An overview and aims of Personal Develpment Planning
Personal Development Plan (PDP) is a specific plan for your future in short-term of six months or twelve months. It is necessary that you have objectives set up for yourself, and plans and actions to be taken in order to achieve those objectives. Following PDP is a good way to improve yourself, and to acquire skills and knowledge. Therefore, it is advisable to continue doing PDP one after another.
Definition of PDP:
The PDP is a process by which we identify our education needs, set ourselves some objectives in relation to these, undertake our educational activities and produce evidence that we have learned something useful.
Personal Development Plan for Dentist: the new approach to continuing. (pg.: 27)
Meaning of PDP:
Plan should not be through of as being GOOD or BAD on the basis of learning needs that person wishes to address. Every person has different strength and weaknesses.
The primary objectives of PDP are plan and take responsibility for their own learning and to understand what and how they learn.
PDP is based on the skills of reflection and planning which are integral to knowing how we can learn in different contexts and to transfer that learning throughout life.
To identify weakness and strength and willing to admit that, improve through learning and put all these things in action is personal development plan.
Importance of PDP:
become a more effective, independent and confident self-directed learner;
understand the different contexts for learning;
understand how you are learning and how to prove what you have learnt;
improve your general skills for study and career management;
improve your awareness of the skills you are developing through study of the subject(s);
articulate your personal objectives and evaluate progress and achievement;
take a more holistic approach to learning and its management in modular contexts; and
to understand the importance of being able to learn in new situations and to transfer and
Apply your learning in different contexts.
Advantages of PDP:
PDP results in enhanced self-awareness of strengths and weaknesses and directions for Change. The process helps learners understand the value added through learning.
Getting involved with PDP should help us to:
Identifying learning opportunities.
What we really want to do.
Make the right academic and personal decisions.
Set personal goals and targets.
Identify programmes and activities opportunities and training to develop our skills.
We can evaluate our own progress.
We can be better prepared for the demands of continuing progression.
MY Personal Development Plan:
So here’s my personal development plan table:
My current state:
Communicate well with others.
Lose temper easily.
Trust to others easily.
Common feedbacks that I received from others.
Be very serious.
What other performance indicators can I notice?
Sometimes get overwhelmed with stress when there is heavy workload.
Control my temper.
Don’t trust on people easily.
Not get worked up so easy.
My Desired state: (Goals)
What I have to do to improve/achieve.
Talk with people and act confidently. Don’t get provoked. Willing to try new thing and take some risks. Able to influence others.
Able to be calm and assess any situation before reacting to it and take control of situation. Able to press hard my recommendations to be accepted by others when I feel it is really good. Not be influenced by others.
To look for positives in any circumstances.
What does it give me?
Short Term Goals.
Medium Term Goals.
Long Term Goals.
Why I do it?
1: with confidence, I can able to command more respect and others will be able to see my worth. I will dare to try new things. In fact my true self will finally shine through.
2: try to control my temper, I will not hurt my loved ones and friends as before
Attend anger management class and make recommendations myself.
Keep calm no matter what happens. Not lose my temper at all.
Able to command confidence whenever I want.
How do I get there?(Resources)
What must I improve?
1: Use new techniques to develop confidence.
2: meditation to develop a calm mind & control temper.
What are the possible resources to learn
1: Buy & read books on develop personality.
2: read books on communication.
3: local anger management class.
Short Term Goals.
Within 2 months.
Medium Term Goals.
Within 4 months.
Long Term Goals.
Within 6 months.
Definition & Meaning:
Time management is a set of principles, practices, skills, tools, and systems that work together to help you get more value out of your time with the aim of improving the quality of your life.
Importance of Time management:
The importance of time in personality development needs no further explanation. The point of the matter is that if you spend too much time doing other things instead of keeping an eye on your goal which is to develop a pleasing personality, your chances of success will be considerably lower than if you know how to prioritize.
Time management involves planning and organizing. We should work to improve event control, productivity and self-esteem. Consider reading additional materials or take a time or project management workshop.
