My Strategies To Develop My Pdp Education Essay

SCENARIO

I have been appointed as a manager of Finance 4 U and the first assignment that I need to undertake along with other managerial activities is to prepare a detailed Personal Development Plan. The plan will include strategy of developing a plan, goals and objectives, milestones, timescales and resources needed. Hopefully the PDP that I will prepare shall provide guidelines for the rest of the employees on how to form the PDP for themselves leading to the betterment of the whole organisation.

OBJECTIVES

Explain about PDP.

Describe the importance of PDP.

Explain my current situation and need for improvement.

My goals both short and long term.

My Strategies to develop my PDP.

My short term PDP including goals, resource needed, timescales, milestones and checkpoints and success criteria.

Importance of reviewing.

Conclusion in slides.

PERSONAL DEVELOPMENT PLAN DEFINITION

Personal Development Planning is basically a structured process developed by an individual to relook and reflect upon his/her own current situation, performances, achievements, goals and to plan for their personal, educational and career development. It is a process or tool which can be adopted by individuals at all levels and all areas of life.

If the PDP is well planned and used effectively, it tremendously improves the ability of individuals to review, plan and take responsibility for their own personality and learning improvement and to understand what and how they learn and develop.

Putting it bluntly, Personal Development Planning is a process by which an individual can manage their own development through a process of reflection and structured planning on how they can meet their own goals. Many organisations and universities require their employees and students to prepare their PDP and follow accordingly as the importance of a PDP is widely understood in this modern era.

PDP PURPOSE AND IMPORTANCE

The purpose and importance of a Personal Development Plan is providing the individual with an aid to learn and develop more effectively and to be able to:

Improve the way of learning different scenarios via different methods.

Make him/her responsible enough to understand and manage his/her learning process as a whole.

Make him/her more independent.

Set up both long and short term goals and objectives.

Understand the resources needed to achieve those objectives.

Set up a list and analyse his/her own strengths and weaknesses.

Take corrective actions if necessary on the progress.

Improve on his/her effectiveness and efficiency.

CURRENT SITUATION

In order to explain my current situation I have identified and classified the following facts into my educational, professional and personal status.

Educational:

I have completed my Master’s Degree in Business Administration (MBA).

I have completed all papers from Association of Chartered Certified Accountant (ACCA) but haven’t completed the 3years of practical experience requirement.

Professional:

I have worked as a junior accountant for 6 months in a UK based company.

I have worked as an assistant to the Finance Controller for 1 year in a UK based company.

Personal:

My presentation skills are not satisfactory as I have always been quite shy on that respect (although good at interviews).

My leadership skills are not quite as much as I’d have liked as I have never really tested my leadership skills due lack of experience.

My time management skills are not adequate as I believe there is a room for improvement.

My decision making skills are definitely under par as I believe it is vital in this today’s modern world.

I don’t seem to remain motivated and positive over a long period of time.

GOALS

My short-term goals are as follows:

Understanding how the company is operating.

Understanding the reasons for low motivation amongst staffs.

Addressing the lack of awareness of skills development amongst staffs.

My long-term goals are as follows:

I need to improve my presentation skills significantly.

I need to develop my leadership skills.

I need to better my time management skills.

I need to enhance my decision making skills.

I need to learn to be more motivated and positive.

6. STRATEGY FOR DEVELOPMENT OF PDP

My basic strategy for the development of PDP was not to develop a completely new system but alter the currently available practices and processes and produce a system that works for me and which will reflect my goals, skills and performances. Hence my strategies for development of PDP are as follows:

Materials from online and other sources about how PDP can be developed efficiently are to be gathered.

As the goals are already identified, timescale and milestones for the attainment of those goals are then determined.

Resources needed and the feasibilities of those resources for those goals to be achieved are then amassed.

Any obstacles or hindrances are ascertained and contingency plans be made in advance.

Review and Monitoring of the performance will also be an essential part of my PDP.

PDP

Name: Sudhir Gurung Company: Finance 4 U Position: Manager

Period from: Jan 1, 2010 To: Jan 31, 2010

Short term

Current Situation

Desired Situation

Resources and support needed

Success Criteria

Target Dates

– New to the company.

-Very less idea why staffs have low morale.

-Understanding how the company is operating.

-Understanding the reasons for low staff morale.

-Increasing awareness about the need and importance of skills development amongst staff.

-Good briefing by Managing Director.

-Support and co-ordination from employees.

-Authority to do interviews and issue questionnaires if necessary with staffs.

