Simran Bhattarai's Professional Practice Report: HND Computing, 2020

This report, submitted by Simran Bhattarai, a first-semester HND Computing student, details professional practice, event planning, and team dynamics. It begins with an introduction to the student's internship experience at an IT company, where they designed a professional schedule using project management software for a two-day event, including resource allocation and budgeting. The report then delves into a two-hour workshop session focused on team dynamics, including a presentation on its importance and an activity sheet for team-building tasks. Furthermore, the report covers problem-solving techniques, including Five Whys and SWOT analysis, and concludes with a section on Continuing Professional Development (CPD), exploring its importance and benefits for teachers, alongside motivational theories. The report also provides a detailed account of the student's role and responsibilities within a team context, outlining the roles of team members and how they contribute to achieving the team's goals.

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PROFESSIONAL PRACTICSE
INTERNATONAL SCHOOL OF MANAGEMENT AND TECHNOLOGY
2020
Simran Bhattarai (HND/ First Semester)

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STUDENT ASSESSMENT SUBMISSION AND
DECLARATION
When submitting evidence for assessment, each student must sign a declaration
confirming that the work is their own.
Student name: Simran Bhattarai Assessor name: Saroj Tamrakar
Issue date: Sep-3-2020 Submission date:Nov-7-2020
Programme: BTECH HND
Computing
Unit Name: Professional Practice
Assignment title: Enhancing
Professional Practice
Plagiarism
Plagiarism is a particular form of cheating. Plagiarism must be avoided at all costs and
students who break the rules, however innocently, may be penalised. It is your
responsibility to ensure that you understand correct referencing practices. As a university
level student, you are expected to use appropriate references throughout and keep
carefully detailed notes of all your sources of materials for material you have used in your
work, including any material downloaded from the Internet. Please consult the relevant
unit lecturer or your course tutor if you need any further advice.
Student Declaration
Student declaration
I certify that the assignment submission is entirely my own work and I
fully understand
the consequences of plagiarism. I understand that making a false
declaration is a form
of malpractice.
Student signature: Simran
Date: Nov-7-2020
Pearson Education 2018
Higher Education Qualification

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Contents
Part 1 and 2 1
Introduction: 1
 Part 2 1
Introduction 2
Objectives 2
Resources and material required: 2
Budget: 2
Part 3 10
Introduction: 10
Self Confidence – 10
Communication Skills:- 10
Listening Skills- 11
Conclusion: 12
Part 4 12
Report on Problem Solving 13
Table of Content 14
Introduction 16
Problem Solving Techniques 16
Problems of training 16
Brainstorm Alternative Solutions 18
Select the Most Appropriate Solution 18
Implement and Check Solution 18
Conclusion 18
Strategy for solving the problems: 18

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Five Why’s Analysis 18
SWOT Analysis 19
Critique the process of applying critical reasoning- 20
Conclusion 20
Part 5 21
Introduction about CPD: 21
Section 1: 21
Introduction 21
Identify my needs: 21
Conclusion: 23
Section 2: 23
Introduction of motivational theory: 23
Section 3: 26
Introduction: 26
Usage of CPD: 26
Why CPD for Teachers? 28
How CPD helps Teachers? 29
Conclusion: 29

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Part 1 and 2
 Produce a professional schedule for a two-day event (using project management software)
that identifies planning and resourcing prior to the event.
Introduction:
I am Simran Bhattarai, Recently I have got chance to intern on IT Company, “Youth IT
Solution” which is located at Lalitpur, Kathmandu Nepal. Youth IT Solution is the reputed and
large organization. And my main task is to support training and development manager with the
planning and implementation. I have design a professional schedule to “Support the Planning of
an Event”. This is for our new opening It Company, to include contingencies and justifications of
time allocated.
In order to establish myself as the best employee I have design a professional schedule
by using EdrawProject software.
Finally, by the help of EdrawProject software I have designed a professional schedule after so
many researches Training includes different activities such as: - first of all, I have selected a
team for training within two days. Then I define objective of training, operational definition, how
to manage the training hall, how to interact with all employees & give them proper information