Advantages of Time Management:
It is true that when it comes to improving oneself, we can always initiate. However, once we do get started, time will always be of the essence.
If we try to develop our personality , we should manage our time effectively.
When we feel that now our day is productive, our attitude tend to be higher and our level of stress goes lower. There are many ways with help of that we can increase productivity directly, things that don’t have to do with event control or self-esteem.
Further, productivity affects the time we have to spend on event control. Good event control increases our sense of control over our time and positively impacts our self-esteem.
I used my time effectively not just efficiently. I picked time between 3-5 and focused on my goal for 3 months. The idea was that after few months (60 days) I would have done a lot in these areas and developed new habits and skills that could be add value into my life
To manage my time been difficult but I kept on eye my goals and every week I tried to do something that related to my task like I tried to read something to call someone. To do all of these I managed my time effectively.
And I realised that if we don’t manage our time properly, our schedule will go out. All the planning and success in that goal never materialize without appropriate time management.
Objectives and Plan of PDP :
For my personal development plan I am using a SWOT analysis – a common problem solving method which summarises my strengths, weaknesses, opportunities and threats and after knowing my strength and weakness I am writing my plan. Action Planning will help me to identify and set targets.
My strengths are I am hard working and Self-initiative and weakness is I can lose my temper easily.
These SWOT analyses helped me to identify where I am now in my current role then I took step forward and turned this into a PDP.
My objectives are:
Be positives in any circumstances.
Try to control my temper.
To setting targets, i needed to make sure that I can actually achieve them. So to do that I used SMART technique.
Specific: My goal was defined so I identified and practise good time management techniques to reach my project deadline. I increased to 20 hours per week to develop myself.
Measurable: I was set myself a weekly schedule of things to do and for this I was using a calendar.
Achievable: I did know there were workshops and books on personal development and I used those to identify good practice. It was challenging.
Realistic: I had some free time every Sunday morning and I did use this time to work on my techniques and got over an overview of all different areas of my life.
Time-Bound: I worked towards the deadline, setting weekly targets and complete each goal according to my time scale.
Importance of SMART:
Many people fail in life, not for lack of ability or brains or even courage, but simply because they have never organised their energies around a goal.
( American philanthropist Elbert Hubbard)
SMART technique is very simple to learn. Objective is starting point of personal development.
This technique is use to enable yourself to control yourself. To provide consistent focus in all areas in development. SMART importance are to help ensure that effective objectives or goals are set.
SMART goals have helped me reach a lot of professional as well as personal milestones, and I would recommend SMART goal setting to any who are intersted in self-improvement
Prioritising Work Tasks and Importance:
Prioritise your work or task is simply you prioritising yourself that what you want and what would be the next. Prioritising help to minimize the stress and maximize the efficiency, it helps to manage our time effectively. Prioritising is very important for our ability to see what tasks more important, what task need more attention and time.
Prioritise was exactly knowing that what I want, so I prioritised my list of what I need to develop myself that reflect my values, belief and intention. My priority list were contained peace of mind and confidence in life. So I took action and made the necessary changes in my life. My list was my guide.
Dealing with Time Wasters:
pThere are two kind of time wasters entarnel time wasters and external time wasters. Internal time waste means we didn’t make good plan or it was disorganized and external time waste means that other people doing things to waste your time. I dealt with external time wasters and that was more difficult to controlled, but I did it with my efforts.
As I had many calls during my practising day so I let my voice mail take my calls day when I been busy. When ever I recived instant messages I just said them that I don’t have time to chat.
To do this I increase my productivity and decrease my stress.
3: Effective Delegation:
Definition & Meaning:
The assignment of responsibility and accountability for specific outcomes or achievements to a specific individual or organisation unit. The delegation can be temporary or permanent.
Importance of Delegation:
With PDP person can do better as a delegator, he or she can lead myself more effectively. With effective delegation we can make work easier and improve efficiency. Delegation is important for the long-term success. The importance of delegation should not be underestimated
Lack of delegation will lead to you slowly ,tasks will become half finished and you will end up with demotivation and you will crying out to take on more responsibility.
