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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taking the first opportunities. Public speaking and other similar activities can help me to over
come such issues and problems.
2.4 Personal and Professional Development Plan
Presentation Skill
Presentation skill is the key to success for any individual. Better presentation skill is helpful to
attract more customers. As I had worked with customer oriented organisation, I believe that
improving the presentation skills will lead to the satisfied customer base.
Decision-making Skill
Decision-making skill is the core area of management. I need to improve my decision-making
skill. Better decision-making skill can improve my work productivity. The organisation gets
benefited from the better decision-making skill of employee.
Better Planning
Better planning will be helpful in getting things done in more sophisticated manner. I have to
improve my planning to get the things done more quickly.
All these lacking factors can be achieved with the help of the SMART Objectives. After
the projects are planned they can be achieved through SMART. It stands for specific,
measurable, agreed upon, realistic and time-based.
 Under the specific major discussion are carried for the well defined and closeness to the
topic. Through this those skills can be effectively gained by me.
 Measurable: It is to assure that the mentioned goals is obtainable or not and what are the
complication faced by the person. All the skills mentioned above are achievable and
through hard work and practise it can be achieved.
 Agreed upon: Agreement from all the members. In order to improve others are ready to
help me in all possible ways.
 Realistic: Knowledge resources,and time availability. There are various sources and
methods through which it can be achieved.
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 Time-based: Time to achieve the goals and improve performance. Within 2 months
these skills will be adopted and implemented by me.
S. No. Individual target Existing skills and
competencies
Future development
opportunities
Time
scale
1 Presentation Skill I have poor
presentation skills as
I an unable to
express myself in
front of other
without hesitation.
Speeches and self-confidence
generation can help me in
improving this skill.
1 month
2 Decision-making Skill I have lack of
decision-making
skills due to which I
am unable to take
quick business
decisions.
Self-assessment and group
discussion can help me in this
context. By team meeting I can
enhance my decision-making
skills.
1 month
3 Better Planning I am lacking in
planning skills due to
which the plans
prepared by are less
ineffective.
This skill can be obtained by
studying effective management
models and planning strategies.
2
months
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3. Implementing and continuously reviewing own personal and
professional development plan
3.1 Processes and activities required implementing the development plan
It is to be noted that the learning style that one adopts does differ from one person to other. This
is so because each and every individual has his own competence. The learning techniques to
vary from one person to another. Learning styles could be in terms of visual, aural, verbal,
physical, logical, social and solitary (Mumford, 1993). These techniques do influence an
individual to realise his own personal way of learning. This sort of learning definitely uses the
different parts of the brain to serve the effective purpose of learning in an effective way.
In the social care sector, learning from others is a purposeful object. It tends to be a good
practise which generally gets undertaken by the appreciation of the others, such as in an
organisation. As seen in the Everest expedition scenario, the doctor tends to make out a plan by
staying a day extra at the camp to study the adaptability of the body with the concerned nature.
In this respect, it could be said that the medical personnel are trying to learn from others in the
group though in terms of the medical sphere.
Learning forms the key and pivotal part of undertaking implementation of the development
process. The first of the things required in this respect of implementing the development plan is
to learn from others. In order to learn from others, the point worth remembrance is the fact that
one can be influenced by or one can directly learn from someone who might have already
undertaken the same role. In this respect, the role model or the mentor needs to be carefully
selected. This would help the developing individual to work with the mentor or take learning
from the mentor quite effectively. In this case, it would be great if there is an experienced mentor
and the mentor can guide, advice and move the developing individual steadily forward in the
development (Moon, 2013).
Learning styles are important to conduct the personal development programme activities. The
way in which I would learn would depend on the outcome and effectiveness. Some prefer
working alone while others prefer working in groups. These are personal preferences. The
emotions and inherent qualities of mine are important. As peer Honey and Mumford the styles of
learning can be activist, reflector, theorist and pragmatist (Fee, 2013).
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Figure 1: Honey and Mumford's learning cycle
Source 1: (Dawn, et al., 2013)
In the process of learning from others there would be myriad ways of acquiring the skills like
being under formal learning and training, by means of observation, by mentoring, being under
supervision, attending tutorials, being amidst informal networks, working with the team
members in the educational institute or in the place of work, etc. There would also be the scope
of learning under the supervision of the line manager. There might be other professionals like a
visiting academician from an institute of repute who might come to the office on hiring duties of
organisational behaviour etc. The developing individual might view this person too to learn
(Merriam & Bierema, 2013).
Apart from this, there could be learning through research. The developing individual can
undertake some independent research. This would benefit the individual in an ideal way. It
would further develop the research skills too.
There are numerous methods to improve the lacking factors of business operation. In
order to develop these elements several actions are mentioned below:
 Presentation Skill: By conducting training programs, presentation skills can be develop.
Also, group discussions also help in enhancing these skills.
