Personality & Professional Growth: SML and CPD Analysis

This presentation provides an overview of self-management learning (SML) and its approaches, such as coaching, mentoring, seminars, and secondments, highlighting their advantages and disadvantages. It explores various ways of SML and continual professional development (CPD), including Honey and Mumford’s learning styles, and their benefits for both individuals and organizations. The presentation emphasizes the importance of lifelong learning through self-directed learning, apprenticeships, and credit accumulation schemes. It concludes that SML maximizes skills, knowledge, and competency, creating brighter career paths and boosting employee commitment and productivity within organizations. Recommendations include proper guidance from coaches and mentors, consultation with seniors, and training and development activities to enhance skills and performance.

PERSONALITY AND
PROFESSIONAL
DEVELOPMENT
TASK 1

INTRODUCTION
 Self-management learning is an effective technique used
by people to grow their learning base, skills and
competency level to a maximum extent. This
presentation lay emphasizes on SML approaches like
coaching, mentoring, interviews, secondments, seminars
and others along with their advantage and disadvantage.
Moreover, it will demonstrates various ways of SML and
CPD such as Honey and Mumford’s learning style and
other along with their benefits to both the individual as
well as organization.

1.1 SELF-MANAGEMENT LEARNING
 Self-managed learning (SML) regards to the process of
obtaining in-depth knowledge of various things through
employing diversified ways.

APPROACHES OF SML
 Learning from research: Individual can access web and
gain diverse knowledge to maximize their competency. It
helps them to keep up-date their knowledge and offer
career advancement opportunities. WWW (world wide
web), blogs, social network etc. are the common ways to
expand knowledge.
 Learning from others: In this, individual can take others
people support and guidance to improve knowledge base
(Petersen, Kushwaha and Kumar, 2015). Coaching and
mentoring are the most common methods used in the
organization to support subordinates. It helps to build
good relationship at the workplace and create strong
culture.

COACHING VERSUS MENTORING

CONTD.
 Seminars and conferences: people can attend seminars,
presentation or lecture that focuses on enhancing knowledge on
a specific topic or area generally used by small or medium sized
businesses. However, conferences are formal meetings
conducted between members who have mutual interest and
provides wide range of information (Olsen, 2015).
 Secondments: Change in the job role of a person either in the
same organization or other for a fixed period is called
secondments. It helps to acquire new knowledge for the brighter
career in future.
 Interviews: It can be conducted to gather sufficient quantity of
information for solving business problems. Privacy and
confidentiality are the advantage of it which enable respondents
to give prominent information (Roberts, 2014).

1.2 WAYS FOR LIFELONG
LEARNING
 Self directed learning (SDL) regards to the
individual actions or initiatives to assess their
own skills, identify gaps and thereby take
decisions to improve lagging areas (Kasper and
Kellerman, 2014).
 Continual Professional Development (CPD)
refers to the process of expanding professional
knowledge for the brighter career path.


HONEY AND MUMFORD’S STYLE
Style of
learning
Attribute Actions or initiatives CPD activity
Activist Learn by doing things Brainstorming, group
discussion and
problem solving
Attending regular classes,
conferences and interactive
learning (Leach, 2015). .
Theorist Learn via theories,
concepts and logical
facts
Statistics, stories,
theories, models and
others (Zakarevičius
and Župerkienė, 2015)
Develop theories, participating
in debate and comparison of
ideas.
Pragmatists Learn by practice or
doing experiments
(Olsen, 2015).
Case studies,
discussion and
problem solving
Identifying problems and set
plans to bridge the gap
Reflector Learn by observation Questionnaire analysis,
feedback from others
and paired discussion
Review success of completed
work and learn things by
working with experienced
people

OTHER WAYS OF LEARNING
 Individual can study further education linking
with the industry to gain practical knowledge
 Apprenticeship programme can be attended to
improve individual capability and
competency by attending trainings of the
specialists and experts (Leach, 2015).
 Credit Accumulation and Transfer Schemes
(CATS) is a UK-universities based program
that helps in movement between courses and
institutions by different courses helps to gain
higher education.

1.3. SML’S BENEFIT FOR INDIVIDUAL
 Maximize skills, knowledge and competency level
 Create brighter and stronger career path
 Develop confidence and efficiency
 Maximize satisfaction level (Leach, 2015).
 Helps to bridge gaps in the skills and improve areas
where they lack

SML’S BENEFIT FOR
ORGANIZATION
 Helps to deliver top value to the consumers
 Boost employee commitment and productivity
 Build healthier working environment
 Develop team-work practice (Kasper and Kellerman,
2014)
 Helps to drive more consumer base
 Maximize turnover, strategic capability and profitability

CONCLUSION
 Presentation concluded that coaching, mentoring and
other lifelong learning styles are the best ways to expand
individual skills, competencies and resolve their work-
based problems to a major extent. With the help of this,
companies can boost their staff productivity and reach
targets easily.

RECOMMENDATION
 Coachers and mentors should provide proper guidance
and suggestions to their subordinates to resolve their
issues and problems, so that, they can carry out
operations successfully.
 Proper-consultation with the seniors and executives
helps Hilton’s personnel to eliminate difficulties and
carry out operations successfully.
 Training and development activities can be conducted to
expand skills, knowledge and performance level to a
great extent, which in turn, each and every worker will
be able to reach targets easily.

REFERENCES
 Kasper, G. and Kellerman, E., 2014. Communication
strategies: Psycholinguistic and sociolinguistic
perspectives. Routledge.
 Leach, D., 2015. Personal and Professional
Development. Case Studies in Patient Safety. 10(3). pp.
323-367.
 Olsen, B., 2015. Teaching what they learn, learning what
they live: How teachers' personal histories shape their
professional development. Routledge.

CONTD.
 Petersen, J. A., Kushwaha, T. and Kumar, V., 2015.
Marketing communication strategies and consumer
financial decision making: The role of national culture.
Journal of Marketing. 79(1). pp. 44-63.
 Roberts, J., 2014. Landing the job: A guide to successful
transition: Julia Roberts describes how she used a
personal development plan to make the leap to a senior
executive role in health care. Nursing Management.
21(5). pp. 18-21.

CONTD.
 Zakarevičius, P. and Župerkienė, E., 2015. Improving the
Development of Managers’ Personal and Professional
Skills. Engineering Economics. 60(5). pp. 12-16.

Thank You!