Employability Skills & Professional Development: Comprehensive Report

This report provides an in-depth analysis of employability skills and professional development, highlighting the importance of continuous learning and skills enhancement. It explores various learning theories such as cognitive, behavioral, constructive, and transformative learning, and their application in improving work performance. The report also examines tools and techniques for enhancing interpersonal and transferable skills, including training programs, online courses, strategic management, and 360-degree evaluations. A personal SWOT analysis is conducted to identify strengths, weaknesses, opportunities, and threats, leading to the development of a professional development plan focused on stress management, conflict resolution, self-esteem, technological knowledge, and overcoming procrastination. The conclusion emphasizes the effectiveness of the discussed theories and tools in fostering personal and professional growth.

Employability Skills and
Professional Development

TABLE OF CONTENTS
Demonstrating knowledge and understanding about ways of improving own learning and
development for work..................................................................................................................4
Analysing tools and techniques for enhancement of interpersonal and transferable skills.........5
Assessing my own personal and professional development plan................................................7
REFERENCES..............................................................................................................................12

INTRODUCTION
The report will provide deeper insight about the topic Employment skill and professional
development. These revolve around knowledge, skills, and understanding that is helpful for
employees in generating better employment opportunities that benefit themselves. The topic
focuses on providing active learning processes for further development of work and
enhancement of the skills of an individual. Furthermore, the examination of research also shed
light upon demonstrating ways of improvement of own learning process. In the report different
tools techniques, and approaches are presented in order to enhance interpersonal and transferable
skills. Lastly, the study determine focus to develop personal and professional plan for the
purpose of enhancement of key skills which an individual lack.

Demonstrating knowledge and understanding about ways of improving own learning and
development for work.
Improving personal learning and development of performance is considered as a meta-
skill. It is a skill that allows an individual to engage with his/her personal expertise more
effectively, and to generalize the principles and procedures for future learning outcomes.
Improving personal learning is process that is based upon a three stage structure of development
of a strategy, monitoring the process, and performance evaluation. It is a skill that improves
effective performance and help to improve self-management for development of work.
In order to improve the work performance, it is necessary to invest in learning management
system to grasp effective learning techniques for self-envelopment, to attain this several learning
theories are developed:
Cognitive learning theory:
This theory deals with development of thinking pattern of brain to in order to think about
how others think. According to this theory one can develop strategies in order to teach or learn
effectively by developing understanding about the working of thinking pattern.
It emphasizes on active learning and rather than rote memorizing cognitive learning mainly
focuses the learners on application of knowledge (McSparron and et.al., 2019). Meaningful
interactions in workplace may also result in development of cognitive connection between the
employees, and learning skills from one another.
Behavioral learning theory:
This theory pioneered by bf. Skinner and john Watson focus on the idea that people learn
through interactions with environment by a system known as stimuli and response.
Concepts like positive reinforcements focuses on adjusting the learning environment for
encouragement of new behaviors. By setting up a reward learning environment it
encourages the team to be active learner along with it encourages them to adapt new
information in a observable manner (Ertuğrul and Tağluk, 2018).
This theory is associated with active learning thus promote employees to learn in the flow
of work, seeking training's in resources they require.
Constructive learning theory:

This theory is concerned with constructivism which means that learners build their
knowledge as they take experiences from the work and other individuals. People formulate their
own knowledge on the basis of the experiences they gain and information they receive.
This is a cumulative learning process which involves taking part in learning programs and
reflecting on the basis of them. Peer training in work places allows learners to develop social
experience which enables them to acquire knowledge, and it also involves sharing of relevant
and actionable information (Raravi and Madhusudan, 2017).
Trans formative learning theory:
This theory is based upon belief that how an individual interpret and influence ideas and
how reflection based learning may be helpful in their transformation. Transformative learning
practices often aim to generate a “disorienting dilemma”, which challenges the worldview of the
learners. With the help of disoriented dilemma, re-evaluation of learners takes place which
develops a new view point in them.
Anti-biased and trans formative learning procedures in workplace promote learners in
developing preconceived notion about others.
Demonstrating ways of improving development of work
Every company carry its own set of priorities and strive to make decisions which makes
the business prosper and differentiate it from other organization following ways are helpful in
improving development of work performance:
 Offer professional training from the first day: when the employee joins a company and
tries to understand the work procedure, it is the responsibility of the organization to
provide all tools and resources which are required for the employee to set for the job.
 By emphasizing on soft skills of the employees as this is the ability to communicate and
collaborate with colleagues therefore having this basic code of conduct may be highly
beneficial in corporate world.
 Having a check on employee’s physical health, emotional balance and intellectual growth
may help in maintain connection with employees, and they will feel more motivated
towards work and will result in raising the reputation of the company.
Analysing tools and techniques for enhancement of interpersonal and transferable skills
Interpersonal skills are tools used by employees for interaction and communication with other
individuals in an organization some interpersonal skills are empathy, active listening, leadership,

teamwork, verbal and nonverbal communications, conflict management, collaboration, positive
attitude, work etiquette, etc. (Schmid Mast and et.al., 2018).
Transferable skills are portable skills that are helpful and relevant for different domain of
life like professionally, socially and at school (Assiter, 2017). Employers often seek for
individuals posing good transferable skills. We have been developing these skills all through our
lives in our schools, colleges, offices and through our social lives. Some transferable skills are
analytical reasoning, critical thinking, problem solving, data analysis, multitasking etc.
Following tools and techniques are used in development of interpersonal and transferable skills.
1. Training and development: Organizations can aim to formulate several developments and
training program for constructive development of their employees which can act as an
effective tool for development of interpersonal and transferable skills in employees.
2. By attending online classes and workshops: There are several online courses available
some are free and some are paid, by enrolling in them an individual can develop
interpersonal and transferable skills in themselves effectively and may overcome their
weaknesses.
3. Seeking opportunities for the purpose of building relationships: joining group of
individuals that shares a common interest, may result in learning from their abilities and
experiences. Which may further result in building constructive mindset that act according
to the situation in a responsible and effectual manner.
4. Strategic management: strategic management competency relating to business
management operation may be highly effective tool for employees in evaluating data and
dealing with work processes to make impactful decisions.
5. 360-degree evaluation: By using this tool employee can generate anonymous, and
confident feedback from people around them which includes the manager, peers and
direct report. The feedback form includes questions covering workplace competencies the
questions are measured on rating scale and the written comments are also provided. This
helps the management and people to know about their strength and weaknesses. The
responses are combined and an action plan is created for resolution of those problems. By
using this tool employ and management can both help in enhancement of transferable and
interpersonal skills.

6. SWOT Analysis: performing SWOT analysis by employee may act as a framework for
analyzing their strength and weaknesses opportunities and threats. This may help in self-
assessment and generation of an action plan for resolution of weaknesses.
7. Constructive criticism: seeking constructive criticism by employee’s colleagues or trusted
friends may act as an effective tool in analyzing the third party perspective about the
employee’s skills, and it may provide specific ways of improvement in the skills that the
person lacks himself/herself.
Assessing my own personal and professional development plan
Personal SWOT analysis
Strength  Good interpersonal skills
 Great communication skills
 Good Analytical skills
 Software knowledge
Weakness
 Lack stress management skills
 Poor in dealing with conflicts
 Low in self-esteem and confidence
 Suffer from procrastination (Bad
concentration)
 Lack technical skills
Opportunities  I can get promotion if I increase the
sales by 20%
 Company is providing training
programs for improving technical skills
which I lack.
Threats  Incapable to cope up with changing
advanced technology.
 My impatient behavior often leads to
difficulties while dealing with people.