 Decision-making Skill: Involving every employee in decision making skill can not also
help in generating a better and combined thought effective for the business but it will also
help employee in developing the decision-building ability.
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 Better Planning: In order to plan in effective way, there are many theories and models
that are present. Entities can use this techniques for better planning of the business
processes. Some common examples are; strategic planning process model, integrated
planning model, etc.
3.2 Undertaking and developing documenting activities as planned
I could record the development in a variety of ways. There might be a written diary during the
development period. This would record the development work in details and would do that in a
sequential and chronological manner. It should be systematic and as per date to depict the
gradual evolution of the development process or the stagnation – whatever the case might be.
There would also be written development sheets which could be completed at various stages and
this can also be signed off by a work based assessor.
There might be the award of a certificate appreciating a qualification which might be gained
during the development period. This would also serve in the documenting activity. The
documenting process can contain a work based assessor’s comment and also the logs of the
discussion.
There would be a certificate marking the successful completion of a training event on a subject
that is relevant to the development process. It might be training on software or on computer
literacy which would develop me as the developing individual. I would be attending different
conferences and seminars to enhance different skills. I would attend such seminars to see others
on their public speaking abilities. I would be interested in developing myself as a public speaker.
In the event of such a development, the emails or register photocopy shots of my attendance at
these seminars and conferences would serve the purpose of being a documented dossier of my
involvement in the development process.
Among the other sources of documentation and record, there would be a written development
record which is certified and witnessed by a supervisor or a line manager at my place of work.
There would be certain work that I would undertake as part of my developmental activity. I
would be the leader of a group in an office project work as part of my initiative to enhance my
leadership skill. In this respect, the work based appraisal form agreed and completed by my line
manager would serve as the source of documentation in my development initiative.
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Portfolio is attached is appendix part.
Skills need to develop Activities Time period
Better planning I can plot all the operations
with the help of segmentation
and this segregation will help
me in bringing effectiveness in
planning.
15 days
Decision-making skills I will try yo understand the
different perspectives of
people so that I can execute a
good decision on the
workplace.
20 days
Presentation skills I will listen to the great
speakers and relevant videos.
Further, attending seminars of
them is also a good option
which will boost my way of
presenting words to others.
1 month
3.3 Reflecting critically on own learning against original aims and objectives set in the
development plan
I term of the critical reflection on my own learning against the original aims and objectives set in
the development plan, I should be analytical and self-critic to my own learning and development.
It needs to be recollected that while formulating the personal development programme some
SMART objectives and aims were taken into account. I would reflect the learning acquired by
me after some period of those aims and objectives set initially. As per those aims and objectives,
there were some targets that needed to be attained within a specific period. I would compare the
learnings which I have gained during this period.
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I would consider the feedback and the basic behaviour of the family members, the staff of the
place of work, the mentor, the superintendent of the tutorial classes that I would enrol in, the
peers, the colleagues the superiors including the line manager etc. – in relation to the change
noticed in terms of my attitude, my development and the skills learnt. I would consider this
feedback and the reactions towards me very carefully. Simultaneously I would also consider the
change that I would witness of feel within myself through the learnings. For instance, I would
consider how much I have been acquainted with be a public speaker in the English language. I
would consider how much fluent I am and how much I have grasped the skill from learning from
the eloquent public speakers whom I watched ah the various conferences which I attended.
In order to do evaluation of the effectiveness of the plan implementation I take feedback
from my tutor . The changes were observed in my presentation and planning skills. I was more
confident while expressing myself. This confidence assisted me in putting all my points in front
of everyone. While, I still takes so much time in decision-making and hence, I need to possess
quick responding skills.
3.4 Updating the development plan based on feedback and evaluation
It is true that if an individual need to learn something, he needs to be flexible enough to give
scope for the measures of self-learning techniques and those from others to be implemented
quite properly. It would apparently make room for the individual to make modifications in his
learning style to make for further improvement in this case. So the proper evaluation and
modification in the learning styles call for a well laid out a plan to achieve the results in a better
and effective way.
Targets should be set. The targets should be achievable, specific, measurable, and based on a
time limit. The feedbacks from the responsible persons should be continuously taken and these
All should be documented from time to time to note the progress. There can be various
feedbacks. If the progress is made in terms of the communication skill, then it should be noted
whether the others are comfortable to communicate with self and whether more people are
finding it comfortable to communicate and speak to self. The feedback from the household
members, the teachers, the peers, the colleagues and the line managers should be continuously
taken and the details should be documented for evaluation. The recording and the documentation
19