-Authority to conduct meetings and seminars.

-Get a general idea about the operation of the company.

-Identify the reasons for low staff morale issues.

-Every staff is clear about the necessity of skills development for themselves.

-Perform a preliminary meeting with Managing Director and receive clear briefing and guidelines before joining the office on 1/1/2010.

-Conduct interviews and questionnaires by 15/1/2010.

-Conduct final meeting and elaborate your findings by 31/1/2010.

Long Term

Skills

Current Situation

Desired Situation

Resources and support needed

Success Criteria

Target Dates

-Presentation Skills

-Leadership Skills

-Time Management Skills

-Decision Making Skills

-Motivational Skills

-Good speaker at interviews but lack flair and command while speaking in public.

-Not much leadership experience.

-Respect time but problems in prioritizing issues.

-Ability to make logical decisions but cannot make it quickly.

-De-motivated during tough times.

-Excellent public speaker.

-Good leader with ability to designate authority and responsibility properly.

-Be able to prioritize the important things with other.

-Be able to make quick decisions with a logical approach.

-Be able to motivate both others and myself towards obtaining goals and self improvement.

-Practice in plenty of seminars and meetings.

-Take public speaking class.

-Support and advice from superiors.

-Learning relevant books and practicing.

-Good relevant books and articles.

-Logical reasoning

-Study materials.

-Motivational seminars.

-Professional help.

-Motivational autobiographies and other books.

-Confidence in passing through the idea.

-People looking up to me.

-First and important things getting done first.

-Efficient and effective decision making.

-Source of inspiration.

-Within two years

-Within three years

-Within one year

-Within three years

-Within two years

REFERENCE

Online

http://www.leeds.ac.uk/sddu/gts/pdp_student.html

http://www.qaa.ac.uk/academicinfrastructure/progressfiles/guidelines/pdp/pdpguide.pdf

http://www.engsc.ac.uk/downloads/resources/pdp.pdf

Paperback

R. Grit, N. van der Sijde, Career Development, Managing Your Competencies- The Personal Development Plan, 2008, page 200.

Sonnentag Sabine, Psychological Management Of Individual Performance, Revised Development Plan, 2002, Page 516.

TASK 2

INTRODUCTION

It is very important that from time to time we need to review our performances in order stay in-line with targets we need to achieve. It is very helpful as we will be able to take corrective actions. Hence, in this task I shall be referring back to the PDP that I produced in the previous task and I shall carry out a detailed ‘self-review’ for each goal.

OBJECTIVES

Identification of obstacles that hinders achievement of my targets.

Explaining the importance and need to reviewing, self-reviewing and monitoring.

Providing reflective record of management experience in achieving my objectives.

Elaborating the importance of obtaining support from other to achieve goals and objectives.

REPORT

From: Sudhir Gurung (Management consultant)

To: Managing Director

Subject: reviewing, self-review and peer support for target attainment

I have realised the fact that a good plan is the base for anything however we cannot go through with it without reviewing it while in process and checking if we are on-course or not. It is so because there may be several obstacles on the road.

Obstacles:

The short term obstacles might be that as I am new to the organisation it will be difficult to obtain confidence and support from the staffs and get the real understanding of the situation. As my task will start from 1st of January many staffs may not return to work after holidays and may be difficult to conduct interviews and questionnaires within the deadlines.

The long term obstacles might be in achieving leadership skills and motivational skills. These are very vague areas and one will require constant researching and improvement. It is extremely hard to be able to perfect these skills if any of the resources mentioned are not adequate. Dedication however is the key to succeed in these areas.

Need of reviewing and monitoring plan:

There is always the need of reviewing and monitoring of plans as in the absence of these things planning will have no meaning. Reviewing basically means watching at things with a critical viewpoint whereas monitoring means not letting things go out of track. The operations or activities will need to be in line with the plans and then only the goals that need to be achieved will be achieved.

Importance of self-review:

As it is said that self-review is the best review. One can only be able to understand others if he/she understands himself/herself. Self-review is a great tool available which will help to self analyse the strengths and weaknesses of oneself so that he/she can understand the opportunities and threats that may be there. It enables people to obtain a proper understanding of what they are doing well, what areas they need to improve and how to focus on those. It also helps to get a broader view on the issues and be clear of what your objectives are.

My management experience

I joined as a customer service agent in Gulf Air, Kathmandu, Nepal. After one and half years of service there I was made the baggage handling supervisor. My main objectives and their achievement were as follows:

To get proper lost baggage handling training.