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about training. And here you can see on the schedule there is no task between the day“17, 18, 21,
22, 24, 25, and 26”because for some researches & refreshment.
After completion of these all we need, have some researches how to make our work more
attractive & effective. Then, after this we can discuss about the opinion of all staffs. After all
these we can easily decide final result To make training more effective we need clean hall as
well as we also need materials like :- Food materials and stationary materials. At last I have
discussed with all employees and I give information about the aim of training and at last we
submit our summary.
I was able to design a schedule, which shows my research. First I discuss all my plans for the
budgeting and the resource management with my team and boss. Then I interacted with our
audience to know exactly what type of training that they need. The audience expected in this
training was 30 people. Therefore, for this training at least we need 20,000. First of all, the venue
charge was fixed for 8000 for two days and for all the materials like projectors, books etc. we
need 5000.Talking about food we have decided to give them milk tea and bread, biscuit so for
that we needed 4000. Then, after we prepared our schedule. Then the work was divided between
the team members. And at last we review at our work so that we don’t miss anything.
Day 1: Starting date Ending date
Introduction 9 am 10 am
Purpose of this training 10 am 11:30 am
Break 11:30 am 12:00 pm
Introduction on Professional
training
11:30 am 12 pm
Interacting with audiences about
Professional Skills
1:00 pm 2:30 pm
Understanding their questions
and try to solve their problems
2:30 pm 3:00 pm

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Day 2: Starting Date Ending Date
Revision of first day training 9 am 10:30 am
Explain about main advantages
of Professional Skills
10:30 am 12 am
Description of types 12 pm 1 pm
Break 1 pm 1:30 pm
Workshop 1:30 pm 3:30 pm
Ending of Program 3:30 pm 5 pm
We have divided our training into two sessions per day. First of all in the first day, we had start
with the personal introduction by giving short speech. Then, we had discussed about the purpose
of training for employees and how can it helps us in our daily life in every situation. It helps
employees to create some questions and ideas. After that we gave the introduction about the
professional skills. Then we had a break for 1 hour. Similarly, we had discussed about the
importance of “Support the Planning of an Event”. Then we had continue our training by
interaction what they understand about and try to understands their problems and we had try to
give them the best suggestions for solving their problems.
Similarly, in the second day of training we had revision of first day. Then we explain about the
main advantages of professional skills. In Professional skills we learned about many skills like:
Communication skills, Time management skills, Decision making skills and Flexibility. By
learning all skills we were able to do our works and we could solve any problems in easy way
than before. Then, we had gave some tips how and where to applied different skills in different
way. It had helped them in their life. After this we took a break for 1 hour. Then we provided

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Information about the skills. With continuing the program we had the workshop for two hours.
At last we had provided certificates for the trainee and token of love for trainers and chief.
After completing all these, we may also have some problems so; we should start our work
stepwise. If this plan doesn’t work then we should wrote application to our chairperson. Then he
will suggest how to start. I think it is very important to make schedule about our planning. I
realized it makes our work more easy and fast. So I suggest everyone to make schedule about our
every plan before starting.
 Part 2 Design a two-hour workshop session based on ‘team dynamics. The workshop will
include a presentation, which will discuss the importance of team dynamic in the success
and/or failure of a group work. You will also provide interactive links to suitable sites and
prepare an activity sheet that will require delegates (trainees/ participates) to take part in
some form of team-building task.
Ok, hello everyone! Today I am going to say about team dynamics on this presentation.

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First of all, it is important to know about the meaning of “Team Dynamics”. So, team dynamics
can be defined as two or more people working together to achieve a specific objective or intent
in an interdependent manner. A team may be for the long term or come together for a couple of
hours outside of that. Group dynamics can be interpreted as how the distinct roles and actions of
team members influence other group members, as well as the organization as a whole. Therefore
team dynamics are the unconscious, psychological component that influences the direction of
team’s behavior and performance.

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And here we can see the definition by Harvard Business School.
Now let’s talk about importance of team dynamics, it also plays vital role in team dynamics.
Let’s take an one example, while we are starting new project. It is important to clarify the roles
and responsibilities about that project. And also we should analyze current processes.