should be done chronologically and in order. This would reveal the sequence in which the
progress has been made by the developing individual.
There might be a requirement for the motivating ability and the leadership skill to be honed and
improved within a pre-determined time limit. The progress or even any deterioration of stagnant
condition in the development of these skills should be clearly noted and documented in proper
sequence and as per data. The feedback from the colleagues, the family members, the peers, the
socially known people, etc. should be constantly considered. It is to be seen whether the others
are being influenced by the advice or the suggestions given by self, whether the groups and the
individuals are accepting self as leaders or whether they are getting more dependent on the
developing individual. This feedback and the reactions of these people should be marked closely
and these should be compared in relation to the pre-determined benchmarks of measurable
reactions and ideal feedback from the same people. The time period of attaining this feedback
should also be noted carefully and everything should be well documented.
Lacking area Functions that are
performed
Self-Evaluation Time-frame
Presentation Skills I listened attentively
to the great speakers.
Further, improvement
in confidence by
getting myself
involved in social
activities also
enhanced presentation
skills.
I observed that the
presentation skills in
me were developed
after boosting my
confidence level.
2 months
Decision-making
skills
I take so much time in
making decision and
hence, I learned
I found that I have
improved my time-
management.
15 days
20

effective time-
management strategies
for possessing quick
responses.
Although, I need to
think critically on
some matters.
Better planning I worked on my
management skills.
This skill were
obtained by studying
effective management
models and planning
strategies.
Good understanding of
management and
planning strategies
helped me in pursuing
planning in effective
manner.
1 month
4. Demonstrate the acquired interpersonal and transferable skills
4.1 Selection of solutions to work based problems
Interpersonal and transferable skills are needed for personal and professional growth.
Interpersonal skills comprise of skills to communicate in daily life with single and multiple
persons. The transferable skills help to transfer the skills which are being acquired in one setting
to another (Pellegrino, 2013).
Work-based learning focuses more on practices. It encourages the necessity of learning from
experiences. It enhances the problem-solving skills. The simulation activity was experienced for
the first time. It required an effective interaction within the group. Still, the major problem was a
lack of expertise of team members in simulation learning. The lack of expertise was being
manifested in each step of the simulation activity (OECD, 2015).
The technical knowledge will help to overcome the problem. The profound experience in the
technical field will help to relate with the simulation activity. The knowledge will produce a
positive impact on team performance.
Once more it was revealed that none of the team members had any prior experience with
simulation-based learning. This was totally a new experience for them. The essentials of
21