I Reviewed what tasks I am doing and how long I am spending at them. When a task is scattered throughout the day or week or month, you may seriously underestimate how much time you spend at it.
If I am working much longer hours it's essential i delegate more it will benefit me. It enhanced my the Competence and Confidence because that was the hardest time for me to learn because I had an arrogant perception that I am the girl who is qualified to do something, and that thing gave me into ton of trouble. But if that’s was true that does not mean that I am the one to do it. There are many people who can do this, even they can do better than me, so I became better about delegating personal stuff. Successful delegation involves turning the right tasks for the right reasons, with the resources and authority to act.
stress is a condition or feeling experienced when a person perceives that demands exceed the personal and social resources the individual is able to mobilize.
There are very many proven skills that we can use to manage stress. These help us to remain calm and effective in high pressure situations, and help us avoid the problems of long term stress.
What Type of Stress Come in My PDP:
deeper understanding of stress, helping you to develop your own stress management strategies for handling unique circumstances.
When I started to manage my time to achieve my goals its very stressful for me because I could manage all these things at once it was very difficult because when I focused on that what I am doing or what I was doing is lose I get disturbance with a phone, messages or an instant message, on that time I though that might be that people would think I wasn’t doing anything, or was trying to avoid them. These all things gave me stress but I never lose my enthusiasm.
Problem solving :
Relate to PDP:
To complete this element we will need to complete some kind of time log and find out what problems occurred and why. We then need to analyse how we deal with both external and internal interruptions, what level of concentration we have and how we cope, how we allocate time to daily and weekly tasks and manage our dairy.
In problem solving first I need to define where I faced problem, in personal development plan, I try do to that if I am doing something that needs my concentration for few hours so I turned off my Tv, I powered off my mobile and I close my messangers and foucused on books that helped me making my personality and I still tring to manage my stress. To dealing stress I am taking rest and proper sleeping as well, acting confidently, controlling myself and try to give good performance all things helping to me to achieve me goals.
I had a problem internal and external as well like work load and control my temper and it’s very difficult for anyone to control yourself because if I had lost my temper then others reacts very bad so I tried to solve it I evaluate these problems and have got solutions. I read books I watched videos that how it could happens how people can be very cool how they are solving their problems ,on that way I concentrate myself where my deficiencies and what my specific objectives so to improve myself and to solve my problems I started to sit with people I started to discussed in group and try to understand myself that what I need and where I need so I solved my problems.
Best decision can made to address the requirements of personal development and Making plan and setting task is a continuous decision making process.
Choosing what to do, what we want to do and how to do is quit interesting. I analysed myself with SWOT and made a plan to develop myself then next I prioritise my first task to do, so to make that programs followed by approach and that approach is decision making.
I took these decisions because I realised that these behaviours will add values in my life. I can negotiate to others easily. And my decisions outcomes were great.
Importance of Communication in PDP:
Communication is important in PDP to decrease stress and set task quickly, it helps to understand the learning process in our task. Communication is something that helps to develop and maintain ourselves and with others.
Without effective communication goals will not achieved, desired learning never take place even we cant get feedbacks in our plan without communication. To bring together all these things effective communication is very important.
Requirements of Communication in PDP:
To teach myself, learn to get self-knowledge. How I could achieve it and how I could more effectively express myself. All these things could possible through communication. Each area of learning and development depends on how we can set all things effectively it enables to make relationships with teachers or coach.
Requirements of communications are:
Message should be reached.
Message is received.
Response must be there.
Message is easily understandable.
Benefit of Active Listening and Questioning:
When we become effective listener people see us as a good communicator. Effective listening skills can lead to positive change in our personal life. Effective communication requires effective listening.
To use of questioning has been considered in some detail with the challenge for us, to use different types of questions to challenge ourselves in a variety of ways.
