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Personal and professional development

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Personal and professional development in organisation

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Introduction to Personal and Professional Development

Personal and professional development is defined as those processes through which the individuals and organization take part in ongoing learning to meet and address challenges and opportunities. Such processes are used within decided and particular boundaries that respect and balance the needs (Armstrong, 2008). This report discusses about the approaches to self managed learning and its benefits to organization and individual. There are different approaches to professional development which includes coaching, mentoring, technical assistance, supervision and consultation. To maintain and improve professional competencies people may take part in such development to increase their interest in lifelong learning.

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Task 1

Lo 1.1 Programmes and services in the organization

Self managed learning is a learning approach that reflects the management process. In this process individuals take initiative to learn and being responsible for their own learning and development. This approach is very important to all programmes and services in the organization (Dalton and Thompson, 2006). It supports people to get involved in planning and reflecting their learning experience. The approaches to self managed learning can be classifies into various categories which are discusses below:

Strategic learning: The main advantages of this learning are that it synchronizes learning and managing. Managers take part actively in this learning in any situation, which assists them to build up a more strategic approach to organizational problems (Henry, 2006).

Motivational learning: Individuals are motivated to find out their personal learning style in order to identify suitable resources as well as appreciate the differences in the learning styles of other members.

Meta learning: It is learning about self managed learning at a strategic level which can help basic changes. Getting new skills, knowledge and competences will be irrelevant if managers do not change their mindsets and mental frameworks.

Collaborative learning: In this learning each individual are involve in the learning and they are encouraged to generate and discuss their own ideas (Kerr, Von and Schriesheim, 2009). The planned benefits of such learning are that it promotes teamwork.

Lo 1.2 Learning and development

Lifelong learning may be defined as learning that help individual throughout life. Learning and development is very important process in which individual requires high level of education to operate new technology, recognize the involvement of their role to the business and take decisions which are appropriate to their jobs. The role of managers in learning and development method are; the use of competencies, building a coaching ability, development with wider organizational strategy and combining learning (McCourt and Eldridge, 2003).

The identification of learning and development approach is based on the formal and informal assessment of knowledge, skills and attitudes. The learning and development needs can be identifying through various method Such as: tests, observation, interviews, learner centered analysis, critical incidents, etc.

Learning methods may be defined as any intervention that are intentionally undertaken to help the process of learning at individual, team or organizational level (Samson, 2010). Researchers suggested that lifelong learning skills should be involves in every degree curriculum which help individual at different level. The most important ways to promote life-long learning is to invite regular suggestion.

Learner motivation and Personal relevance are keys to life-long learning. To build up learner interest and relevance, share the information which have found out and reflect on how this learning is related to individual (Thompson and Dalton, 2013). The impact on orientation toward lifelong learning is effective in nature and it consists of many different things such as perspective taking, active learning, and reflection.

Many people may be nervous or frightened regarding the possibility of failure. To develop lifelong learning I help individual by encouraging them to learn, supporting them by giving them regular feedback after a fixed period during learning process, offer them rewards for their learning skills and motivating them about their own learning ability (Coulter, 2001). Individuals have an input into the timescale of the learning process while being encouraged by their assessor. They are rewarded for their learning by a credited qualification which identifies their capability in their work role.

Organization use training practices which helps to motivate people to reflect opportunities for perspective taking, active learning techniques, and the chance to communicate effectively with different peers (Juffa, 2011). Individual personality and behavior are affected positively with such practices. People knowledge could be evaluated regularly to encourage lifelong learning. They always try to keep an open-mind and be open to new information. Good communication with others and taking their views into consideration can be an effective way of understanding and examining the own perception.

