Strategic Management: Professional Development Plan (PDP) Analysis

This assignment is a comprehensive professional development plan (PDP) created by a student, focusing on strategic management principles. It begins with an introduction to PDPs and their importance, followed by a critical reflection on the student's role as a project engineer, including an analysis of their strengths and areas for improvement. The assignment delves into the student's self-assessment based on various frameworks, identifying areas like mind and environment, strategic implementation, and decision-making. A detailed personal action plan outlines short, medium, and long-term goals, along with specific challenges and strategies for overcoming them. The document also includes an annotated references section, providing context and support for the student's reflections and plan. This PDP serves as a practical guide for professional growth within a strategic management context, offering valuable insights into career development and skill enhancement.

Professional Development Plan
Strategic Management
7BE002
Student Name: Pravin Mathew
Student ID: 1820430
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Declaration
I hereby declare that the submission is entirely my own work. Any material I have used has
been acknowledged and appropriately referenced. I also confirm that I have not allowed
another student to have access to my work and that this work has not been submitted
previously.
Pravin Mathew
Signed
Date
2

TASK-1
A Strategic Professional Development
Portfolio (PDP)
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Table of Contents
1. Introduction........................................................................................................................................
2. Critical Reflection..............................................................................................................................
2.1. Myself being a 'Project Engineer'.....................................................................................................
2.2. Areas for future development............................................................................................................
3. Personal Action Plan..........................................................................................................................
4. References with Annotation.............................................................................................................10
5. Appendices........................................................................................................................................13
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1. Introduction
Professional development plan (PDP) is an action plan that contains pre-determined goals and skills that
may be needed to gain competent progress in regards to both personal and professional life (Abbasi
2017). Learning and development programs are practiced across global organisations especially in
multinational firms. It is being practiced to address to and improve the weak or average performing
areas in an individual student, employee or the manager (Abbasi 2017).
PDP provides an opportunity to conduct a self-reflection to be able to know the self-strengths and
weaknesses. A PDP plan, therefore, helps to improve self-weaknesses, which is necessary to become
eligible to apply for desired jobs and sustain it by producing a continuously improved performances. In a
PDP, an individual can integrate both his or her desired industry’s demands and the individual efforts to
gain such opportunities (Baker et al. 2018).
Globalization has impacted organizational values significantly. It has created opportunities to access to a
huge amount of physical, human and financial resources. They started identifying and designing
strategies to ensure that organisational resources are appropriately retained. For an example,
performance appraisal intends to review the employees’ performance (Varlejs 2017).
PDP is a challenging and time-consuming task. On being executed this may face some barriers leading to
the failure of the plan. Failure can be due to the personal incapability to accomplish the plan effectively.
This can also be due to the unavailability of required resources. For a successful execution of a PDP an
individual needs to have the capabilities of a strategic implementer. Notably, not all academic students
or professionals are capable strategic implementers (Rauf et al. 2018). A professional development plan
(PDP) is broadly divided into short, middle and long-term goals. These goals can be redesigned by being
in regular consultation with the managers. Consultation with managers will help know the feasible
areas, which is necessary to actualize the action plan (Rauf et al. 2018). The success of a PDP depends
broadly on the analytical capability of the line managers and their level of support to the employees.
Professional development plans as noticed by many researchers do not last longer. This may be due to a
strong association of the term ‘Personal’ with that of ‘Professional’ (Abbasi 2017).
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Being the Project Engineer for an MNC, I can figure out the benefits PDP has produced for me. PDP has
provided me opportunities to work on my weak areas and improve my professional skills. I am now
feeling motivated to further my professional development plan (PDP). I will use PDP to help myself
attain my ultimate goal to become a project manager. PDP as per my view is an effective tool to reach
closer to the final goal. PDP works well when designed and planned over short, middle and long-term
goals.
2. Critical Reflection
2.1. Myself being a 'Project Engineer'
Being the project engineer in an MNC, I more willingly follow structured framework to develop skills and
expertise. The reason to follow this framework is to have an access to a number of key performance
indicators (KPIs), which help to bring efficiency to the project. One of the examples of KPIs is “Overdue
Project Tasks/Crossed Deadlines”. It helps to track the number of projects under the overdue section. It
also allow calculating the percentage of projects with crossed deadlines.