I requested to the airport manager for providing me with the necessary training to do the job properly asap. I was sent to Bahrain for a week long training for baggage handling within a month of my appointment.

Making sure proper records of lost baggage were kept in the system.

I gave on the job training to one staff from the morning shift and the other from the late shift so both the morning and evening flights were covered.

Increasing the efficiency of system update.

I wanted to update the info for the baggage which reached Kathmandu mistakenly instead of the intended destination into the system immediately so other airports would be able to locate it and Gulf Air does not have pay extra compensation.

Need for support from others:

A positive integration of people’s efforts towards same direction causes synergy which will result in better performance and increment in the chance of better result. It is one of the most fundamental of management principals. I, in order to achieve my target, have rated support from my superiors and colleagues as one of the most important resources in my task 1.

Conclusion

To conclude I would like to say that I have determined the obstacles that may halt my progress towards attaining the goals. I have understood and explained the importance of reviewing, self-review and monitoring. I have provided a reflective record of my management experience in achieving objectives and also elaborated the need for support from others.

REFERENCE

Online:

http://www.allbusiness.com/human-resources/workforce-management-employee-records/3779163-1.html

http://schools.becta.org.uk/index.php?section=srf

http://www.accel-team.com/techniques/employee_evaluation.html

Paperback:

New Zealand Institute of Public Administration, Self-review: doing it for yourself, May 1992.

TASK 3

INTRODUCTION

As per the requirement of task 3 of my assignment I have undertaken a research in various personal and professional skills needed by the company’s staff member in three different organisations. I will, on the basis of my research will produce a presentation to the managing director of our company about the outcomes of my research. I will also produce a report regarding the recommendations.

OBJECTIVES

Choose three organisations and analyse how their staff personal and professional skills are developed

Presentation to Managing Director and staff with outcomes

Report to Managing Director with recommendation

The three organisations:

For the above mentioned purpose I have selected and researched the following three companies:

Gulf Air

ASDA

InterContinental Hotels Group

Gulf Air:

In order to ensure their staffs develop personal and professional skills Gulf Air initially uses induction. It is given initially to the foundation skills required to operate successfully in the new role, training is provided in theory and practical work, in other words classroom and on the job. Learning and development is then the process used by Gulf Air where it is delivered through a variety of departments to ensure there is a focus on the specialist nature of roles in our business and to maximise access for our people. Training Departments form part of a Corporate Training Board ensuring that learning and development for all Gulf Air staff has a recognised place at an executive level of the business. All training and development is built on a firm commitment to release and maximise the full potential of every Gulf Air employee. More information is available under the sections for individual job areas. The next step will be to provide career paths to motivate and satisfy individuals within the organisation and to meet the on-going skill requirements of the business. Gulf Air recognises the need to identify and develop high quality replacements for positions designated as key to current and future organisational success. Gulf Air has a number of lateral career programmes in place providing existing employees with the opportunity to move across organisational boundaries in a co-ordinated and formal way. When vacancies arise, they are advertised internally and where possible we promote from within.

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ASDA:

ASDA is very much into supporting its staffs to reach their potential. They have a wide variety of training and development options available. ASDA also starts with induction to increase the personal and professional skills of the new staffs. All new staffs are initially given an intensive induction session. It focuses on the best way to get staffs up to speed with business and find their feet as quickly as possible. It will ensure that the staffs are well versed to their business and culture and are also equipped with the tools to deliver in their roles. It then provides tailored training. After induction, first three months will involve tailored training programmes suitable the new staff’s position in order to give him/her the support he/she need to be really efficient in their relevant roles. To help new managers learn how to best operate their department and perfect their leadership style, they’re given eight weeks of dedicated training in one of their specially selected training stores – which are called Stores of Learning (SOLs). These are typical ASDA stores with a training centre attached; set up to deliver tailored training to all our new managers in purpose built facilities. SDA has a Distribution Academy for new managers for its Distribution business so that staffs are given the best start possible, are trained in best practice and given all the necessary tools they may require. Every new manager spends time in the Academy learning the technical aspects of their role and working on their personal development. Part of the training also includes spending time in stores – who are the Distribution network’s internal customers. This gives new managers a thorough understanding of the issues that stores can face so that good support can be provided. It has programmes like a training plan to help strengthen technical skills, courses to develop behavioural skills or to prepare staffs for a bigger role. ASDA encourages staffs to create a Personal Development Plan with the help of their managers. This process will enable to set the goals for the staffs and the managers will also be aware of the desires of the staffs. Motivation level will be highly influenced by this method.

