Unit 2- Manage

personal and
Professional
development.

Name:

ID:

Contents
Introduction:....................................................................................................................................3
Task 1 identifying personal and professional development requirements.......................................4
1.1 comparing sources of information on professional development trends and their validity.......4
1.2 identifying trends and developments that influence the need for professional development....4
1.3 evaluating their own current and future personal and professional development needs relating
to the role, the team and the organization........................................................................................5
Task 2 Being able to fulfil a personal and professional development plan.....................................5
2.1 evaluating the benefits of personal and professional development...........................................5
2.2 explaining the basis on which types of development actions are selected................................6
2.3 identifying current and future likely skills, knowledge and experience needs using skills gap
analysis............................................................................................................................................7
2.4 a personal and professional development plan that is consistent with business needs and
personal objectives...........................................................................................................................7
2.5 execution of the plan within the agreed budget and timescale..................................................8
2.6 taking advantage of development opportunities made available by professional networks or
professional bodies..........................................................................................................................8
Task 3 Being able to maintain the relevance of a personal and professional development plan.....9
3.1 explaining how to set specific, measurable, achievable, realistic and time-bound (smart)
objectives.........................................................................................................................................9
3.2 obtaining feedback on performance from a range of valid sources.........................................10
3.3 reviewing progress toward personal and professional objectives............................................10
3.4 amendment of the personal and professional development plan in the light of feedback
received from others......................................................................................................................11
Conclusion.....................................................................................................................................12
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References..................................................................................................................................13

Introduction:
Professional development can provide the drive to progress your career, keeps engineers across
the industry competitive and, ultimately, can make you more employable. Professional
development is something you will do every day of your life without even thinking about it;
however, being conscious of the development you undertake will allow you to record this and
develop in a systematic way. In order to maximize your potential for lifetime employability, it is
essential that you maintain high levels of professional competence by continually improving
your knowledge and skills. The effect of such changes has increased the demands on
professionals to maintain documentary evidence of their continued competence; and nowhere is
this more important than in science and engineering, where technology is advancing so swiftly.
You should be developing a personal portfolio of your professional activities and their relevance
to your current job and your continued career as well as future ambitions.

Task 1 identifying personal and professional development requirements.

1.1 comparing sources of information on professional development trends and their

validity.
Personal development covers activities that improve awareness and identity, develop talents and
potential, build human capital and facilitate employability, enhance quality of life and contribute
to the realization of dreams and aspirations. Not limited to self-help, the concept involves formal
and informal activities for developing others in roles such as teacher, guide, counselor, manager,
life coach or mentor. When personal development takes place in the context of institutions, it
refers to the methods, programs, tools, techniques, and assessment systems that support human
development at the individual level in organizations. To develop personally the information
needed is very much important. So the sources must be compared properly (Trends in
Professional Development for Globally Minded Educators, 2016).
1.2 identifying trends and developments that influence the need for professional
development.
For professional development there are several trends and development which are influencing it.
Without finding those out will keep you behind.
Every organization specify the requirements before hiring any employee. Without proper
qualification he or she may not get the job whether he or she is the best in any other criteria. It is
based on the systematic gathering of data about employees capabilities and organizational
demands for skills, alongside an analysis of the implications of new and changed roles for
changes in capability. Some times to get promotion in an organization the employee needs some
extra skills which helps him to train himself. All the work needs a special character. That
character can enable a person to realize what he requires to fulfill his duty (Development, 2012).

1.3 evaluating their own current and future personal and professional development
needs relating to the role, the team and the organization
Identifying learning and development needs is based on a formal or informal assessment of
prevailing levels of skills, attitudes and knowledge, and on any current or anticipated gaps. Such
an analysis will enable decisions about what learning provisions are needed at individual, team
or organizational level. These gaps should be interpreted and prioritized in connection with the
wider organizational strategy.
Implementing a formal learning needs analysis (LNA) - also sometimes known by alternative
terms such as training needs analysis (TNA) or training and learning needs analysis (TLNA) may be seen as a health check on the skills, talent and capabilities of the organization (or part of
the organization). It is also important to consider statutory requirements, for example certain
positions require specified levels of health and safety expertise (Trends in Professional
Development for Globally Minded Educators, 2016).
Task 2 Being able to fulfil a personal and professional development plan
2.1 evaluating the benefits of personal and professional development
Personal development is an often used but rarely explained term. It is about investing in yourself
so that you can manage yourself effectively regardless of what life might bring your way.
Personal development allows you to be proactive.
The benefits of professional development arent felt just when youre going for promotion or
upgrading to Chartered membership. Many employers now value learning agility as a core
competency.