simulation were supposed to be explained to them. I assumed the role of the leader in the group
and initiated an interactive discussion within the group.
I harped hard and laid stress on technical learning. The problem was with the expertise of the
team members. They were being introduced to the concept of simulation learning for the very
first time. I introduced more practice among the team members. Repetitive action on the same
subject generally inculcates a positive feeling about an activity within the otherwise novice
individuals. This was exactly what was required for work based problem.
I divided the total work into a number of sub works. The entire concept thus gradually became
clear to all the members of the group. Further, they were also subjected to explanations of the
matter. This was repeated to them a number of times. This made the matter clear to the members.
The repetitive instructions and repetitive experience of the exercise mattered most to the
members of the group. Lack of this and not considering it important initially prevented these
members from comprehending the basics of the simulation based learning.
Another thing that was taken care of was the fact that as the subject or crux of the matter was
becoming hard for the group members to comprehend, they were gradually becoming impatient
and also finding the going pretty tough. The members were becoming anxious as time was
passing by. I had to pacify them. I explained to them that it was understandable that they were
being introduced for the first time in this kind if simulation based learning and such jitters were
quite expected. This lead to the members calming down to some extent and thereafter they
became patient to hear the sermons and instructions from the team leader.
These were all indeed the different facets of work-based problems and the skills acquired by
handling them could be utilised on other platforms. This made these skills transferable and I was
thus confident that I would be able to use these skills on other occasions at different places.
I also came to comprehend another very important fact of work based problem. I needed to build
the expertise of the group members on the subject in which they lacked the knowledge. The
profound use of technical knowledge in order to make these group members acquainted with the
essence of the subject would make them aware of the relevant situation.
22

4.2 Communicating in a variety of styles and appropriate manner at various levels
The communication plays an effective role in the simulation activity (Jonassen & Land, 2012).
Verbal as well as non-verbal communication are crucial to accomplishing the tasks. In the
beginning, the verbal communication was the only way that was used to follow. It helps to
understand the procedure (Smith, 2011). Gradually, nonverbal communication became an
effective tool to interact with the group members. Nonverbal communication helps to understand
the role specific position during simulation activity. In the latter stage, the non-verbal
communication such as eye contact, the appropriate posture and direction through gesture helped
a lot in accomplishing the task.
Communication was the skill which I wanted to be proficient with and this was the area where I
aspired to get the maximum skill. I always lagged in the area of communicating the requirements
and also witnessed a self-fallout in the realms of putting across my opinion and ideas to others. I
addition to this I wanted to be an excellent public speaker.
Communication is a two-way process in which there should be an emitter and a receptor. The
conveying of the message should take place through a medium. The communication needs to be
23

of such quality that the receptor is able to comprehend the message. There should be a feedback
mechanism for the emitter to comprehend the success of the message conveyed (Rimondini,
2010).
When initially the simulation was being explained to the group, the use of verbal communication
was resorted to. The facts and features of the simulation and the minute details were being
explained to the target audience. In this process, there were explanations from my end. I spoke a
lot to explain the various roles of the actors in the simulation and also the background of the
happenings in the activity. The unknown features of something are to be explained in a verbal
manner by means of verbal expression. The scenario was not known to the audience. Hence, the
verbal mode of communication resorted to (Riley, 2015).
24

Next came the role specific situation of the simulation. At this juncture, the non-verbal mode of
explanation was resorted to. The non-verbal expression also included the use of movement of
hands and the use of the posture of the speaker.
25

The use of the power point presentation and the use of the speaker along with such a presentation
along with the use of computers and blue tooth etc. was an example of the use of ICT mode of
communication. This signified Information, Communication and Technology. It involved the use
of internet too.
There are least weakness in this areas. Communication must be clear and concise. There
should not be any interference gap between the two person having communication. Further,
channel of communication should be properly chosen.
4.3 Evaluation and use of effective time management strategies
The simulation activity needs to incorporate the effective time management strategies. Time
management produced effective regulation on the simulation activity (Jahangirian, et al., 2010).
Keeping time log and corporate collaborative time management techniques were followed. The
time log technique helped to keep track of the spending time in each step. It highlighted the
requirement to increase the speed in each step. The other technique was collaborative time
management technique. It produced a proper guideline regarding preparedness in the simulation
activity. The team was able to plan their strategies according to the requirement.
26