InterContinental Hotels Group (IGH)

As per the statement of IGH, it recognises human resource as one of the most influential resource needed to be successful in the business world. Hence it has a strong belief to invest in improving the skills of its staffs, quenching their thirst for career development will eventually make a huge difference in their area of business which is hospitality.

As the first hotel group to develop and conduct an online version of the renowned Cornell Hotel Administration Simulation Exercise. The programme offers psychometric assessment and course content delivered by leading university academics that’s focused on connecting with individual corporate, personal and career goals. This group has assessment centres across the world to help high performing individuals in corporate, executive and supervisory roles move on and up to the next level.

IHG offers Fast Track Graduate Programmes Operations and Revenue Management. Over 24 months, candidates can gain experience in two hotels based in the UK. Each hotel will set their own individual projects linked to an individual training plan that will be supported and mentored by professionals. Candidates will also attend centralised training courses run by experts in their field.

Programmes like this will provide ideal opportunities for fresh graduates to kick start their careers.

PRESENTATION IN MICROSOFT POWERPOINT ( THE ATTACHMENT)

REPORT

To: Managing Director

From: Sudhir Gurung (Manager)

Subject: Clear and concise recommendations on the approach that need to be taken by Finance 4 U

Dear Sir/Madam

As it was my responsibility as a manager to look into various organisations as how they were doing in regards to personal and professional development of their staffs, I researched three companies on their strategies which were Gulf Air, ASDA and IHG. I found out several methods and techniques used by these organisations as my research shows earlier. In my personal point of view following methods and techniques could be used in our organisation to enhance the staff morale and overall efficiency at workplace:

Induction:

In my research I found out that induction is a must for any new staff as it acts as a bridge towards new company. It is an essential process of familiarising and hence has to be carefully designed by Finance 4 U management.

Tailored training:

It is a useful method I found out when researching the methods used by ASDA. Every individual is different with different knowledge level, language barrier, age group, education etc. As we are not a very large company tailored training can be provided to individual staff as and when needed.

Appreciation day:

It is also another unique idea that can be applied to increase the motivational level of the staffs in Finance 4 U. Different staffs at different levels and departments do not seem to understand the efforts of each others in here. If supervisors of one department are made familiar to another department and vice versa, I believe levels of appreciation of each others will improve leading the way for increment in morale.

Providing career paths

Maslow’s motivations theory is one of the most famous theories in management. It says that there is always a hierarchy in needs in a professional’s vision. Initially he/she will look more into physical and security needs and later move towards more challenging and self-actualisation needs. Hence Finance 4 U should also understand this theory and be able to stimulate the interest of its important staffs so that they stay motivated by laying out clear paths and performance related incentives.

Lateral career programmes

I have been confirmed; through this research that monotony is one of the prime reasons for low morale. Hence in order to help avoid it, a good move would be lateral career programmes as well. It is actually a process of shifting employees to different departments so that they will be more experienced and also more motivated.

Personal Development Plan (PDP)

PDP needs to be prepared for each staff and passed on to their immediate manager and hence a general plan can be made on the basis of that guideline.

Graduates Programme

People with huge amount of potential needs to be provided with the opportunity to increase their educational background as well, as it will only benefit the organisation. He/she will have various management and other theories to back up their ideas and experience towards a progressive future of the company.

Conclusion

I’d like to conclude this report by saying that there is a severe need in Finance 4 U to address this issue of personal and professional development amongst staffs so that the morale may climb high. I believe the recommendations I provided will be very helpful if it is implemented properly by the management.

TASK 4

INTRODUCTION

This task is about looking into the various methods used by management in skills development. For this purpose I have looked back at the three companies that I have researched and analysed what methods have they used. Along with that Continuous Professional Development (CPD) is also to be looked in detail.

OBJECTIVES

Analysis of various methods of skills development.

Analysis of methods used by the three organisations.

Examples of Continuous Professional Development (CPD).

Importance of CPD.

Various methods of skills development:

“Just because you have two ears and a mouth doesn’t mean you know how to communicate.” – A Mother’s Advice To Her Son

Like the quote said just because you can speak well amongst your friends, it doesn’t mean that you can communicate well professionally. These are all part of skills that one person must acquire to develop him/herself personally and professionally. The initial part of skills development begins and develops during our education. We develop lot of personal skills at that time period like some communication skills, listening skills, time-management skills, problem solving skills etc. However generally professional skills are developed as it is a case of practice and experience mostly after a person is employed. Having said that skills development is a life-long process and hence it needs to be honed with practice as the famous quote says, “Practice makes perfect”.