Build confidence and credibility; you can see your progression by tracking your learning.

Earn more by showcasing your achievements. A handy tool for appraisals.

Achieve your career goals by focusing on your training and development.

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Cope positively with change by constantly updating your skill set.

Be more productive and efficient by reflecting on your learning and highlighting gaps in
your knowledge and experience (Benefits of CPD - Continuing Professional
Development (CPD) - CIPD, 2016).

2.2 explaining the basis on which types of development actions are selected
Training and development describes the formal, ongoing efforts of organizations to improve the
performance and self-fulfillment of their employees through a variety of methods and programs.
In the modern workplace, these efforts have taken on a broad range of applicationsfrom
instruction in highly specific job skills to long-term professional development. In recent years,
training and development has emerged as a formal business function, an integral element of
strategy, and a recognized profession with distinct theories and methodologies. More and more
companies of all sizes have embraced "continual learning" and other aspects of training and
development as a means of promoting employee growth and acquiring a highly skilled work
force. In fact, the quality of employees, and the continual improvement of their skills and
productivity through training, are now widely recognized as vital factors in ensuring the longterm success and profitability of small businesses.
2.3 identifying current and future likely skills, knowledge and experience needs using
skills gap analysis
Different skill sets are required to perform different tasks in an organization. A person as a part of
the organization has to gain some knowledge about the organization and some skills like
communication skill, technical skill and so on.
Skills and knowledge:
A person wants to know about all the technological tools that can be used in a company. He
wants to have knowledge about leadership. He wants good communication skill. He wants to
communicate with the customer and outside member of the organization also.
Needed to fill the gap:

The person can take classes in programmes. He can attend many training programmes. He can
participate in a seminar. He needs to communicate with the customer individually.
2.4 a personal and professional development plan that is consistent with business
needs and personal objectives
To gain personal and professional development a person has to plan for the development goal
and the actions. There are some important things to consider when creating a personal
development plan. Here are 9 steps that can help you to create a good personal development plan
(Lu, 2016):
1) Define your goals
2) Prioritize
3) Set a deadline
4) Understand your strengths
5) Recognize opportunities and threats
6) Develop new skills
7) Take action
8) Get support
9) Measure progress

2.5 execution of the plan within the agreed budget and timescale
Budget execution is the process of implementing, monitoring, and reporting on the current years
budget. Each fiscal year, for instance, Congress provides an appropriation after reviewing and
adjusting the FAAs budget submission. Once the President signs the Appropriation Bill, the
Office of Management and Budget (OMB) apportions any facilities and equipment
appropriation, and Air Traffic Organization (ATO) Finance provides the authority to obligate and
expend funds. This begins the execution of the approved budget. Every organization manages to
a budget, whether or not its the size of the FAAs or on a much smaller scale. The principles and
practices involved are much the same.\

The plan should clearly define time frames, activities and outcomes to meet the defined goals,
and specify dates for review and meetings with teachers, supervisors or line managers (Brady,
2014).
Timing and budgeting for Development:
Plan
Communication skill course
Microsoft office course
Graphic designing course
Advanced
management

Agreed Budget
100
150
420
150

Timescale
6 months
4 months
16 months
3 months

course
Total

820

16 months

2.6 taking advantage of development opportunities made available by professional

networks or professional bodies
Professional development brings not only benefits to the individual but also the organization they
work for as well. Increasing the competency and effectiveness of employees is usually the
driving factor behind a company's decision to either offer or require professional development.
But these programs can also boost morale by positioning participants to advance their careers
through acquiring new skills or gaining insight into an area of the company they might be
unfamiliar with. And being selected to travel to a conference can make an employee feel special
or rewarded for his or her hard work.
But managers have to balance these benefits with the costs associated with such programs

Task 3 Being able to maintain the relevance of a personal and professional

development plan
3.1 explaining how to set specific, measurable, achievable, realistic and time-bound
(smart) objectives
SMART objectives are more than just wishes so try to ensure that you base them on verbs,
especially those with a strong call to action. If your objective is to improve something, then start
with that. Here are some words which might help you define your objectives with a focus on
action: reduce, improve, increase, eliminate, produce, install, write, develop, complete (What are
SMART Objectives | and how do you set them, 2016).

Specific is it clear what the objective is? Is it clear exactly what we mean?

Measurable how will we know if we have achieved the objective? How will we
measure our success?