My scores for chapters (1-13):
Chapter Score
Chapter 1 18
Chapter 2 2:3
Chapter 3 4
Chapter 4 7
Chapter 5 7
Chapter 6 (2-4)
Chapter 7 33 in the left-brain and 5 in the right-brain
Chapter 8 7
Chapter 9 5
Chapter 10 Low for bureaucratic culture
Chapter 11 6
Chapter 12 +2 to -3
Chapter 13 7
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The score from Chapter 1 suggests that I possess a huge inclination towards the structural frame of
reference. As believed by DuBois et al. (2015), structural framework influences one’s attitude and
perception towards his or her individual and organizational goals. Employees with structural frame of
reference are the asset to the organisations. Moreover, the Chapter suggests that have a machinist
characteristic, which will provide me the formal authority to achieve the goals.
Chapter 2 suggests that I am a Formulator. Formulating a strategy is an art that requires creative
thinking from thinkers on the organisational internal capabilities, its external business environment and
the current market trends.
Chapter 3 suggests that I am good at working in a team; however, I need to improve a bit. The
improvement will help me adapt to the team environment, which is necessary to work with people from
diverse culture. Cultural diversity is increasingly becoming a part of the global firms. It is, therefore,
important to have capabilities to work in teams. DuBois et al. (2015) suggests that working smoothly in
teams is necessary to enrich the individual capabilities as leaders and contribute to the organizational
goals.
Chapter 4 suggests the ideal score for being mindful is scoring below 5. I disagree with the views as
strategic formulator if they are not mindful can never formulate strategies. Indeed, formulation of
strategies require a good understanding of the external business environment and the organizational
capabilities.
Chapter 5 suggests an ideal score 7 or above for a person to have efficiency in ‘Personal Networking’
skills. Since, my score is 7 then according to the views presented in this chapter I possess a good
networking skills. ‘Personal Networking’ as according to Loufrani-Fedida and Missonier (2015) is
required to essentially facilitate and promote sharing of knowledge in between the people who share a
concerned network.
Chapter 6 indicates that I am a good communicator. As observed by Kanki (2019), communication is one
of the fundamentals of organizational practice, which is required more during the kinds of operations
practice such as change management. Chapter 13 suggests that I possess an excellent political skills.
Political skills as observed by Kanki (2019) helps managers deal effectively with the diverse
organizational circumstances.
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I scored 3 in right-brain and 5 in left-brain in Chapter 7. This suggests that my skills are more suitable to
a manufacturing rather than a service organization. I scored 7 for Chapter 8. This means I am good at
setting goals. According to Plant et al. (2016), ‘goal setting skills’ is one of the fundamentals of managers.
Chapter 9 indicates that I am comfortable more working with smaller organizations. However, the views
presented in this chapter is not true. One of the students got ‘0’ for this chapter. According to the
chapter, the student should find him or herself comfortable working with smaller organizations. On the
contrary, the student does not want to work with smaller organizations. The student is an artist and likes
to play drums. The student is not also comfortable with larger organizations.
I got low points for bureaucratic culture for Chapter 10. The scores suggests that I will better perform as
the manager of an organization that follows a bureaucratic culture. The scores also suggest that I have
the ability to serve the managerial position. Chapter 11 indicates that I am very innovative and one of
the first to adapt to the changes. According to DuBois et al. (2015), innovative people create values to
their firm. As opined by Morin et al. (2016), change management process is now a fundamental part of
the contemporary organizations. For Chapter 12, I scored from +2 to -3. This means the intuitive model
of decision-making is my dominant approach. According to Smith and Winterhalder (2017), intuitive
decision-making is based on the individuals’ conscious thought processes acting like the parallel
intelligent systems.
2.2. Areas for future development
(I) Mind and Environment
According to Varlejs (2017), it is important to be mindful to diverse situations to be able to
formulate effective strategies. I will be doing short mindful exercises at work. This will rebalance the
nervous system and hence, the critical thinking capability. I will strictly focus on one task at one time.
This will enhance my concentration level on work. I need to be prepared for stressful situations to
remain motivated in tough situations. Doing projects and closely observing my senior project engineers
on how they remain motivated in tough situation will also help me learn this.
(II) Strategic Implementer
In the opinion of Loufrani-Fedida and Missonier (2015), very few managers do actually succeed
in implementing the strategies. I need to be an expertise in implementing strategies as this is
more preferable a job skills than of a strategic formulator. For this, I will take part in various
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projects and perform well to become eligible for more projects. The more I get explored to
diverse project situation, more I will learn about the art of strategic implementation.
(III) Decision-making
As opined by Smith and Winterhalder (2017), decision-making is one of the traits of leadership.
To improve my decision-making capability I will observe my senior project engineers on what factors
they consider to make a decision. Moreover, when I will be able to be a part of a project as a senior
project engineer this will help me further my decision-making capability.
