Self-Managed Learning and Lifelong Development: A Case Study

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Unit- 23 Personal and Professional
Development

Contents
Introduction......................................................................................................................................3
Task 1...............................................................................................................................................4
Personal and Professional Development......................................................................................4
LO1..................................................................................................................................................4
1.1 Evaluate the approaches to self-managed learning................................................................4
1.2 Propose ways in which lifelong learning in personal and professional contexts could be
encouraged...................................................................................................................................5
1.3 Evaluate the benefits of self-managed learning to the individual and organization..............5
Summary Sheet............................................................................................................................6
Task 2...............................................................................................................................................6
LO2..................................................................................................................................................6
2.1 Evaluate own current skills and competencies against professional standards and
organizational objectives..............................................................................................................7
2.2 Identify own development needs and the activities required to meet them...........................7
2.3 Identify development opportunities to meet current and future defined needs......................8
2.4 Devise a personal and professional development plan based on identified needs.................8
Conclusion.....................................................................................................................................11
References......................................................................................................................................12

Introduction
This entire work is based on the personal and professional development of an individual working
in an organization. In this study, there is a discussion about National Trust which is a charity
developed in 1895 that is responsible for taking care of the coastlines, beaches, gardens, and
other art collections. Every year many visitors are visiting there to enjoy and experience
unforgettable days of their life. In this there is an appointment of the visitor welcome manager
who will be performing certain roles and responsibilities and this entire report is based on his
personal and professional development.

Task 1
Personal and Professional Development
Personal and professional development is basically a process which is allowing the individuals
and organization to assess their performance on a regular basis so that the desired goals and
objective of the organization can be well achieved. It also involves developing the individual
skills and personal characteristics so that overall organizational goals can be achieved. It is really
important today to make sure that personal and professional development is made so that if any
drawbacks or problems are lacking within the employees can be improved timely and effective
utilization of the employees can be done (Davies, et. al., 2017).
LO1
1.1 Evaluate the approaches to self-managed learning
To make the team and staff of National Trust-aware of self-managed learning. It is important that
multiple approaches must be followed by the National Trust for the employees. Given below is
the Summary Sheet which will be detailing about the personal development and self-managed
learning.
Approaches to self-managed learning
 Seminars and Conferences: This is the approach for self-managed learning which will help
to develop communication skills and also the platform will be provided for employees to
discuss problems and share the ideas. The merit of seminar and conferences is that it is
helpful in the development of communication skills. Conducting a seminar could be quite a
time consuming as well as costly sometimes for the National Trust.
 Internet: This is the latest trending approach which allows the employees to simply Google
and search for the information and get the help. The main merit of the internet is that it
allows anytime access to information but also it has a limitation that staff might get
dependent on the internet for each and everything (Rana, et. al., 2016).
 Social networking: Social networking is a platform which is quite common these days. It
will be helpful for the employees to have effective communication and be updated about the
others. It is helpful in boosting the self-managed learning but also it has a demerit that it will
lead to addiction.

 Debates and group discussions: It is basically allowing everyone to talk about the single
topic and discuss their views and thoughts about the same. The main merit of this will allow
the employees to put forward their views and thoughts but it also has a limitation that not all
employees are confident enough to speak up in public.
After discussing all these approaches of self-managed learning, the most suitable approach for
the team in Visitor service will be social networking and debates and group discussion because it
will be helpful to improve the effective communication by using the social media platforms and
the debates and group discussion will allow the employees to be motivated as they can share
their views and ideas (Peacock and Cowan, 2016).
1.2 Propose ways in which lifelong learning in personal and professional contexts could be
encouraged
There are several ways by which it can be ensured that personal and professional development in
learning is continued lifelong. One of the most common ways is to use the SWOT analysis
approach as this approach will be helpful in identifying the strengths, weakness, opportunities,
and threats associated among the employees. The SWOT analysis could be done on a regular
basis for effective monitoring and checking. It could also be helpful in collecting the feedback
from the employees and making the required improvements which will be helpful in improving
the overall performance. A SWOT analysis can be conducted by using tools like continuous
professional development and self-reflective learning (Dolmans, et. al., 2015).
Apart from this, some other ways include providing shadowing to the employees along with the
secondment opportunities. It also involves providing financial support along with time and other
requirements. Lastly, it can also include providing the subscription to the trade magazines which
will be helpful in providing lifelong learning (Mutlu, 2015).
1.3 Evaluate the benefits of self-managed learning to the individual and organization
The benefits of self-managed learning on the individual and organization include:
 As there is no involvement in any kind of professional help and all the self-managed learning
is done by using own personal experiences, training, learning and hard working.
 It is helpful in improving the overall performance of the National Trust because the
performance of the employee is improved with self-managed learning.
 The developing skills of the employees are improved.
 Self-managed learning is helpful in improving the learning experiences.