Effective questioning techniques are essential in order to reach accurately our goals. Questioning allowed me more comprehensive assessment. I went many workshops and in many of them my questioning were focused on why these topic relate to personal development, when it is appropriate to increase confidence or when we need to change our behaviours and at which point my direction be made etc.
Sometimes questioning should be proper planed that it would be more easy to others give the answers.
Conflict and methods in PDP:
Social scientists say that conflict is inevitable between people, and without conflict there is no major personal change or social progress.
Conflict can come up with many reasons like less communication can adapt conflicts, problems comes at beginning of plan if we not faced them at the earliest possible moment then conflicts comes.
If we don’t talk properly with people and avoid them to manage our time then conflicts come. I dealt with all my conflicts with Problem Solving and that was good strategy for me. Problem solving strategy encouraged me to focus my attention on my tasks.
To develop myself it was very important to review my plan and monitor it time to time to do this I measured my resources that I have been used I kept record all activities that what I have done and how I have done, I kept all records because if I felt that my plan was wrong I can change it, because if we realize that we wrongly identified that what exactly we needed to do so at that time we can change it or method of review may have to change or the date, because may be those not available for some reason.
As a part of continuous personal development strategy we can make a membership cards or club cards and we can use it at discount when we need it.
These days’ people are under stress, many problems are in their life they gets quickly anger.
Even they don’t thinks about their behaviours, they can’t manage their time effectively
They are blaming to others and thinking that they are right others are wrong, because of emotional behaviours they takes decisions quickly they don’t thinks what they are going to do.
Person who is making a plan of personal development must share knowledge in depth.
Should be responsible.
Keep an eye on his/her morality.
Take an accountable action without attracting negative reactions.
Try to put his/her weakness into strength.
Try to choose best decision and should be powerful.
Priorities your task and time according to your plan.
Try to best for good and worst for bad managing.
Concentrate your tasks rather than your thinking.
Don’t suppress emotion.
Take a risk where it needed.
Introduction of CPD:
In the Organizational aspiration of a highly skilled workers, in the process of the development of the organisation function in regard to achieve it’s goals, the most important aspect is, building up a skilled ethical inspired labour within that organization, to keep day to day function smooth, and to be competitive and lead that competition in the market, by developing the organization, using that skilled work force to achieve it’s goals.
For this purpose, it is important for the organization to have an effective systematic plan of recruiting, training, professional development and promoting it’s workforce continually, in related to the different departments in the organization.
Continuous Professional development:
In present highly competitive business world ,to stay competitive to gain the competitive advantage to achieve the goals, there is a vital role involved in human recourses department to hang on to the maximum gage of skill work force by understanding the forth coming and pending changes in the organization and selecting the right people, arranging the recommended professional development training them ,coaching, mending , guiding, educating supervising and involving them to understand their special skills to get them involved according to their skills and to update this force in an effective manner ,by let them involve in changing environment to observe and face new methods successfully.
Professional development plan is an important strategy plan, should find in human resource management division in any successful organization, made by high skilled specialised strategy planning team for the purpose of building and maintaining a skill team within the organization. In this task they should consider the aims of the professional development such as bring the innovation through the skill, and to build a creative culture, bring it in to a knowledge base learning organization to give the confidence and empower to work together, educate, train and motivate the employees, plan regular information systems such as regular meetings, trainings, different knowledge sharing programmes such as management programmes, knowledge updating programmes. everyone together by connecting the ideas, habits, having the sense of the purpose, by showing the certainty by showing stability and the work satisfactory to gain the success of the organisation.
the employees must improve and develop their customer service skills, communication skills ,the knowledge to work as a team in a busy environment, how to collaborate and develop the team work, how to be innovative and creative, be a responsible employee in the organization
Continues professional Development
Tell me, and I will forget. Show me, and I may remember. Involve me, and I will understand’ David Kolb’s Model mainly suggests that the practical involvements alias ‘experience’ of the work force that matters the most in any organization to develop it’ s functions in regard to human resources. For gaining that effective experience, engaging in professional development is an essential in business management.
