My Strategies To Develop My Pdp Education Essay

My Strategies To Develop My Pdp Education EssaySCENARIOI take in been ap heighter from Decaturened as a autobus of Finance 4 U and the fore more or less assignment that I motivating to undertake along with polar managerial activities is to determine a detailed Personal phylogenesis invention. The plan every(prenominal)ow include strategy of developing a plan, goals and objectives, milest singles, timescales and resources postulate. Hopefully the PDP that I get come out prep argon shall provide guidelines for the rest of the employees on how to form the PDP for themselves haping to the betterment of the whole organisation.OBJECTIVESExplain active PDP. calculate the splendour of PDP.Explain my current situation and need for improvement.My goals some(prenominal) short-change and long term.My Strategies to develop my PDP.My short term PDP including goals, resource necessitate, timescales, milestones and checkpoints and success criteria.Importance of re minting.Conclus ion in slides.PERSONAL DEVELOPMENT PLAN commentaryPersonal ontogeny Planning is basically a structured process unquestioncap able by an single to relook and reflect upon his/her own current situation, performances, achievements, goals and to plan for their personal, educational and life study. It is a process or puppet which preempt be adopted by singulars at all takes and all aras of life.If the PDP is well planned and employ effectively, it tremendously improves the ability of individuals to review, plan and take responsibility for their own personality and learning improvement and to experience what and how they learn and develop.Putting it bluntly, Personal Development Planning is a process by which an individual lot manage their own maturement by dint of 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 direct their PDP and follow accordingly as the grandeur of a PDP is widely understood in this modern era.PDP PURPOSE AND IMPORTANCEThe 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 toImprove the manner of learning different scenarios via different methods.Make him/her responsible enough to record and manage his/her learning process as a whole.Make him/her more independent.Set up twain long and short term goals and objectives.Understand the resources needed to achieve those objectives.Set up a inclination of an orbit and take apart his/her own strengths and weaknesses.Take corrective actions if necessary on the progress.Improve on his/her effectiveness and efficiency. genuine SITUATIONIn order to explain my current situation I wealthy person identified and assort the following facts into my educational, professional and personal status.EducationalI flip completed my Masters Degree in Business Administration (MBA).I gathe r in completed all papers from Association of Chartered show Accountant (ACCA) but havent completed the 3years of virtual(a) experience requirement. skipperI have worked as a junior accountant for 6 months in a UK based company.I have worked as an aid to the Finance Controller for 1 year in a UK based company.PersonalMy insertion skills argon not satisfactory as I have always been quite shy on that obligingness (although good at interviews).My leading skills ar not quite as much as Id have the likes ofd as I have never authentically tested my leadership skills due lack of experience.My time management skills are not adequate as I film on that point is a room for improvement.My decision making skills are definitely under par as I believe it is vital in this todays modern world.I dont seem to remain exit and positive over a long period of time.GOALSMy short-term goals are as followsUnderstanding how the company is operating.Understanding the reasons for low demand amongs t plys.Addressing the lack of awareness of skills outgrowth amongst staffs.My long-term goals are as followsI 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 PDPMy basic strategy for the development of PDP was not to develop a completely sore system but alter the currently available practices and processes and produce a system that works for me and which leave reflect my goals, skills and performances. Hence my strategies for development of PDP are as followsMaterials from online and otherwise 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 unflinching.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 do in advance.Review and Monitoring of the performance depart also be an essential part of my PDP.PDP divulge Sudhir Gurung Company Finance 4 U Position ManagerPeriod from Jan 1, 2010 To Jan 31, 2010Short term veritable SituationDesired SituationResources and support neededSuccess CriteriaTarget Dates clean to the company.-Very less appraisal 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 estimation about the operation of the company.-Identify the reasons for low staff morale issues.-Every staff is clear about the necessity of s kills development for themselves.-Perform a preliminary meeting with Managing Director and receive clear briefing and guidelines before voiceing the berth on 1/1/2010.-Conduct interviews and questionnaires by 15/1/2010.-Conduct final meeting and elaborate your findings by 31/1/2010.Long TermSkillsCurrent SituationDesired SituationResources and support neededSuccess CriteriaTarget Dates-Presentation Skills-Leadership Skills-Time Management Skills-Decision Making Skills-Motivational Skills-Good speaker at interviews but lack flair and pedagogy speckle speaking in public.-Not much leadership experience.-Respect time but problems in prioritizing issues.-Ability to make discursive decisions but cannot make it quickly.-De-motivated during tough times.-Excellent public speaker.-Good leader with ability to designate authority and responsibility tight-lacedly.-Be able to prioritize the master(prenominal) things with other.-Be able to make quick decisions with a logical approach.-Be ab le 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.- eruditeness 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 nous.- community looking up to me.-First and important things getting done offset.-Efficient and effective decision making.-Source of inspiration.