 Overall performance of the National Trust will be improved as the drawbacks of the
employees will be identified (Jackson and Wilton, 2017).
Summary Sheet
Approaches to self-managed learning
 Seminars and Conferences
 Internet:
 Social networking
 Debates and group discussions
Among this, the most suitable approaches will be social networking and debated and group
discussion for the visitor services as it will be helpful in providing better services to the
visitors by effectively communicating with them.
Lifelong learning in personal and Professional Development
 SWOT Analysis
 Shadowing
 Financial support along with time
 Subscription to trade magazines
To encourage lifelong learning with the team it is important that continuous checking and
monitoring must be done that will be helpful in identifying the strengths and weaknesses
associated with the employees and how it can be improved.
Benefits of Self-Managed Learning
 Improving the self- learning skills of an employees
 Improving employee skills will lead to improving the overall performance of the National
Trust.
 As employees will be able to provide better services to visitors which will also lead to
improving the number of visiting in the National Trust.
 There is no requirement of any professional help which saves efforts and money of the
National Trust.

Task 2
LO2
2.1 Evaluate own current skills and competencies against professional standards and
organizational objectives.
While performing the role of visitor welcome manager. My responsibility will include
welcoming the visitors by making sure that they are provided with some extensive services and
also there will be the responsibility for managing the financial performances, risk management,
development of business and make sure that link to conservation is well developed. To perform
all these functions it is important to have some skills and competencies which are detailed below:
Current Skills Professional Standards National Trust Job Role Objectives
Communication Skills: It is
important to have good
communication skills in order
to communicate with visitors
and welcoming them.
Being able to communicate
with the visitors effectively
and possess oral presentation
skills within.
Effective communication skills so
that the management of the people
can be done by setting personal
objectives.
Financial Skills: I have
knowledge about the finances
which can be helpful in
estimating costs and doing
analysis.
Financial skill knowledge for
cost accumulations El Mawas
et. al., 2017).
Financial skills should be there to
maximize the income and cost can
be controlled.
Marketing Skills: I have
knowledge about marketing
skills to sell a particular
product or services in the
market.
Identification of the latest
market trends.
Practical experience in the
marketing field should be there
especially in the field of heritage,
tourists and visitor service
environment.
People management skills: I
have the quality to effectively
manage the people.
Management of people
effectively by solving their
problems (Mackay, 2017).
Should be capable of conducting the
development reviews which also
involves setting personal objectives
Customer Oriented: I’m
experienced with customers
and also can easily assess
their requirements.
Understanding the needs and
requirements of the customers
(Jackson and Wilton, 2016).
Should have knowledge about
health and safety procedures which
will be helpful for assessing the
customers.
2.2 Identify own development needs and the activities required to meet them
The skill required to be
developed
Method of skill development
Business development skills I will develop the business development skills by motivating the
team to perform in a better manner and also by developing
knowledge about the product. It can be developed by gaining

knowledge about National Trust revenue and customer
experiences. Also, the business plan is required to be studied in
detail to develop the skills accordingly.
Risk management skills I will develop this risk by effectively handling the stock control
and process of cash handling by making sure that all functions
are carried out as per the government rules and regulation. Also,
National trust procedures are followed properly to avoid any
future risks.
Organizing skills It is important for me to develop organizing skills because in
case of the absence of my manager. I should be capable of
handling the problems and also immediate assistance can be
provided by developing a proper schedule and list of the work
and also making sure that I reach to work on time.
IT skills I have very less knowledge about Microsoft office for which I
require to take proper training of operating Microsoft office and
also the practice for the same is required to be done.
Delivering performance targets I need to develop the skills related to delivering the performance
for which I should be working in varied environments and also I
should practice handling the difficult situations and complaints
coming from the customers and providing the required solutions
for the same.
2.3 Identify development opportunities to meet current and future defined needs
Development of employee is really very important as eventually, it leads to the development of
the overall National Trust. National Trust is a charity that was developed in 1895 which is
responsible for taking care of coastline, beaches, nature reserves, and other art collections. As
Membership and Visitor manager, my responsibility is to meet the current and future needs of
the National Trust for which certain opportunities are provided by National Trust that includes:
 Developing my knowledge about the conservation work so that I could develop an effective
link with our conservation purpose that could be helpful in reinvestment.
 I would like to interact more and more with my staff and identify their problems and ask
them for suggestions and ideas because this will be helpful in getting the feedback from the
employees (Manuti, et. al., 2015).
 I will also be getting training from the financial department so that I have knowledge about
staff rates and payroll cost that will in the future be helpful in managing financial
performance.
 In order to gain knowledge and information about the business, I will thoroughly go through
the business plan as it details all the business objectives and strategies related to future
expansions.
 I will try to spend more and more time with the manager as it will be helpful in providing me
with some technical concepts related to business and by observing my knowledge can be
improved (Blaschke and Hase, 2016).