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Lo 1.3 Self Managed Learning

Self Managed Learning is a process in which people take initiative to learn and being responsible for their own learning and development (Garrod, 2008). The two main elements of self managed learning are; the Learning Group and Learning Agreement. Self Managed Learning helps the overall performance of the organization. In such learning, people select, handle, and assess their own learning actions, which can be pursued at any time, in any place, through any means, at any age. In self managed learning there is no ideal formula and it changes with individual and organizational culture (Allen, 2011). The advantages of self managed learning to individual:

  • This learning helps the managers to focus on problems and issues related their workplace.
  • The performance is measured by managers and accordingly improves the work efficiency.
  • It provides opportunities to executives to discover and take appropriate risks with the support.
  • Learning is long term process in which the learner requires to think a lot on initially marginal issues connected with the successful implementation.
  • Learning is frequently shared with the manager's staff and other colleagues (Johnson, 2005).
  • Management skills can be developed by managers which they can reuse on the job and particularly in the development of their own people.
  • Executives are able to integrate their home and work lives.

If we talk about the benefits of self managed learning for organization. It offers opportunities to promote the natural development of self confidence, initiative and self satisfaction (Hart, 2013). To develop such learning organizations have to invest heavily in learning and development. Also individual learning may not integrate with organizational needs. Yet it is important that people should be supported to take on more responsibility for their own development and growth. Benefits of self managed learning to the organization are:

Minimize the problems of transfer of learning.

  • Implemented with minimum expense.
  • Compatible with traditional training programs.

Self managed learning reflects a belief that individual have the right to live their own lives and follow their own paths (Laurie, 2010). A variety of relationships are involved in this learning programme even when it is not based in the business. Managers who take on some of tasks report gaining a great deal from learning how to modify their workforce. From self managed learning relationships should become generally more effective and the benefits spread more widely through the organization from the individual.

Task 2

Lo 2.1 Organizational goals and objectives

Management is the way of getting people together to accomplish essential aims and objectives. It includes planning, leading, staffing, organizing and controlling an organization (Schein, 2008). According to me, the different skills which are requires to meet organizational goals and objectives are;

Interpersonal skills: In today’s world, individuals who are associated with any organization must be ready to improve their skills and receive on extra work of their own specific job areas. With the help of skills managers can give their best to increase the efficiency.

Communication skills: It is one of the basic skills which each and every individual require (Beausaert, 2013). Without good communication no one can perform well to meet the basic requirement of the organization. It is the ability to change ideas into words, which includes listening and asking questions, presentation skills and verbal arrangement.

Technical skills: It consists of information of a convinced specialized field, such as engineering, computers, economic and administrative accounting, or manufacturing. In today’s world this skill is the most important to fulfill the organizational goals and objectives.

Conceptual skills: Such skills require to use information to resolve organization crises, recognition of opportunities for improvement and understanding the organization business model (Simonsen, 2006).

Lo 2.2 Personal and professional development plan

The personal and professional development plan is a formal means by which a person decides the aims, strategies and outcomes of learning and training. For developing the personal and professional needs we should require;

Self reflection: It is used to correct mistakes and actions and learn from them. If we continuously keep a track of personal reflections about the work practice, these can help to find the key areas of professional development which we might like to focus on in the future.

Personal leadership: It offers a number of learning advantages (Mumford, 2011). It includes coaching and mentoring, team development, teamwork and motivation. We all apply personal leadership to a certain degree but only a few people developed it to their fullest potential. Personal leadership helps individuals to work with highest potential by pursuing self-mastery and maximizing their impact.

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Lo 2.3 Identifying the development needs

It is very important to identifying the development needs (Armstrong, 2001). I believe that goal setting would be one of the main development opportunities to fulfill the present and future needs. After deciding the goals I have built up my skills and frame it; SMART (Specific, Measurable, Achievable, Realistic and Time targeted).
To improve my communication skill I attend different seminars and meetings where reports are being presented through job shadowing. For effective communication I also join coaching classes and read many books. My trainee provided presentation on daily or weekly basis which help me to increases my areas of knowledge to focus on and it is also important in providing effective presentation.
Good writing skills come from practice and determination (Johns, 2012). To improve my writing skills I take advantage by joining different courses that are available through my companies learning and development team, the writing course will provide me with the necessary skills to produce an accepted.