In the above SWOT analysis I came across internal and external factors which affect me
being an employee. The internal factors are the strengths and weaknesses that I possess, and
external factors are the threats and opportunities that I may face as an individual.
Talking about the strength I have good communication skills along with good analytical and
interpersonal skills. I'm a hardworking professional compassionate about my work, while
performing the SWOT analysis I came across my weaknesses which are lack of stress
management skills I need to improve my self-control. I'm also poor in dealing with conflicts and
lack in self-esteem. I also suffer from procrastination that is my concentration power is not that
great, along with it I lack in technical skills. The opportunities for my development are that may
get promoted if I increase the sales by 20% along and I have threat of my impatient behavior
which result in difficulty while dealing with people and my incapability to cope up with
changing technologies.
Professional development plan
Skills need to develop Activities Time span
1. Stress management  Being systematic by
making To-Do list, and
planning and
prioritizing the plans
according the urgency
of the work
 By practicing physical
exercises, it helps in
keeping fit at the same
time stabilizes stress
and helps to remain
calm(Riley, and et.al.,
2017).
 By following
optimistic approach
and avoiding
employees having
2 months

negative approach.
2. Dealing with conflicts  Discovering the cause
of conflict and
updating oneself about
all the details that are
concerned with
conflict. This is enable
the mind to provide
resolution to the
problem.
 Be a good listener and
listen to each one view,
this will allow you to
discover your own way
to resolve the conflict.
1 month
3. Self-esteem and
confidence
 By taking active
participation in
presentation of the ppt
and expressing views
when the management
asks.
 By learning through
past mistakes
3 months
4. Technological
knowledge
 By joining training
programs to update
personal knowledge in
technical skills that are
required in workplace
and which an
individual
2 months

lack(Caloghirou, and
et.al., 2018).
 Reading technical
books
 Subscribing to online
tutors
5. procrastination  Identifying the reason
of procrastination
 Working on small
tasks, and embarrassing
the achievements
 Try to be organized, as
disorganized
employees have habit
of delaying work.
 Understand the
importance and
urgency to complete
the task.
1 month
CONCLUSION
The above report has depicted that cognitive, constructive, trans formative and
behavioral learning theories are efficient for demonstrating knowledge and understanding about
ways of improving own learning and development for work. It also demonstrated various ways
of effective development of work. It depicted analytical tools like personal SWOT analysis, 360
degree feedback, Constructive criticism and Strategic management are helpful for generating
interpersonal skills like verbal/nonverbal communication, negotiation, relationship management,
listening, conflict management, workplace etiquette, along with it Information technology,
numeracy, research and analytical skills and teamwork are elaborated as transferable skills that
are helpful for development of an individual may be achieved with the analytical tools mentioned

above. A swot analysis was presented on the basis of which professional development plan was
made.

REFERENCES
Books and Journals
Achara, L., Onyemaechi, U. and Eberechi, R. U., 2020. Workplace incivility and employee
retention in the hospitality industries in Nigeria. Economics and Social Sciences Academic
Journal. 2(5). pp.1-11.
Aqqad, N. and et.al., 2019. The relationship among emotional intelligence, conflict management
styles, and job performance in Jordanian banks. International Journal of Human Resources
Development and Management. 19(3). pp.225-265.
Assiter, A., 2017. Transferable skills in higher education. Routledge.
Caloghirou, Y. and et.al., 2018. How do employee training and knowledge stocks affect product
innovation?. Economics of Innovation and New Technology. 27(4). pp.343-360.
Ertuğrul, Ö. F. and Tağluk, M. E., 2018. Forecasting financial indicators by generalized
behavioral learning method. Soft Computing. 22(24). pp.8259-8272.
McSparron, J. I., Vanka, A. and Smith, C. C., 2019. Cognitive learning theory for clinical
teaching. The clinical teacher. 16(2). pp.96-100.
Raravi, P. and Madhusudan, H. K., 2017. Enhancing Constructive Learning by Integrating
Theory and Practice. Journal of Engineering Education Transformations. 30(3). pp.340-345.
Riley, K. E. and et.al., 2017. Improving physical and mental health in frontline mental health
care providers: Yoga-based stress management versus cognitive behavioral stress
management. Journal of workplace behavioral health. 32(1). pp.26-48.
Schmid Mast, M. and et.al., 2018. The future of interpersonal skills development: Immersive
virtual reality training with virtual humans. Human Resource Development Quarterly, 29(2),
pp.125-141.