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If we are working on team then we should apply some rules & regulation to achieve a defined
goal. Collaboration is also main point, collaboration is important for group success. It is about
coming together & growing through ideas and experiences.
And here you can see the examples by applying roles and effectiveness of group members.

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Here, I discuss about my own role and to a group scenario.
OK this much about this. If you have any questions related to this topic you can ask honestly.
Thank you for your attention!

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Our team goal is promoting different brands through social media influencer. We give 55
percentage of income to the influencer who promote product on their social media account and
we take 45 percent of income that we get from brands for promoting. Nowadays many people
spend their time on social media than in real life. So, this is a good platform for promoting
business. Our company is just like third party. We deal with Brand Company for the promotion
of their brands in social media though influencer.
Team Members and Their Roles
Member Their Roles
Sonika Shahi Office Manager and Account Manager
Ankita Guragain It Manager
Priya Khadka Contact with influencer
Priya Khadka: Her role in the team is to find and contact social media influencers and offer
them to work with us. So, her role is contact those3 people who have more followers and friends
and whose impression on social media is good. Our Company made some rules before assigning
influencer. The rules are, influencer must have 5000 or more followers on social media, and
influencer must be active. She is the medium between influencer and team. When she gets
influencer, she takes all the details and contact paper with influencer and forward it to the office
manager. And when give work to influencer my job is to monitor them, if they did against the
contract their account will be banned from our database. This is his role in achieving the goal of
our team which is providing job to social media user and develop marketing system on social
media.
Sonika Shahi: Her responsible for managing office and also, she keeps the record of profit and
loss. Her job is controlling correspondence, designing filing systems, reviewing and approving
supply requisitions, assigning and monitoring clerical functions. To achieve a goal of a team
manager, play an important role because she has to do many works such as take care of the
finance, schedule expenditures, analyze variances, and initiate corrective actions. This is her role
in achieving the goal of our team.
Ankita Guragain: As our company is Nepali’s influencer company we need an IT office,
without IT officer our company is impossible to run. So, her responsibility in a team is to
monitor and maintain the computer systems and networks of our organization. She is mainly
responsible for the smooth running of computer systems and ensuring users get maximum
benefits from them. We are in digital marketing field so it necessary that computers system
should be smooth. She wills our database which may have client’s information promoter’s
details. This is her role in achieving the goal of our team.

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While we are working on a team we have to face many things. Teams are complex and dynamic
entities that face constant changes to their team structures and must simultaneously work to meet
and adapt to the varying situational demands of their environment (Kozlowski and Ilgen, 2006).
Our team is selected by our chairperson. We all have played equal roles while completing task.
In our team, Ankita is our team leader like normal team. She guides us our work & we all did our
work simultaneously.
We have applied some effective rules & regulation to achieve our goals. Some of them here I
have mentioned some points.
 Dedication towards goal: - Team get success where team member work hard. For the
success of team every members should work hard. Nowadays dedication of team
members plays a vital role for successional of team goal. Without dedication there is no
chance of being a successful team. If there will be no dedication towards goal team goes
downward.
 Trust: - Trust is the most important for forming of team. Having a trust with team
member’s increase you working effort. When we trust our team member we feel safe to
do some work with team. It builds strong point on the team which help team to achieve
success in short period of time. As there will be no trust issues working effort of all the
team members is increases. That’s why it is important to have trust.
Part 3: A written evaluation of your performance in this task and your contribution to the
team. You are required to make use of headings, paragraphs, subsections and illustrations
as appropriate, and all work must be supported with research and referenced using the
Harvard referencing system. The recommended word limit is 1,000 words, although you
will not be penalized for exceeding the total word limit.
Introduction:

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Interpersonal skills are the life abilities which we use every day to interact and collaborate with o
ther individuals as well as in communities. The word relates to the capacity of an employee to w
ork well with others while conducting their job in the company sector.
Interpersonal skills vary from communication and listening to attitude and growth. In their profes
sional and personal life, people who have worked to develop powerful interpersonal skills are us
ually more effective.Only from a textbook cannot learn interpersonal skills.It comes to some indi
viduals, of course.
For their pleasant conduct and positive, solutionoriented attitude, staff with powerful interperson
al skills are appreciated in many organisations.These employers are team players who work well
to attain an objectives with others.
We should improve our interpersonal abilities to better perform our job. It will yield better interp
ersonal skills. I also used some interpersonal skills in the training scenario to create training more
effective. I noted here some of the skills I used in the event:-
Self Confidence –
Selfconfidence is a term that appears in many contexts, from improving mental health to helping
individuals to achieve career targets and more.It depends on how someone thinks about himself a
nd others, how he performs in spite of challenges and uncertainties, and how he provides the inne
r and private world around us.Can't interact what she / he knows without first being selfconfident
.So I was able to provide better data about the practice due to various self-confidence.
Communication Skills:-
Effective verbal or spoken communication depends on a variety of factors and can not be totally i
solated from other essential interpersonal skills such as nonverbal communication, listening skill
s and clarification.Clarity of speech, remaining calm and focused, being polite and following suc
h important etiquette
Rules will motivate the verbal communication process. To succeed in my work, I need the larges
t communication skills.I need to present ideas in the organization on written or oral reports when
communication helps to play a large part. I was able to listen to and understand their problems an
d advice in the training case amounting to communication skills.
Listening Skills-

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Listening is the ability in the communication process to correctly obtain and interpret messages a
nd is the key to every effective communication. We can not provide the correct answers without l
istening.First of all, we should focus on what others say for successful results. In case all membe
rs of the team listen very closely so that they can easily interact with me on the training topic.
1. Receptiveness to Feedback-
Feedback should be used and care must be taken to understand whether a receiver actually got th
e expected message. So we should respect other suggestions for a better result. In the trai
ning, we get a lot of useful feedback from the team members that helps create our job mo
re effectively.
2. Problem Solving skills-
Anyone can benefit from having great problemsolving skills as well as we all encounter daily
Problems; some of these problems are obviously more complex or difficult than others.
It would be awesome to have the ability to solve all problems successfully and without difficulty
in a timely fashion, unfortunately there is no way to solve all problems. For these skills in an ord
er to help to successfully identify and manage issues when they happen.
3. Time Management-
"Time administration" relates to how long you spend on specific activities you organize and plan
. Many problems have happened when we fail to handle time, such as missed deadlines, i
nadequate work flow, bad quality of job, higher levels of pressure, and bad professional r
eputation etc.Management has a large position in every situation. We need excellent time
management skills to succeed in manipulating technical planning, managing projects, and
controlling job. The issue is happening in me as well as in the business.Some time manag
ement training can help me improve my abilities in time management. It is essential that I
create efficient technique to manage my time
in order to balance the conflicting material requirements for various business functions.
The training is completed on time with the assistance of time management without any ch
allenges.
4. Decision Making Skills-

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Decisionmaking is the most considerable skills for my business to identify and diagnose the issue
through decision-making and organizational decision-
making. Thus, abilities in decisionmaking support me make the correct decision and it hel
ps me in every professional life scenario.
5. Team Work-
Good teamwork in any company or nonprofit organization is essential for high results. It is highl
y probable that organizations will perform well when their individuals work as a team pro
ductively.But the company's worker where I work is not working correctly on the team o
wing to absence of abilities, trust, will and disputes among team members. We understan
d that working bad teams inhibit the organisation, waste potential and hurt the business '
profitability.
Interpersonal skills therefore help us in different ways, making our job more efficient and easier.
From the time of designing plan for training, I got lots of problems on time management and
choosing a proper place for two days training event. As we studied interpersonal skills, after
solving the problem first of all, I think I should apply interpersonal skills here like: - Self
Confidence, Communication skills, Listening skills, Team work etc. from small and small
aspects and reached on its root cause. Finally, I identify its importance and then I solved problem
which are faced while designing and delivering a training event by using interpersonal skills.
Main problem that occur during designing event is not getting a proper place for two days
training. Then I think which place is useful to give training and what type of audiences should
require for training. I managed a proper place for training which is best for all candidates.
Conclusion:
In the case that interpersonal skills helps to communicate our point to the recipient or to a individ
ual to whom we relate the message.It helps us to raise our selfawareness and to enhance the man
ner others are related so that we can work more efficiently and maintain high quality working
relationships.