While outlining the basic time management strategies it needs to be mentioned that these are to
prioritise, then to work on the time required for each task, relaxing, exercising, maintaining
flexibility, speeding up rather than being excellent, doing the floating tasks and finally self-
sacrifice and denial for survival (Chidiac, 2011).
As a part of the strategies for time management, I have always tried to prioritise or pre-prioritise
the tasks which I intended to handle while working for achieving the aims and objectives in my
personal development plan (Cottrell, 2015). For instance, I always prioritised the work of getting
my job done at my place of work. This occurred to me as it was my job that would give me the
bread to eat and on the basis of this only I would be in a position to support my family. My
addressing of the cause for effective communication, rendering leadership activity and being
empathic to others while providing motivation occurred only next to the above. This held ample
evidence of me going by the strategy of prioritising my tasks (Dezhi, 2009).
As a proof of speeding up the proceedings, I always took an active role in expediting things
more than achieving excellence in them. For instance, while attending a tutorial on learning The
English language for effective public speaking, I always wanted to do things fast rather than
wasting time to learn the finer details of the language. I did not spend much time for learning
English grammar bur rather I tried to indulge more in speaking the language of the tutorial class.
In view of the above, it is worthwhile to shed light on the strength and weakness of the above
two strategies of time management. Prioritisation’s strength is that by means of this the efficient
user of time, like me, could be able to select those job or work which she or he regards to be
more important or pivotal (Castellanos, et al., 2013). In this way, a scrutiny is made of the
available jobs or work or tasks. However, prioritisation might also lead to the missing out on the
importance of some task which is acutely essential to be done but apparently the merit cannot be
comprehended. This might tell upon the success of the ultimate work in some way (Morgan,
2014).
Regarding the second selected strategy or expediting, it can be commented that this ensures the
completion of work within time schedule on one hand but the finer elements of the work might
be neglected owing to this strategy.
27

Conclusion
The report has highlighted about the personal and professional development. It focused on the
self-managed learning. It highlighted the decision of the individuals. The procedure enhances the
internal growth of the individual. Learning from other also help the individual to adopt several
skills from others which will enhance the growth of the individual. The social aspect also plays
an important role in developing personal and professional skills. The evaluation of individual
performances will help to monitor their conduct. The report has its attention on the transferable
and interpersonal skills. The simulation activity was the main emphasis of this report. In the
simulation activity, the communication plays a crucial role to interact with a team member. In
this context, the time management techniques played an effective role in managing time in the
simulation activity.
28

References
Castellanos, M., Dayal, U. & Rundensteiner, E., 2013. Enabling Real-Time Business
Intelligence. Heidelberg, Germany: Springer.
Chidiac, S., 2011. The 10 Unbreakable Rules of Time Management. UK: Samer Chidiac.
Cottrell, S., 2015. Skills for Success: Personal Development and Employability. UK: Palgrave
Macmillan.
Cummings, T. & Worley, C., 2014. Organization development and change. London: Cengage
learning.
Dawn, T., Harkin, J. & Turner, G., 2013. Teaching Young Adults: A Handbook for Teachers in
Post-Compulsory Education. Abingdon, UK : Routledge.
Dezhi, W., 2009. Temporal Structures in Individual Time Management: Practices to Enhance
Calendar Tool Design: Practices to Enhance Calendar Tool Design. UK: IGI Global.
Fee, K., 2013. The Learnforever Book. UK: Paragon Publishing.
Graves, N., 2013. Learner managed learning: practice, theory and policy. London: Routledge.
Jahangirian, M., Eldabi, T. & Naseer, A., 2010. Simulation in manufacturing and business: A
review. European Journal of Operational Research, 203(1), pp. 1-13.
Jonassen, D. & Land, S. e., 2012. Theoretical foundations of learning environments. London:
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California: Corwin Press.
Merriam, S. & Bierema, L., 2013. Adult Learning: Linking Theory and Practice. Chichester, UK
: John Wiley & Sons.
Moon, J., 2013. Reflection in learning and professional development: Theory and practice.
London: Routledge.
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Moon, J., 2013. Reflection in Learning and Professional Development: Theory and Practice.
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Mumford, A., 1993. How Managers Can Develop Managers. Gower: Aldershot UK.
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Appendix
JOB DESCRIPTION
Organization name: Travel lodge
Job designation: Area Manager
Location: United Kingdom
Reports to: Area manager
Roles and responsibilities: Assistance manager needs to support the areas manager for the sales
targets for organization and efficaciously carry off marketing action and functions. Their main
objective is to maximise sales, revenue collection and profitability along with customer
satisfaction. Along with this, they are responsible to oversees every day marketing standards
and try to maintain them proper manner so as customer service can increase. Additionally, they
are required to provide documentation and report related to sales and profit to top management.
Application date: 15th August 2017
Interview date: 25th August 2017
31