David Kolb represented these in the famous experiential learning circle that involves (1) concrete experience followed by (2) observation and experience followed by (3) forming abstract concepts followed by (4) testing in new situations
Apart of the permanent knowledge gained by the experience, adding the knowledge by observing the new things and get trained in those changing environments in proper way to develop the skills by gaining those experience to adapt accordingly,
Learn by involving and engaging in any work build the skills and the confidence in the task, to gain best result out of that job.
If an organisation take it s effort to retain the experience workforce with them and to use them in learning process, David Kolb model can be applied in the case of organizational strategy planning development and implementation process for the purpose of growth of it’s business.
According to David Kolb model, the experience of the work force bring Ideas through their experience to develop the business using the knowledge and reflection of primary and life experience by using the correct methods and then go beyond that to use those wide experience to learn the basis of changes of the pattern or structure the better way to stay competitive, and emphasizes experiential learning as a way to find new Ideas and experiment better strategies to add in to the business.
It is highly important to gain Professional development through practical application of strong ideas in the business, focusing on hypo-deductive methods on solving specific problem through those experience, gain the an ability to generate ideas and looking at problems in different perspectives to find the best solutions, work with cultural and moral interests to gain the work satisfactory, interest in colleagues, fellow workers, and stake holders, gaining and developing a strong ability to create theoretical models, concern with abstract concepts, developing a great strength and a confidence through theoretical and practical successful applications, developing the ability of risk taking and developing risk management skills, using Strong ability of imagine the better way through the problems and applications, gaining the ability to react immediate circumstances using the instincts gained through the experience and the practical knowledge to solve critical problems with immediate insight.
David Kolb’s Model of Learning
Fleming’s VIK VARK Learning Style in Professional Development in Organizations
According to VARK theory, every person exhibits unique learning style preferences.
This Model Can be considered as one of the most affective model which can be used in professional Development and in continuation of it as this model suggest different techniques which can be used In the
Course of training and development process as always there are different learning interests people have in any company.
This model suggests the Visual learning, auditory learning style, Kinesthetic model writing and reading as a learning style. This model can be used in training programmes, workshops, and day to day tasks to develop the skills of the work force. As there is a choice of styles people can choose what they want and what work best for according to the nature of the brain development desire levels.
Train the work force by teaching and explaining, showing them what to do and let them grab what they have seen to learn develop their skills. These methods as famously used in organisations as a way of training and mentoring, and supervise the way they follow the new things come towards to them.
In the organisations, every three months or six months the management can use online visual and audio methods to update their work force and assess what they have learn through a testing system to fine the work force is complying to the changes which take place often in organisations.
This method is highly recommended specially for the new joiners in the company as they may have no any experience to develop their skills through David Kolb’s style.
Professional Development of Virgin Media
Knowledge based Professional Development As a Learning Organization in Virgin Atlantic
Virgin Atlantic Airline have found short path to access and approach to manage the knowledge such as been socializing by brainstorming, informal meetings, conversations, coaching, mentoring, interacting with customers, on job training and observation. Externalisation by database, engage of best practices, building models, after-action reviews, holding master classes for a combined approach having conferences ,establishing electronic libraries, new letters, magazine publishing is important. Internalisation such as feedback from customers facilitate skills, develop counselling is also implemented..
Encouraging the employees share the knowledge and corporate with knowledge management initiatives is important in organizations. If employees commitment is required in order that individuals are prepared to share their knowledge and remain with the organization, it creates the best practice within the organization.. The organization should expect the knowledge work from the employees by managing knowledge work and knowledge workers providing motivations, promotions, job challenge, and autonomy and career development and as a result the organization can build congruence perspectives by increasing performance of the employees by aligning human resources management and knowledge management practices to develop the organization.
The organizational appraisal is a judgement of performance of the employees in the event of increasing salaries or granting other rewards such as promotions, scholarships, financial rewards, gifts, or whatever the rewards given the to choose the right people to give it on the appraisal score system maintain to discriminate to select those right employees. ( S.T.Graham and Roger Bennet 1998- 240)
Apart of author’s above definition, the most essential factor of the appraisals can be considered as to keep the skilled people motivated and others to be empowered For the efficient existence through effective function of the organization to fulfil the targets.