Attainable is it possible to achieve this objective? What do we need in place to make it

attainable?

Relevant is this objective one that we consider appropriate. Does it deliver wider
priorities? Is it worth doing?

Time-bounded by when are we going to achieve this? Setting a timescale provides

focus and urgency, clarifying when you intend to achieve the objective. The objective has a
deadline and is therefore more than just a wish.
3.2 obtaining feedback on performance from a range of valid sources
There are different sources of getting feedback about the managerial activity like the upper level
management, other department of the organization and the customer as well as the subordinates.
Mangers seeking to improve the feedback process must first develop a comprehensive
understanding of the sources of feedback. There are 5 main sources of feedback in businesses.
Each source of feedback can provide a different perspective on performance and can be a

valuable component of the feedback process (Types and Sources of Feedback in the Workplace |
Talkdesk, 2013).
1.
2.
3.
4.
5.

Customers
Objective data
Supervisors, managers and team leaders
Peers
Subordinates

3.3 reviewing progress toward personal and professional objectives

After all of this steps one has to review the personal and professional objectives. He has to
develop his skill for any particular objective (2016).
Review modes are given below:
Communication skill- The employee has learned to communicate properly. Now he can
progress in the communication field.
Management skills- He has learned to make decision. Now he can contribute in the decision
making process.
Computer skills- He has got knowledge about the modern technological tools like computer.
3.4 amendment of the personal and professional development plan in the light of
feedback received from others
This process a long time and complex process. It ma sometime comply or some time may not. So
amendment is necessary in any time. Amendment of personal development plan is given below:

More technical skills must be applied.

Increasing the communication skill.
Better self-management is always in need.

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Conclusion
Personal development is the act or process of understanding and developing oneself in order to
achieve ones fullest potential. Personal development is a vital part in a persons growth,
maturity, success and fulfillment. It is the foundation of mature personality, better relationship,
happiness, success and prosperity. Unfortunately, however, not everyone is aware of the
importance of personal development. It wasnt given much attention at home, work or in school.
People give more importance to academic and professional achievement rather than personal
growth. This has caused a lot of emotional struggles that many people go through in life because
they lack the soft skills which are crucial to ones success and happiness. Such lack of selfunderstanding and principle-centered way of living blocks ones ability to live an enjoyable and
successful life.
Professional development is defined as the process of improving staff skills and competencies
needed to produce outstanding educational results for students (Hassel, 1999). As Thomas
Guskey (2000, p.4) states, One constant finding in the research literature is that notable
improvements in education almost never take place in the absence of professional development.
Professional development is key to meeting todays educational demands.

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References
(2016). Available at: http://(Types and Sources of Feedback in the Workplace |
Talkdesk, 2013) (Accessed: 9 August 2016).

Benefits of CPD - Continuing Professional Development (CPD) CIPD (2016) Cipd.co.uk. Available at: http://www.cipd.co.uk/cpd/benefits.aspx
(Accessed: 9 August 2016).
Brady, J. (2014) Budget Execution: More Than Just Spending, North Star Group.
Available
at:
http://www.northstargroupllc.com/blog/budget-execution-justspending/ (Accessed: 9 August 2016).
Development, C. (2012) The importance of continuing professional development
(CPD), Continuing
Professional
Development.
Available
at:
http://continuingprofessionaldevelopment.org/why-is-cpd-important/ (Accessed: 9
August 2016).
Identifying learning and development needs - Factsheets - CIPD (2016) Cipd.co.uk.
Available at: http://www.cipd.co.uk/hr-resources/factsheets/identifying-learningtalent-development-needs.aspx (Accessed: 9 August 2016).
Lu, E. (2016) How to Create a Personal Development Plan | Mind of a
Winner, Mindofwinner.com. Available at: http://www.mindofwinner.com/createpersonal-development-plan/ (Accessed: 9 August 2016).
Trends
in
Professional
Development
for
Globally
Minded
Educators (2016) Education Week - Global Learning. Available at:
http://blogs.edweek.org/edweek/global_learning/2016/06/trends_in_professional_
development_for_globally_minded_educators.html (Accessed: 9 August 2016).
Types and Sources of Feedback in the Workplace | Talkdesk (2013) Talkdesk.
Available
at:
https://www.talkdesk.com/blog/business/types-and-sources-offeedback-in-the-workplace/ (Accessed: 9 August 2016).
What are SMART Objectives | and how do you set them? (2016) The Happy Manager.
Available at: http://the-happy-manager.com/tips/smart-objectives/ (Accessed: 9
August 2016).

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