The three organisations:

I would like to look back at the three organisations that I had researched and analyse their methods of skills development again.

Gulf Air:

Gulf Air is committed to setting people up for success from the moment they join the organisation. Induction is given initially to the foundation skills required to operate successfully in the new role, training is provided in theory and practical work, in other words classroom and on the job.

Gulf Air is very much committed to the growth and development of its people. Learning and development at Gulf Air is delivered through a variety of departments to ensure there is a focus on the specialist nature of roles in our business and to maximise access for our people. Training Departments form part of a Corporate Training Board ensuring that learning and development for all Gulf Air staff has a recognised place at an executive level of the business.

Gulf Air realises the need to provide career paths to motivate and satisfy individuals within the organisation and to meet the on-going skill requirements of the business. It also recognises the need to identify and develop high quality replacements for positions designated as key to current and future organisational success.

Gulf Air has a number of lateral career programmes in place providing existing employees with the opportunity to move across organisational boundaries in a co-ordinated and formal way. When vacancies arise, they are advertised internally and where possible we promote from within.

ASDA:

ASDA is very much into supporting its staffs to reach their potential. They have a wide variety of training and development options available. The few of the methods used by ASDA are given below:

Induction

All new staffs are initially given an intensive induction session. It focuses on the best way to get staffs up to speed with business and find their feet as quickly as possible. It will ensure that the staffs are well versed to their business and culture and are also equipped with the tools to deliver in their roles.

Tailored training

After induction, first three months will involve tailored training programmes suitable the new staff’s position in order to give him/her the support he/she need to be really efficient in their relevant roles.

Colleague to manager training

New retail managers

New distribution managers

ASDA House colleagues

Career progression through practical development programmes:

Seven step practical development programme

At ASDA there is a seven step practical development programme that helps staffs to take their development to the next level. The programme builds on current leadership and shop keeping skills through off the job learning, on the job activities and coaching sessions. Stepping Stones is targeted at staffs who want to grow to become Department Managers and some have even continued their development to General Store Manager and further more.

New managers – stores

To help new managers learn how to best operate their department and perfect their leadership style, they’re given eight weeks of dedicated training in one of their specially selected training stores – which are called Stores of Learning (SOLs). These are typical ASDA stores with a training centre attached, set up to deliver tailored training to all our new managers in purpose built facilities.

Store Appreciation Day

At ASDA, it gives priority to its customers and for all the staffs of ASDA who do not work at stores are given induction about how the stores are run. This will lead to those staffs being more aware of the circumstances in the store where all the business is actually performed.

Career Progression for staffs

ASDA has understood the fact that if there is no progression in one’s career even though the job is rewarding becomes monotonous and the efficiency will drop. Hence it has a variety of programmes of sessions available at different stages of the staff’s development in any role. It has programmes like a training plan to help strengthen technical skills, courses to develop behavioural skills or to prepare staffs for a bigger role.

Personal Development Plan

ASDA encourages staffs to create a Personal Development Plan with the help of their managers. This process will enable to set the goals for the staffs and the managers will also be aware of the desires of the staffs. Motivation level will be highly influenced by this method.

Professional qualifications

At ASDA there are many opportunities with funding or study leave for Professional qualifications such as CIMA for Finance, CIPS (for Retail Development team) etc. This does depend on the role of the staffs in the different departments. There is a structured programme in place whilst others may be able to consider ad hoc requests for study funding or time off, if this is related to their role.

InterContinental Hotels Group (IGH)

Belief in investing in people:

As per the statement of IGH, it recognises human resource as one of the most influential resource needed to be successful in the business world. Hence it has a strong belief to invest in improving the skills of its staffs, quenching their thirst for career development will eventually make a huge difference in their area of business which is hospitality.

CHASE:

As the first hotel group to develop and conduct an online version of the renowned Cornell Hotel Administration Simulation Exercise (CHASE), you can also take part in a sophisticated virtual reality game for running a hotel.

Assessment centres across the world

This group has assessment centres across the world to help high performing individuals in corporate, executive and supervisory roles move on and up to the next level. The basic points of these assessment centres are that their staffs know what success means their roles; they will be involved in regular, quality feedback instructions; they will have the opportunity to develop both in their current and future roles; they will know what career opportunities are available with IHG around the world.