Performance Management as a par of Professional Development in Virgin Atlantic
Performance and Appraisals
Appraisals are essential in any organization to manage and develop the human resources in any successful organization by evaluating how well their employees perform in their jobs to meet the organizational expectations. appraisals is a kind of communication about the performance evaluations. This appraisals can be done in two ways such as systematic and the informal ways.
As Virgin Atlantic Airline is looking for highly efficient labour, the performance management is emphasis the development and the practicing the skill work among the employees are well maintained. To make them perform positively, what the organization should do? The virgin Atlantic’s answer is regular observation and supervision of the employees by involving them in their roles and team work effectively in day to day work. Workers are not a role or a individual but a team who ever skill in any field can involve in a interesting and willingly inviolable area of work. The freedom work atmosphere is important in this organization for people to apply their skills in the proper place. Then others can share that knowledge to learn and perform. www.trainingpressreleases.com/newsstory.asp?NewsID=3693
Virgin Atlantic and it’s growth with the Human Resources as a result of it’s successful Professional Development Programme
Virgin Atlantic is a part of a diversity Virgin company and to be innovative and creative and to be integrate globally, this company is well known for risk taking leadership. This culture of this organization helps their employees to involve in decision making process in their work capacity to learn, and to risk take, with the confidence. the employee’s relationship as a team will bring them together to share the knowledge and to learn to perform.
Free Working atmosphere keep them positive towards the organization as the manager’s and team leader’ s supervision, training, making them to learn through facilitators, and provide E- libraries, magazines, new letters to earn and to perform better.
Especially Virgin Atlantic Airline is integrate globally in a vast business area, it has a numerous amount of multi- culture employees involved. The leaders have realized the importance of culture integrate programmes for them to come and understand each other’s as well as multi-culture customer’s feelings and thoughts to build up a good relationship with different cultures, languages, and beliefs. Virgin believe, If the mutual understanding is higher, the performance also better, so the mixing different culture people together to work and associate together, they can develop the factors such as integration, sharing volume, learning capacity, motivation, team play, which bring higher performance in the organization .Recognition also is well managed and maintained to reward the people who perform and work as innovative circles, and act as leaders in the work process. As it is mentioned earlier, the leadership development programme and 360 degree appraisals are highly effective and given best results by increasing the profits of the organization .Apart of that employees have been informally and systematically appraised and nominated for rewards, using impartial appraisal methods
By targeting to develop the career of the employees creating a pool of leadership strength skill people who can be used in business objectives when the organization need them ,in 2006 Virgin Atlantic spent to 240,000 pounds to train their 120 people in a session of personal development workshop for the purpose of to create a strong team of managers who can take the advantage of new opportunities with a short notice. this workshop was based on develop leadership behavior ,and required features for a leadership qualities, by beginning with individual coaching sessions that set the personal development objectives for the managers, based on feedbacks from 360 degree appraisal and personality tests. Those people who have been trained on leadership development skills are in a constant appraisal program as they meet regularly as six persons groups to review their own progress and to exchange each other’s ideas to gain the knowledge. These workshops are continued in the organization to maintain the pool for the future resource needs without putting the organization at a risk.
The directors also plan to extend those leadership trainings and reviews in United States as well as for the next level managers.
Why the directors of Virgin Atlantic have taken such decisions as spend millions of pounds to educate their employees and, what is the benefit gained by the organization to invest high amount of finance on employee’s education? The answer is Virgin Atlantic has well understood how important it is to employ skilled special people in their organization to achieve its goals rather than getting supplied skilled labor by external recruitment procedures as it is much favorable to the organization to recruit through internal workforce by promotions, as they have the organizational experience in the relevant fields and knowledge about the procedures, systems and the applicable strategies, as well as familiar and attached to the organization work culture having a close relationship with the organization as its own staff.