Task 3

Lo 3.1 Development plan

Development plan refers to the strategic measurable aims that an individual, organization or community plans to meet within a fixed amount of time (Odro, Clancy and Foster, 2010). It includes time based benchmarks and the criteria used to examine whether or not the aims were actually met. There are several steps taken to implement development plan;

360 degree feedback: It is a process in which employees receive confidential feedback from the people who work around them (Eisele and, 2013). It is very important tool use to implement development plan. The 360 degree feedback help the employer to tabulates the results and presents it in a format that helps the individual to create a new plan. With the help of feedback employees gain insight and have an opportunity to adjust their skills that enable them to improvement in work.

Peer review: It is the examination of performance by one or more people of same field in order to order to maintain the quality of work (Lorriman, 2005). It is used in many professional fields such as scientific research, law, medicine and accounting. It is used while implementing the development plan and it help to detecting fraud at the workplace.

Lo 3.2 Effective implementation of development plan

Development activity helps individual to acquire the skills which they need to succeed. Such activities create a more flexible workforce and help company to move forward (Beausaert, 2013). Effective implementation of development plan through;

360 degree feedback: The main aim of this feedback is to assist individual to understand strengths and weaknesses. It has many positive aspects which help to implement the development plan effectively. It is also one of the best approaches for understanding personal and organizational needs. The main advantages of 360 degree feedback are reduced discrimination risk, improved customer service and responsibility for career development (Henry, 2006). Such advantages help to implement the development plan and increase in the overall performance of the organization.

Peer review: It give brief idea about the performance of an individual in an organization. It is used to improve the work efficiency of employees through which they can plan and implement smart objectives in their workplace. With the help of peer review one can improve their knowledge and ability (McCourt and Eldridge, 2003). While implementing the development plan it help individual to work positively with their improved skills.

Lo 3.3 Development plan for individual

Personal development plan assist individuals to take charge of their own learning. Learning becomes a useful as well as reactive process, intended and prioritized to support instant development needs. Different people have their own preferred learning styles. By knowing your own style of learning you can understand how to perform well (Samson, 2010). My own learning from the personal development plan;

  1. Improved problem solving and planning skills.
  2. Examine and find out own strengths and weaknesses.
  3. Make a strategy for self improvement.
  4. Learn from things that did not go according to plan.
  5. Properly utilize personal evidence and records of learning.
  6. Make strategy according to the work.
  7. Being in an excellent position to make right choices.
  8. Developing an effective, forward looking approach.
  9. Make easy to collect and record information on learning experiences and achievement.

Lo 3.4 Performance development plan

The performance development planning process assists people to identify their personal and business aims that are most important to the business (Juffa, 2011). The process of learning is active and often changes daily with our work and experience. The performance development plan is not a static record and will need to be updated and altered. To develop new learning needs, it is important to use critical incidents or significant events. Such events in professional practice, which provide us with a learning opportunity, for example, where things do not go as planned. Performance improvement plan help to improve the performance (Schein, 2008). It is a process used by executives to help employees improve behavior or performance. For updating the personal development plan I take several steps:

  • How I can support my needs.
  • Identify my strength and weakness.
  • Keep track of formal activity.
  • What need to be change to achieve the demand?


Personal and professional development is an important process that helps individual to reflect their own learning, performance and achievement. Personal development provides key alternative methods related to mentoring and coaching. This report discussed about different approaches of self managed learning and its benefits to individual and organization. Self managed learning is a learning approach that reflects the management process. In this process individuals take initiative to learn and being responsible for their own learning and development. Self managed learning minimizes the problems of transfer of learning and individual can easily implement it’s to improve work efficiency.


  • Books & Journals
  • Allen, D., 2011. Personal and Professional Growth. Fort Collins, CO: Colorado State University Cooperative Extension Service.
  • Armstrong, M., 2001. A handbook of human resource practice. Kogan page.
  • Armstrong, M., 2008. Strategic HRM. Kogan page.
  • Beausaert, S., 2013. Effect of using a personal development plan on learning and development. Journal of Workplace Learning.
  • Coulter, M., 2001. Strategic management. Prentice Hall.
  • Dalton, G. and Thompson, P., 2006. Novations: Strategies for Career Management. Glenview, IL: Scott Foresman and Company.
  • Eisele, L. and, 2013. Employee motivation for personal development plan effectiveness. European Journal of Training and Development.
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