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Part 4

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A REPORT OF APPLYING CRITICAL REASONING AND THINKING TO A RANGE
OF PROBLEM-SOLVING SCENARIO
Submitted by: - Simran Bhattarai
Submitted to: - Saroj Tamrakar
Contents

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Table of Contents
Introduction
Problem Solving Techniques
Problems of training
Brainstorm Alternative Solution
Select the Most Appropriate Solution
Implement and Check Solution
Conclusion
Strategy for solving the problems
Five Why’s Analysis
SWOT Analysis
Critique the process of applying critical reasoning
Conclusion

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The use of different problem-solving techniques in the design and delivery of an event
Problem solving is the method of defining an issue, creating feasible routes for the solution, and t
aking suitable action.The capacity to fix difficulties is a basic life skill and is vital to our daily liv
es at home, college, office, training.Every day we solve issues without really thinking about how
they can be solved.Problems can quickly be produced in all industries.But it is very difficult to di
scover the right solution. Or we can say we're not going to find the answer to this issue, we're
going to choose a different way to do the job.
Problem Solving Techniques:
Everyone must have thought at least once in their lives how great it would be if we could
preferably fix a problem at hand without much trouble or even some problems. Unfortunately, at
this stage, problem solving is an art and there are no universal approaches to problem solving
that can be taken. Basically one has to explore one by one possible direction of a solution until
one finds the correct route to a solution. In general, therefore, there is a guess and therefore an
element of luck involved in solving problems. Overall, however, as one gains experience in
problem-solving, one creates one's own methods and strategies, though often intangible. Thus the
statement is not an arbitrary question, but an informed one.
Problems of training
Employee Issues:
Individual staff issues are personality conflicts, issues of managers, personal trauma or business-
oriented structure. In an organization, they are frequent issues. Management spends a lot of time
finding out why the issue is caused and who or what keeps "fueling the fire." If there is no clear
trigger, the response may fall back on improper or confusing communications. For instance, if
the chain of control is not communicated obviously, an worker in a decentralized organization
may feel they need to respond to various managers.
Team Problems:
We understand that teams must be committed to working towards an agreed objective in order to
be high performing. Groups are created on different problems within the team taking the sides.
The objectives of the team are uncertain in the absence of communication. Similarly, there are
many other problems in teams are they are given below:
 Unmotivated problem.
 Resentment or misbehavior problem.
 Conflicts and arguments problem.

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 Groupies.
 Overdependence on team leader problem.
Identify the Problem
Identify problem is very hard. Simply we don’t know how we recognize problem.
There are some techniques to identify problem:-
 Comparison against others.
 Monitor for weak signals.
 Comparison of current performance with objectives or past performance.
 Checklists.
 Inverse brainstorming.
 Listing complaints.
 Role playing.
Recognition of the issue is the first focus in the issue solving steps. This may sound like
common sense, but it's a very significant move. We understand there's an issue, but we don't
know the root cause? Instead of concentrating on the prospective consequences or implications
of the issue, we should define the issue as objectively as possible. It can offer us a better
understanding of the problem we are dealing with specifically at the time.
Identify the Root Causes
We should find out what caused the issue in these second problem-solving steps, what the
problem looks like at the time, and the urgency of addressing the issue. The root cause of the
problem should be found. We should analyze all the unique methods we could be affected by the
issue. The goal here is to wade through the symptoms and determine the root causes of the issue.
Brainstorm Alternative Solutions
We need to brainstorm after identifying the issue and come up with a list of alternative solutions
to fix or address the issue. We should believe about all the opportunities to solve a issue. We
should be creative and at this stage we should not be concerned about the feasibility of the
alternatives that can solve the issue. We want to select a number of distinct alternatives. This
solution generation method can also assist us to look at the issue from various angles. The
problem solver looks for comparable links between other causes and their effects during this
process, thus supporting him to figure out the best way to solve the organization's present issues.