Virgin Atlantic is reluctant to recruit external labor in skilled fields as they are strange to the organization and not familiar with the culture of the organization and difficult to adapt to the systems and procedures as well. Virgin Atlantic emphasis that rather than risking the culture system and procedures by those external recruitments, it is important to retain people who have knowledge, skills, and familiar to work with the shared vision of the organization, protecting the culture systems and procedures for the purpose of achieving the shared goals. For this purpose Virgin Atlantic is prepared scarify the time and money on development of work force to build and manage a shared learning organization culture, emphasis the skilled and experienced labor force strength at present, and need of future, to ensure the security of the organization human resource strategy management system of recruitment procedures.
These practices of Virgin Atlantic is highly impact not only on recruitment process, in performance management and the appraisal procedures in regarding recognition for rewarding systems such as promotions, also in retention of the skilled work force within the organization.
For task 2. (2.1)
This report on skill audit on seven people has given by my class teacher Dr. Rajini.
This report was undertaken by workers, supervisor, team leaders, managers and area manager about their personal and professional development and their learning.
The objectives of report were defined as:
Importance of skill audit.
Planning in PDP and learning style of different people for both currently and future.
Conducted a skill audit by conducting a SWOT analysis of their skills.
To evaluate the current practices to meeting development need at work place.
Explained people’s career and life to be audited.
Explained relevant personal to professional continuous improvement and ownership of the audited process.
Analysed all evidence with SWOT to identify quality of plan.
Analysed evidence to identify suitable action to do better.
Meeting with people at different profiles focus on a skills audit.
Questioners are available in Appendix 1.
Document findings in audit process in required format.
Provide strategies for implementation of action.
Relevant resources at work were policies and procedures.
Importance of Skill Audit.
People with right skills enable themselves to compete. A skill audit is typically based around existing skills against the skills people need both current and future.
Skill audit allows an individual to identify their strength and weakness.
It helps to identify existing skills.
Identify skills people may need.
Develop and improve the skills and knowledge.
At starting point, all people completed a skills analysis questionnaire. The aim of this audit was to audit skills about their current role and identify areas of knowledge where they felt needed to develop for future.
Using skills database:
For personal and professional development and capabilities of individual required a number of elements. The following are important:
Individual career progression( time in each job, promotions, job changes, pay rates)
Individual performance data ( work accomplishment, growth in skills)
All skills affect life and career. Therefore, data and their use must meet the same standard of job. Individual must plan their life and their career that what is essential for their career and life.
As I audited the people skills at work force and met with them. I have found that skills, competences and behaviours of that people that what planning giving them success.
I realised that All individuals are assessing their current skills that what they have weakness and how they could turn their weakness into strength.
For learning purpose they are studying a course that related their jobs and their personal development. PDP and CPD helped in training and development activities on which individual need to focus. Some example are:
Managing performance as an individual and within team as well.
Communication skills, both internally and externally.
Manage their time and delegation skills.
Meeting with people effectively.
Leading a team.
So their plan are flexible, they are establishing according job requirements because not everyone become executive Director but everybody with some planning can meet challenges and can find interest in their job and career.
Change is continues in every areas and training is important to get success and to make clear path key feature of CPD and PDP is training but more important than this, that CPD and PDP structured that suits all those individual.
Conducted a skill audit by conducting a SWOT analysis of their skills:
CPD is not just about job or training for job, it’s about lifelong learning.
As an auditor to make a report of individual plans that helping the direction to make a strategy that will build their personality, skills and career, I must know their plan advantages or disadvantages to know that I used a tool of SWOT.
What I did:
I met with people who have different profile and asked many questions to many people. I conducted all questions in depth and have got answers of all question .All people were successful in their field All question were related their plans such as their strength like:
Strengths of Professional:
Why you are better than anyone else.
Are you adding value in your company?
Why skills you have that you think other don’t have (e.g.: education, certifications or skills).
What other people (boss or manager) see in you as strength.
