Reflective Learning: A Self-Assessment and Development Plan

This essay provides a reflection on personal skill development and learning, emphasizing the importance of self-analysis to identify strengths and weaknesses for future improvement. It draws parallels between individual growth and corporate strategies, referencing KPMG's approach to employee motivation and retention. The reflection process includes analyzing past performance, evaluating current skills, and developing critical thinking through debriefing and questioning. The essay concludes by stressing the significance of taking concrete actions to enhance existing skills and knowledge, mirroring the need for organizations to implement strategies that foster employee engagement and create better career opportunities. The essay highlights that reflection is only valuable when it translates into actionable steps for personal and professional development, as well as organizational success. Desklib provides a platform to access more solved assignments and learning resources.

REFLECTIVE LEARNING

Table of Contents
REFLECTION.................................................................................................................................3
REFERENCES................................................................................................................................1

REFLECTION
Making reflection will lead to have an analysis own strength and weakness along with
determination of future course of action so that the loopholes and drawbacks in association with
an individual will be overcome (Knapp, Gottlieb and Handelsman, 2017). Skill development
along with simultaneous learning plays an important role in association with learning. As skills
and learning of new concepts is an important aspect with regard to the current academics and
future so its development also plays a major role.
As in the past as I was not having adequate knowledge and skills which enable me to face
many difficulties. The same case happened with the KPMG which also face issue in the past
regarding its employee's motivation and retention. In the same way companies thinks that the
employee's engagement is not important and it is an easy task (ENGAGE YOUR PEOPLE,
2021). As past is having a direct association with the present so determination of past
performance with regard to my career and academic plays an important role in the context of
present. This is applicable in case of individual life as well as corporate world like in the case of
KPMG and other companies wherein engagement of employees would lead to deliver success in
future.
As identification of scenario and problem will be worth if it involves feelings and
evaluation. This also includes analysis. Through this analysis I came to know about myself that
what went right and wrong. Through this I came to know that if I was with the assumption that I
had required knowledge and skill and thus not taken any further steps with the improvement.
Although my confidence towards me and my skills with the current situation which means past
was right but not adequately applicable in the future. In case of KPMG too, its past action in
terms of brand focus and consideration plays an important role with regard to its present and
future. As it analysed that it is important for it to take adequate steps in order to retain employees
so it got the benefit in the form of good brand image in the future. Thus, in my opinion this move
of KPMG is right because determination of challenges and linking it to future would a good
strategy. However, in the same way as the thought and thinking of employers with respect to
employee's engagement as an easy task is also a wrong perspective. However, consideration
towards the business goal is a right move. With respect tom my opinion it is wrong because
employee's engagement with respect to company is always an important aspect for the growth
and success.

In the same way, enabling evaluation will lead to have better understanding about the
actions and the current situation (Dhaliwal, Singh and Singh, 2018). When I made my written
evaluation in terms of writing my needs with regard to learning and skills development I came to
know myself along with my actual deviation. In case of KPMG too, when it makes written
evaluation in terms of collection of qualitative data from interview and then development of
themes and its analysis, it would enable the company to have better idea of deviation. Likewise,
in case of another companies making an evaluation about the data regarding analysis of sick days
i.e. 2.69 in case of engaged and 6.19 in case of disengaged will lead to enable the importance of
this aspect. With regard to my opinion an evaluation is an important aspect because it will lead to
determination of deviation and issues.
With the same situation its recording whether in case of my learning like my required
skill development and knowledge grabbing or in case of corporate like recording of outcome of
evaluation is also an important aspect. This is because it assist the further strategies and
planning.
In the same way the concept of de-briefing and questioning would lead to further deep
evaluation and analysis. This will lead to develop more and in-depth understanding (Goupil and
Kouider, 2019). This will also lead to determination of positive and negative aspects. As when I
perform de-briefing I came to know that I actually lack not too many skills, but I'm lacking the
skill of leadership and communication majorly. These are my major negative points. However,
with efficient knowledge I can make exploration of existing along with learning. In the same way
de-briefing enable the organizations and KPMG to know where they are right or wrong (KPMG:
Motivating Employees Through a Deeper Sense of Purpose, 2021). As with this task they know
evaluate that employee's engagement and its retention is an important aspect for their success.
In case of making and concluding the required reflection I develop critical thinking
regarding looking at my positive as well as negative side. This means that where I need
improvement and where not. In my opinion this perspective of conclusion also enable the KPMG
and other organization to determine the main jest of the learning and understanding. This will
prepare them form future course of action. As it is happened in case of KPMG wherein it make
conclusion after collecting the data through interviews. In my opinion this is the best way. Same
in the case of other organization wherein by making a conclusion through inculcating records
and data regarding an importance of employee's engagement would be a right move.

Lastly, everything and entire process would be of no worth if actions with respect to
future course will not be taken (He, Parkinson and Doyle, 2018). As by making and overall
analysis I also take actions in the form of enhancement of existing skills by making practice and
indulging myself in speech competition or the team activities so that my skills and knowledge
would be developed. Same in the case of KPMG and other organization too, that enabling better
career opportunities and indulging employees with the organization's decision-making and other
concept would lead to have better employees engagement and retention. In the same way taking
of action in the form of adequate conversation with the employee's and listening them too would
lead to have better employees' engagement. With regard to my opinion by making a compliance
of the above steps and then preparing future course of action would be a right way because it will
assist in overcoming of all the loopholes along with preparation of steps in accordance with those
loopholes.

REFERENCES
Books and journals
Dhaliwal, U., Singh, S. and Singh, N., 2018. Reflective student narratives: honing
professionalism and empathy. Indian J Med Ethics. 3(1). pp.9-15.
Goupil, L. and Kouider, S., 2019. Developing a reflective mind: from core metacognition to
explicit self-reflection. Current Directions in Psychological Science. 28(4). pp.403-408.
He, K.N., Parkinson, L. and Doyle, A.K., 2018. Gibbs’ Reflective Cycle.
Knapp, S., Gottlieb, M.C. and Handelsman, M.M., 2017. Enhancing professionalism through
self-reflection. Professional Psychology: Research and Practice. 48(3). p.167.
Online references
ENGAGE YOUR PEOPLE., 2021. [Online]. Available through
<https://www.youtube.com/watch?v=dSfDROxCuxI>
KPMG: Motivating Employees Through a Deeper Sense of Purpose., 2021. [Online]. Available
through <https://rework.withgoogle.com/case-studies/KPMG-purpose/>
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