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Select the Most Appropriate Solution
In this fourth phase of troubleshooting measures, we need to assess the alternatives that we have
come up with in step 3. We should weigh each solution's short- and long-term pros and cons. We
should choose the one alternative that appears to fix the issue most probably and is less probable
to cause further issues. Use this metric to evaluate and settle on one of all possible alternatives.
The team must agree on what the root cause(s) is, and so the team must agree on what the top
three possible root causes are from the concepts produced in the past phase. Once agreed,
research on feasible alternatives to remove the root causes is on the next level.
Implement and Check Solution
The next step is to introduce the alternatives, check their effect, and measure to make sure the
root cause(s) is gone, thus removing the issue. If the issue is actually still there, we should return
for further assessment to the group brainstorming phase and repeat the process again.
Conclusion
Finally, we can say that the above mentioned tools and methods are useful in solving the
problems in an organization. Different issues occur from time to time in an organization and they
are overcome by many techniques and instruments. The above instruments and techniques are
therefore very helpful to solve issues or to develop alternatives. The ultimate objective of solving
problems is to remove a issue
Strategy for solving the problems:
Five Why’s Analysis:
Five why’s is a root cause analysis tool. Not a problem solving technique. The outcome of a five
why’s analysis is one or several root causes that ultimately identify the reason why a problem
was originated. There are other similar tools as the ones mentioned below that can be used
simultaneously with the five why’s to enhance the thought process and analysis.
While I was delivering my event I had got nervous during speech.
Solution:
Why do you get nervous?
Ans: - I was nervous because I haven’t give any speech before.
Why don’t you give any speech before?
Ans: - Due to lack of good event related to my field.
Why don’t you get any event?
Ans: - Because I don’t get any event about that before.
Why don’t you get any event about that event before?

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Ans: -Because it was not include in my syllabus before.
Why it was not include in your syllabus before?
Ans: - In that time I had studied in government schools and it was not include in government
schools.
So, that the root cause of being nervous during delivering the speech because in the government
schools it wasn’t include in any syllabus.
SWOT Analysis:
SWOT Analysis is a technique that can be used to assess the strengths, weaknesses, possibilities
and threats engaged in attempting to achieve and goal. It includes specifying the goal and
identifying the favorable and unfavorable inner and external variables for attaining the goal. It
can be used as a company instrument where you can benefit from your skills, skills and
possibilities. It can assist explain and summarize the main problems and possibilities you face,
setting goals and developing fresh approaches. It enables staff maximize strengths and minimize
weaknesses so that chances can be exploited and threats reduced. Using SWOT analysis, a
business can recognize its employee's strengths, weaknesses, possibilities and threats. It helps to
make decision at different situations.
Performance assessment scheme The process through which a manager or advisor examines and
evaluates the work behavior of an worker by comparing it with preset norms, records the
outcome of the comparison, and utilizes the outcome to provide the worker with feedback to
demonstrate where and why improvements are required. One of the most important advantages
of performance assessment is that it provides a rare opportunity for a manager and subordinate to
have "time out" for a one-on - one debate of important job problems that might otherwise not be
resolved in the rush and bustle of everyday working life. Where performance assessment is
performed correctly, the experience has been recorded as useful and positive by both managers
and subordinates almost universally. Thus the entire organization's performance is improved.
Performance assessment recognizes staff for their job attempts.
Critique the process of applying critical reasoning-
Critical thinking is the capacity to think clearly and rationally about what to do or believe that
the thinker improves the quality of his or her thinking by evaluating, evaluating and
reconstructing it skillfully. And it's self-managed, self-monitored, & self-correcting thinking.
First of all, we should use formal logic and science expertise for better thinking. Then we should
look for an instance of the actual globe. Analyzing and evaluating each piece of the argument is
essential for critical thinking. It helps to define and assess the views and facts. We should use
reason or logic to verify validity. For better outcomes, instead of jumping into instant causes, we
must attempt to comprehend the root causes to fix issues. Because of lack of critical thinking, I
have faced many issues in different situations, such as:-I can't fix any issues in time, finding

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precise problems requires a lot of time. So I realized in my experience that we should enhance
our ability to think and seek distinct ways to discover the precise reason.
Conclusion:-
Some of the issues we encountered in our business were poor communication between
employees and teams, low study, low creativity, poor teamwork, unsuitable time management
and much more, but now all the issues are solved and minimized. The office's working
atmosphere is peaceful, all staff respect each other and the office, and team members cooperate
well, putting aside their private differences. I learned many helpful stuff by watching all the data
about problem solving and critical thinking. On a weekly basis, often on a weekly basis, we
exercise critical thinking, often without additional effort. And now we understand a little bit
more about how to do these stuff better, we should discover that we can put together more
persuasive arguments to prevent fallacious thinking pitfalls. So we should enhance our ability to
think for better outcomes for our job.