What is your achievement at work place that you feel proud on it.
Strength of Personal:
Are you creative?
Can you communicate well with your clients?
Weakness relate to profession:
Which task you avoid because you don’t feel confidence to do that or you are not sure that you can do this?
What can people see your weakness easily?
Are you confident in your education and skills?
What are your negative habit that you mostly do (you are disorganized. You often late to your work, you lose your temper quickly, you can’t handle your stress etc.)
What personality do you have?
Weakness relate to personal:
To do many tasks at once gives stress or you can manage it?
You gets nervous when you presenting your ideas to customers or clients?
What do you think what technology and what course can help to make your career?
If your industry is growing how you can take advantages?
What trends do you see in your company and how you can take advantages?
If your competitor is failing to do, so can you take advantage of that mistake?
Are you going to do some big work for your company that offers some training?
What kind of obstacle do you face ?
Do you think any technology threaten your position?
Changing in business has always threats for people?
I used this SWOT technique to improve their quality of work and priority of life. Many people said they did not use a specific set of criteria Companies has CPD programmes so can gets training by them. Although many companies did not have a specific training so many people reported using similar tools or techniques. Several comments received through the surveys and that were interesting and informative.
As a result of these analyses I found that after education, training and working as a team they have chance make their plans better and can take advantage of their competitor’s weakness. To do that they can turn their weakness into opportunities.
To evaluate the current practices to meeting development need at work place.
Many people from different profiles were contacted during the survey to evaluate the current practicing and result found that some people are carrying out PDPs. At one when asked are you works on PDP or CPD, answer were “ what is personal Development Plan “ , “what is professional development”. At the other end it also shows that some companies who have good profiles are not operating programmes. Some staff member working based on experience and some identify strengths to improving skills, both trying to implement PDP and CPD without much positive response. Survey revealed that some people took PDP and CPD more seriously than others. There is evidence that if process is half-hearted, its success could be possible or is compromised. So It is important to identify or explain clearly the purpose of PDP so that they can see the benefits in both long term and short term, including to get job, meeting professional requirements.
Questionnaire formed the basis of their learning. When I prepared a question form and contacted to people to fill that questions, number of people did not reply and send the forms back.
Analysis of line manager, said, skills required training and this finding was statically appropriate. I believe this indicates importance of skills in terms of PDP and CPD. Two third of line managers in this field reported that they got training and they are giving training, they monitored skills in which employees had been trained.
Area manager felt skills requirements had been increased. Participating in decision making also felt so we needed that plans in personal and professional both.
People gave information that skills are necessary that had been required at recruitment, few says that in their view some jobs required training otherwise few of these jobs require no skills.
Some people believed that to fulfil the tasks, required skills and traning so these days to make these plan is necessary.
When I asked that what skills development would help them to success in their life and to work better as a team, the answer was “Communication”.
I reported that strengthened of PDP and CPD helped to become more creative, enhance performance whether in life or whether in career.
It is fair to judge that these development plans have support of learning because all these programmes are task related.
I believe on that the learning style should come from experience, not the traditional training and learning. I noted that there are lack of understanding about PDP and CPD plans, even some people don’t bothers that’s why I found that lack of planning they don’t know where they are going in their life and what they should do, I found there were a lack of linkage between leaders and employees at work because they don’t know that todays’ these plans are becoming essential to achieve goals and to get success.
They should think about their strengths in relation with the people that around their. So, Results confirmed that nobody is one to meet the challenges.
As an auditor I recommends that those people who don’t thinks about PDP and CPD or any learning they should Identify their starting point in skills this will enable them to set realistic goals for their development and then they contract with themself to achieve them. This contract can take the form of a personal plan and profession plan.
I highly recommend development goals should be achievable in the time scale that set.
Keep an eye on weakness.
Should focus on good presentation.
Everyone should Focus on ability of action and monitor its effectiveness.
Communication is good at work but should maintain confidentiality and privacy.
Everyone should develop and manage routines and procedures.
Needs to be balanced between technical and non-technical skills.
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