PERSON SPECIFICATION
Qualification: Excellence in the Computer must required along with 2-year degree of accredited
collage of MBA
Employment conditions: Both days and night shift
Age: 20 to 50 years
Gender: All gender can apply
Skills and experience: At least two year of experience as an Area manager in a reputed corporate
company. He/she must have excellent communication skill and fluency in English. Furthermore,
Moreover, candidate have quality to attract people by his communication skill.
32

33

Portfolio Index
Statement of ownership
Personal Profile
JOB DESCRIPTION
Cover Letter
Curriculum Vitae
References
Educational Background
Work Sample
Work Philosophy
Career Goal
34

Portfolio
Statement of ownership
Entire individual,private and secretive content is provided in this portfolio. Documents that
supports this confidentiality are attached in this portfolio that are either created, gained and
designed by me. No document and information is false or photocopied without expressed
permission.
I certify that all the data present in the portfolio is correct and absolute.
Gary White
Personal Profile
A responsible and motivated student, recently did Masters in Business Administration in travel
and tourism management from 2017 batch. Bilingual in English and French. Well developed
skills inn the respective sector.
35

JOB DESCRIPTION
Organization name: Travel lodge
Job designation: Area Manager
Location: United Kingdom
Reports to: Area manager
Roles and responsibilities: Assistance manager needs to support the areas manager for the sales
targets for organization and efficaciously carry off marketing action and functions. Their main
objective is to maximise sales, revenue collection and profitability along with customer
satisfaction. Along with this, they are responsible to oversees every day marketing standards
and try to maintain them proper manner so as customer service can increase. Additionally, they
are required to provide documentation and report related to sales and profit to top management.
Application date: 15th August 2017
Interview date: 25th August 2017
PERSON SPECIFICATION
Qualification: Excellence in the Computer must required along with 2-year degree of accredited
collage of MBA
Employment conditions: Both days and night shift
Age: 20 to 50 years
Gender: All gender can apply
Skills and experience: At least two year of experience as an Area manager in a reputed corporate
company. He/she must have excellent communication skill and fluency in English. Furthermore,
Moreover, candidate have quality to attract people by his communication skill.
36

Cover Letter
23-08-2017
Gary White
1 Main Street, New Cityland, London
Contact Details: [e-mail]
Dear Charles Brown
RE: Assistant Manager, September
As a highly skilled management student, I read your posting for the post of assistant manager
with interest. My skills aligns well with the qualifications you are seeking. And I am certain that
I would make a valuable addition to your organisation.
Being topper of the MBA batch, I am adept in effective management techniques. Moreover, my
internships in relevant entities afforded me a wee-rounded skill set, including organisational and
time-management.
Please review my attached resume for additional details regarding my expertise and abilities. I
will follow up to the request an appointment to discuss how my qualifications meets your needs.
Thank you for your time and consideration.
Truly,
Gary White
37

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