. Every individual is different. They have their own learning style. As an
individual, I have my own style of learning. I believe that the own style of learning minimises
the chances of mistake in personal and personal life. I am convinced to have below-mentioned
skills.
Excellent communication skill
I worked with many customer-oriented organisations. It is helped me to developed excellent
communication skill. I have been the sole authority for handling customers. It was also one of
my responsibilities in the organisation to answer telephonic queries. It brought modesty in my
activities and conversation.
Flexibility in handling jobs
I worked in Sancak restaurant, where I handled many responsibilities at one time. I was
responsible for serving foods and drinks to customers and also taking orders. I also handled cash.
Handling multiple responsibilities made me flexible enough to perform in any position.
Ability to work as a part of a team
I have the ability to perform in a team. I have developed myself as a team player. My past
experiences helped me to achieve this end.
As I aspire to become a assistant manager of hospitality sector. For this, I have explore a
job based on my desires in hotel Travel lodge. The Job Description provided by them includes
the following points:
Strengths: Identifications of self-strength helps in grabbing the coming opportunities. These are
the elements that helps in improving the personal and professional plan. The strengths posses by
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me involves ability to ability to work as a part of team, flexibility in handling jobs, technical
skills, etc.
Weakness: There is lack in the communication and professional skills. Weaknesses are the
lacking factors that raises threats. It is essential top overcome these weaknesses to assess the
coming opportunities. I have observed that I have poor decision-making, planning and
presentation skills. which are needed to be improved soon.
Opportunities: Opportunities are the coming chances grabbing whom one can attain success. At
present I have an opportunity to work as a business associate in hotel travelodge. In addition to
this, by attending national level seminar I can develop my range. Also, this seminar will help in
enhancing my personality.
Threats: The selection criteria of the company is too hard and there will be more technical
questions. Besides this, my major threat is lack of presentation skill which may impact upon my
overall performance. Also, the variations in the policies and strategies of hotel can also
influence over my execution.
2.2 Personal Development requirements
To make a successful plan to improve on the techniques, it is required to create a development
plan. For this, the current performance needs to be assessed against the future needs, which one
needs to attain (Pedler, 2008). They need to assess the sorts of opportunities and threats in the
path of career progression. The goal setting could lead to frame a holistic approach outlining the
short term and long term goals.
Nobody is perfect; everyone can develop their attitude to accomplish their personal and
professional goals. I am convinced that I need to improve in the following areas.
Decision making
I need to improve my self-directed decision-making skills. I do not have any experience in
organisational decision making. Decision making is a brainstorming task. I need to be more
decisive for my task. Decision-making abilities can be developed by me by getting involved in
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the decisions. Also, taking part in the group discussions helps in gaining the different ideas that
can be implemented by me.
Self-confidence
Lack of confidence in my decision again can lead me towards failure. I have to be more
confident of my decision. I need to take a precise look at the aspect of my decision. Self
confidence develops by presenting yourself in front of others, Also, taking parts in different
activities helps in developing self confidence by boosting the morale.
Delegating
Delegation is a great management tool, due to my lack of confidence in decision making, I am
afraid of asking people for help. Creating good communication relationships eliminates the
hesitation while asking for help.
2.3 Personal and professional Development Opportunity
A definite plan needs to be implemented for an effective result to be achieved in due course. It is
really important to frame a SMART objective to get an effective result out of it (Zepeda, 2011).
The plan should be so framed based on the individual’s need. Against this SMART objective, the
progress needs to be monitored and set up a benchmarking for this. This would offer a guide to
serve the purpose and do so by holding for a definite purpose against a set target. It is to be noted
that the plan would be so that the individual could be able to achieve the same with his sheer
hard work and assertiveness to achieve it within a definite time-frame.
This needs to be set against a SMART objective for the purpose of its effective achievement
(Zepeda, 2011). The progress attained in this phase needs to be monitored to make it a successful
outcome in the process of development of skills.
In order to grab the chances of development it is essential to catch all the coming
opportunities. The chances that I can take to make my edge stronger are attending international
level seminars about the personality development which can help in boosting my
professionalism. There are various opportunities which can be accessed by me. In order to be the
part of the company, I need to have Decision making, Self-confidence and Delegating methods.
These can be achieved by me through taking part in the decision making process which and
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