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Part 5
Having completed the Training Event Management project, you now to reflect on your
experience and consider your Continuous Professional Development (CPD) needs.
A REPORT DISCUSSING PROBLEM-SOLVING AND ITS IMPORTANCE IN
PLANNING AND RUNNING AN EVENT.

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Submitted by: Simran Bhattarai
Submitted to: Saroj Tamrakar
Introduction about CPD:
Continuing Professional Development (CPD) is the systematic maintenance and improvement of
knowledge and the development of personal qualities necessary for the execution of professional
and technical duties throughout the individuals working life. These skills may be gained
formally, through courses or training, or informally, on the job or by watching others.
Section 1:
Consider your personal and/or career goals and identify your CPD needs and what actions
would put you in a position to achieve these goals. Produce a development plan obtaining
your future goals and identifying how these can be realized.
Introduction
In their lives, each person has his or her own personal / career objectives. So I have my personal
/ career objectives as well. We have many issues to face in order to be effective in our career
objectives and we should learn many ways to achieve our private objectives. One of the best
ways to apply in our life is Continuing Professional Development (CPD). Continuing
Professional Development demonstrates that, like many other teaching operations, professional
development is best considered as a circular sequence of operations. The method moves from
defining our growth requires through planning and then carrying out our learning tasks to
reflecting on and then implementing our learning and sharing it with others. For better results to
develop my career first of all I had to identify my needs.
In this task I am going to create a development plan that outlines responsibilities, performance,
objectives and required skills, knowledge and learning for my own future goals. As, I am
working in an IT Company as a post of IT officer for 6 months. My lifetime aim is not to be
work in this company. I have many plans to fulfill in future. My development plan for future is
as follows:
Present skill
that I have
now
Required
development
skills
Initials skills
before
development
Activities
that I have
implement
to develop
Duration Progress
Have ability
to fix error in
computer
Computer
technical skills
Did not know
about the
computer and
its features
I research
from
different
books of
networking &
interact with
experienced
1 year Worked as a
network
administrator

Simran Bhattarai (HND /First Semester) Page 28
people
Can keep
close
relationship
with team
members
Interpersonal
skills
Failed to
maintain
relationship
with team
members
Helping
behavior of
senior of a
Company
1 year Moderate
level
Can
communicate
with different
people with
confidently
Communication
skills
Don’t have
mutual
understanding
Should
conduct
training and
making a
habit to talk
with local
people
1 year Marketing
Conclusion
Development plan allows us to improve abilities and competencies, also it allows individuals to
map diverse goals and desires as set with aid of the enterprise. It keeps the record or info of the
future plan. Development plan offers the duties of that employee, performance goals and
competencies. From above development plan we conclude that we can find different skills with
their benefits in above table.
Section 2:
Conduct some research into motivational theories and illustrate how they can be used to
improve employee performance. Compare a number of theories and present your findings.
Introduction of motivational theory:
Motivation is the solution to the question "Why are we doing what we are doing?” The theories
of motivation attempt to determine what the" M "is in the equation:" M motivates P "(Motivator
motivates the person). Motivating individuals is one of an entrepreneur's most significant
responsibility. (I firmly think that motivating individuals with visionary and shared objectives is
more beneficial than motivating individuals with straightforward carrot and stick strategies
through strategies, incentives or manipulation because vision motivation is natural, whereas the
former is artificial and ephemeral).
Herzberg’s Motivation Theory:

Simran Bhattarai (HND /First Semester) Page 29
The motivation-hygiene theory of the Herzberg is given by Fredrick Herzberg and his associates,
who studied the variables perceived as desirable for achieving goals and the unwanted conditions
to avoid.
Herzberg's Motivation Theory model, or Two Factor Theory, claims that two variables can be
adjusted by an organization to impact workplace motivation.
The study was conducted in this context in which 200 engineers and accountants ' experiences
and feelings were analyzed. They were asked to share their past work experiences where they felt
"extremely good" or "extremely bad." Through this research, Herzberg found that there are two
autonomous working situations that differently influence the conduct.
The first set of working conditions was referred to as the maintenance or hygiene factor, where
the same working conditions provide the same level of dissatisfaction, but their presence does
not motivate in a strong manner if the conditions are absent.
The second set of circumstances of employment is referred to as motivational variables that
mainly work to create powerful motivation and high job satisfaction, but their lack does not lead
to powerful discontent.
Hygiene Factors:
Herzberg identified ten maintenance or hygiene factors that are not intrinsic parts of a job but are
related to the conditions under which the work is to be carried out. These include business policy
and leadership, technical supervision, job security, working conditions, interpersonal relationship
with peers, subordinates and executives, wages, work safety, personal life, etc.
Motivational factors:
These variables have a beneficial impact on the work of the organization's staff. There are six
variables that motivate staff: achievement, recognition, advancement, self-employment, growth
potential, and accountability. A rise in these variables will satisfy the staff and the decline in
these variables will not impact the satisfaction level.
Herzberg's Motivation-Hygiene Theory therefore explored the factors that were accountable for
the level of fulfillment and were implemented in the sector, which gave several fresh
perspectives.
McGregor Theory X and Theory Y:
The theory X and the theory Y are the motivation theories provided in the 1960s by Douglas
McGregor. These theories are based on the assumption that all production factors, including
human beings, must be assembled by leadership in order to get the job done.

Simran Bhattarai (HND /First Semester) Page 30
McGregor thought that, as grouped under theory X and theory Y, leadership could use either of
the requirements to motivate its staff. But the Y theory does yield better outcomes than the X
theory, how? Let's see that.
Theory X:
Theory X focuses on the authoritarian management style, where each worker is needed by the
executives to give directions and to maintain a close check. The staff are not encouraged, as is
presumed, and they do not like to work. The following assumptions are based on this hypothesis:
1. The employee is lazy and dislikes work.
2. He is not ambitious and dislikes responsibility and therefore prefers to be led.
3. The employee is self-centered and indifferent towards the organizational interest.
4. Management is responsible for assembling all the factors of production, Viz. Money,
material, equipment, and people.
5. The managers are required to control his employees, manage their efforts, motivate them,
and modify their behavior to comply with the organizational needs.
6. The management must intervene to keep the employees working towards the economic
ends. The employees must be persuaded, rewarded, motivated, punished, and controlled
to get the work completed.
Theory Y:
Theory Y is based on the participatory management style, where executives believe staff are self-
directed and self-motivated to achieve the organizational goals. The management is therefore
trying to get the highest production here with the least effort on their part. Following are the
assumptions of Theory Y:
1. The average human being does not inherently dislike work, they are creative and self-
motivated and likes to work with greater responsibilities.
2. Employees are self-directed and self-controlled and therefore the threat of punishment is
not only the means for getting the desired results.
3. The extent to which an employee is committed to objectives is determined by the rewards
associated with their achievement. The most significant rewards in this context could be
the satisfaction of the ego and the fulfillment of self-actualization needs.

Simran Bhattarai (HND /First Semester) Page 31
4. The average human being is ambitious and is ready to take responsibilities. He likes to
lead rather than to be led by others.
5. The employees exercise a relatively high degree of imagination and creativity in solving
the complex organizational problems.
6. Thus, theory X and theory Y are two contrasting models depicting the set of hypotheses
that a manager maintains on his staff, which may or may not coincide with their overall
behavior. Thus, the attitude is based on these theories, not attributes.
Comparison of above theory:
Herzberg's theory argues that the outcome of two variables is observed because it is natural for
individuals to take credit for happiness and blame external variables for discontent. In addition,
job satisfaction does not necessarily indicate a strong motivation or productivity level. And thus
moving towards theory X and theory Y, we can say that theory X provides a pessimistic
perspective of the nature and conduct of staff at job, whereas theory Y offers an optimistic
perspective of the nature and behavioral theory of staff.
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