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3. Personal Action Plan
Short Term Goal 3-6 Months
Action
Personal
Performance
Indicators(PPI
)
Specific challenges Approaches to
overcome challenges
Target
start
Target
end
A certification
course in
Project
Management
Professional
from Project
Management
Institutes (PMI)
Here, I will
get to learn
about the
essential
elements of a
project
Once I am done
with the course I
will feel more
confident to be a
part of the projects
My focus area of
being a part of the
projects would be to
observe techniques
and strategies being
followed to
implement the
strategies
Dec
2019
May
2020
Medium Term Goal 6-18 months
Action
Personal
Performance
Indicators
Specific challenges Approaches to
overcome challenges
Target
start
Target
end
Working as a
Deputy to a
Project
Manager.
This will help
me learn how
to being
mindful with
different
situations.
I will prefer starting
my career from a
reputed
organization.
At my principle
engineer level job I
will take part in
practical tasks to be
able to acquaint with
the real-business
scenario.
May
2020
May
2021
Long Term Goal 18-36 months
Action
Personal
Performance
Indicators
Specific challenges Approaches to
overcome challenges
Target
start
Target
end
Working with
reputed
organizations
and enriching
my job-related
skills.
Opportunity to
learn the
political skills
This will enhance
my experience
being a Project
manager.
This experience will
help me get jobs in
major firms in the
market.
June
2021
Dec 2022
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4. References with Annotation
1. Abbasi, A.N. (2017). A Suggested Professional Development Plan for Specialist Doctors
Taking Leading Roles in the Establishment of Quality Healthcare.
The article describe a suggested professional development plan for specialist doctors who
take or are encouraged to play leading roles in the establishment of quality healthcare.
2. Baker, J., Chaseling, M., Boyd, W. and Shipway, B. (2018). Teachers’ response to a new
mandatory professional development process: does it make a difference?. Professional
Development in Education, 44(4), pp.570-582.
The article observes the different views of five different teaching staffs from the New
South Wales Department of Education.
3. Brière, S., Proulx, D., Flores, O.N. and Laporte, M. (2015). Competencies of project
managers in international NGOs: Perceptions of practitioners. International Journal of Project
Management, 33(1), pp.116-125.
This study addresses and identifies the competencies of international development project
managers.
4. DuBois, M., Koch, J., Hanlon, J., Nyatuga, B. and Kerr, N. (2015). Leadership Styles of
Effective Project Managers: Techniques and Traits to Lead High Performance Teams.
Journal of Economic Development, Management, IT, Finance & Marketing, 7(1).
The article says that project management is a growing practice.
5. Kanki, B.G. (2019). Communication and crew resource management. In Crew resource
management (pp. 103-137). Academic Press.
The article says that communication is one of those few boundless topics that contain
many meanings.
6. Loufrani-Fedida, S. and Missonier, S. (2015). The project manager cannot be a hero
anymore! Understanding critical competencies in project-based organizations from a
multilevel approach. International Journal of Project Management, 33(6), pp.1220-1235.
The article is focused on broadening the understanding of critical competencies specific
to project-based organisations (PBOs).
7. Morin, A.J., Meyer, J.P., Bélanger, É., Boudrias, J.S., Gagné, M. and Parker, P.D. (2016).
Longitudinal associations between employees’ beliefs about the quality of the change
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management process, affective commitment to change and psychological empowerment.
Human Relations, 69(3), pp.839-867.
The article says that organisational changes are not less than costly ventures.
8. Plant, S.E., Tyson, S.F., Kirk, S. and Parsons, J. (2016). What are the barriers and facilitators
to goal-setting during rehabilitation for stroke and other acquired brain injuries? A systematic
review and meta-synthesis. Clinical rehabilitation, 30(9), pp.921-930.
The study identify the facilitators and barriers to goal-setting.
9. Rauf, P.A., Ali, S.K.S., Aluwi, A. and Noor, N.A.M. (2018). The effect of school culture on
the management of professional development in secondary schools in Malaysia. MOJES:
Malaysian Online Journal of Educational Sciences, 2(3), pp.41-52.
This study addresses to and explores the influence of school culture on how professional
development could be managed in secondary schools in Malaysia.
10. Smith, E.A. and Winterhalder, B. (2017). Natural selection and decision-making: Some
fundamental principles. In Evolutionary ecology and human behavior (pp. 25-60). Routledge.
The article introduces to main theoretical principles that are employed during decision-
making in organisations.
11. Varlejs, J. (2017). Shape your career-design your professional development plan: rationale
and workshop template.
The article says that career advancement to an extent depends on maintaining
competence, which itself depends on a continuous learning.
TOTAL WORD COUNT: 1,997
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