2.4 Devise a personal and professional development plan based on identified needs.
Development
Objectives
Priority Activities to
be undertaken
Resources Target
Start
Date
Target
End
Date
Criteria for Success
Business
development skills
High  By
developing
knowledge
about the
product.
 Gaining
knowledge
about
National
Trust
Revenue
and
customer
experience.
 Business plan
of National
Trust
 Product
Knowledge.
1/6/2019 1/8/2019  Develop product
knowledge and get
knowledge about
National Trust by
going through the
business plan.
Risk management
skills
Very
High
 Stock
control and
process of
cash
handling.
 Regular
monitoring
and
checking.
 Financial
record books.
 Policies and
regulation of
National
Trust
1/6/2019 1/7/2019  Avoiding any kind
of future risks.
 Following
government rules.
Organizing skills Low  Handling
problems
in absence
of
authorities.
 Providing
immediate
assistance.
 Development
of proper
schedule.
 Listing out
work.
2/7/2019 4/8/2019  Reaching on time
to work
 Make proper
schedules and plan
for implementing
work.
IT skills High  Training
for MS
office.
 Regular
practice on
MS office
 MS office 1/6/2019 3/9/2019  Using MS office
on a daily basis.
Delivering
performance targets
Medium  Handling
difficult
situations.
 Addressing
complaints
 Customer
feedback
5/7/2019 5/8/2019  Working in
complex
environments.
 Providing multiple
solutions to the

coming
from
visitors
problems.

Conclusion
After understanding the personal and professional knowledge. It is important for every employee
to think about its own personal and professional knowledge development because it will be
helpful in improving the self-managed learning that can be eventually helpful in life long
development. Also, there is a review of personal and professional development. This report is
also detailing the professional development plan which can be helpful in the demonstration of
personal and professional skills of an individual.

References
 Peacock, S. and Cowan, J., 2016. Using Cognitive Maps to Promote Self-Managed Learning
in Online Communities of Inquiry. International Association for Development of the
Information Society.
 Dolmans, D., Michaelsen, L., Van Merrienboer, J. and van der Vleuten, C., 2015. Should we
choose between problem-based learning and team-based learning? No, combine the best of
both worlds!. Medical teacher, 37(4), pp.354-359.
 El Mawas, N., Gilliot, J.M., Garlatti, S., Serrano-Alvarado, P., Skaf-Molli, H., Eneau, J.,
Lameul, G., Marchandise, J.F. and Pentecouteau, H., 2017, April. Towards a Self-Regulated
Learning in a Lifelong Learning Perspective.
 Blaschke, L.M. and Hase, S., 2016. Heutagogy: A holistic framework for creating twenty-
first-century self-determined learners. In The future of ubiquitous learning (pp. 25-40).
Springer, Berlin, Heidelberg.
 Mackay, M., 2017. Professional development seen as employment capital. Professional
development in education, 43(1), pp.140-155.
 Jackson, D. and Wilton, N., 2016. Developing career management competencies among
undergraduates and the role of work-integrated learning. Teaching in Higher
Education, 21(3), pp.266-286.
 Mutlu, M.E., 2015. Design and development of a digital life logging system for management
of lifelong learning experiences. Procedia-Social and Behavioral Sciences, 174, pp.834-848.
 Rana, S., Ardichvili, A. and Polesello, D., 2016. Promoting self-directed learning in a
learning organization: tools and practices. European Journal of Training and
Development, 40(7), pp.470-489.
 Jackson, D. and Wilton, N., 2017. Perceived employability among undergraduates and the
importance of career self-management, work experience and individual
characteristics. Higher Education Research & Development, 36(4), pp.747-762.
 Manuti, A., Pastore, S., Scardigno, A.F., Giancaspro, M.L. and Morciano, D., 2015. Formal
and informal learning in the workplace: a research review. International journal of training
and development, 19(1), pp.1-17.
 Davies, K., Curtin, M. and Robson, K., 2017. Impact of an international workplace learning
placement on personal and professional development. Australian occupational therapy
journal, 64(2), pp.121-128.