-Within 2 years-Within trinity years-Within one year-Within three years-Within two years authorOnlinehttp//www.leeds.ac.uk/sddu/gts/pdp_student.htmlhttp//www.qaa.ac.uk/academicinfrastructure/progressfiles/guidelines/pdp/pdpguide.pdfhttp//www.engsc.ac.uk/downloads/resources/pdp.pdfPaperbackR. Grit, N. van der Sijde, calling Development, Managing Your Competencies- The Personal Development Plan, 2008, page 200.Sonnent ag Sabine, Psychological Management Of Individual Performance, revise Development Plan, 2002, Page 516. depute 2INTRODUCTIONIt 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 give be able to take corrective actions. Hence, in this labor 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(prenominal) goal.OBJECTIVESIdentification 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.REPORTFrom Sudhir Gurung (Management consultant)To Managing Director cognitive content reviewing, self-review and peer support for target attainmentI 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 whitethorn be several obstacles on the road.ObstaclesThe short term obstacles might be that as I am upstart to the organisation it allow for be difficult to obtain confidence and support from the staffs and get the real understanding of the situation. As my task depart 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 impart require constant searching and improvement. It is extremely operose to be able to holy these skills if any of the resources mentioned are not adequate. Dedication however is the key to copy in these areas.Need of reviewing and monitoring planThere 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-reviewAs it is give tongue to that self-review is the topper 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 experienc eI joined as a node service agent in disjuncture credit line, 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 followsTo get proper broken baggage handling planning.I requested to the airport manager for providing me with the necessary instruction to do the telephone line 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 permutation 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 bank line does not have pay ot iose compensation.Need for support from othersA positive integration of peoples efforts towards same direction causes synergy which will issue in better performance and increment in the chance of better result. It is one of the intimately thorough 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.ConclusionTo 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. caseOnlinehttp//www.allbusiness.com/human-resources/workforce-management-employee-records/3779163-1.htmlhttp//schools.becta.org.uk/index.php?section=srfhttp//www.accel-team.com/techniques/employee_evaluation.htmlPaper back late Zealand Institute of Public Administration, Self-review doing it for yourself, May 1992.TASK 3INTRODUCTIONAs per the requirement of task 3 of my assignment I have undertaken a research in different personal and professional skills needed by the companys 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 give notice (of) regarding the passs.OBJECTIVESChoose three organisations and analyse how their staff personal and professional skills are developedPresentation to Managing Director and staff with outcomesReport to Managing Director with recommendationThe three organisationsFor the above mentioned purpose I have selected and researched the following three companiesGulf AirASDA worldwide Hotels GroupGulf AirIn order to fancy their staffs develop personal and professional skills Gulf Air initially uses certainty. It is given initially to the foundation skills required to operate successfully in the rising role, training is provided in theory and practical work, in other words classroom and on the job. Learning and development is then the process use by Gulf Air where it is spareed through a physique of incisions to ensure there is a focus on the specialist nature of roles in our business and to maximize access for our people. formulation divisions form part of a Corporate Training Board ensuring that learning and development for all Gulf Air staff has a recognised discover 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 life story paths to motivate and quit individuals within the organisation and to meet the on-going skill requirements of the business. Gulf A ir recognises the need to identify and develop high prime(prenominal) replacements for positions designated as key to current and future organisational success. Gulf Air has a number of lateral life architectural plans in place providing existing employees with the opportunity to happen upon across organisational boundaries in a co-ordinated and formal way. When vacancies arise, they are advertised internally and where possible we promote from within.ASDAASDA 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 immature staffs. All tonic 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 vacate in their roles. It then provides tailored training. After induction, first three months will involve tailored training programmes desirable the new staffs 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, theyre given eight weeks of dedicated training in one of their specially selected training stores which are called Stores of Learning (SOLs). These are common ASDA stores with a training centre attached determined up to deliver tailored training to all our new managers in purpose built facilities. SDA has a Distribution honorary society for new managers for its Distribution business so that staffs are given the best start possible, are practised 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 a nd working on their personal development. vocalization of the training also includes spending time in stores who are the Distribution networks 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 tone up 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 even up 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 thi rst for career development will in the end make a huge difference in their area of business which is hospitality.As the first hotel conference to develop and conduct an online version of the renowned Cornell Hotel Administration Simulation Exercise. The programme offers psychometric perspicacity and course content delivered by leading university academics thats focuse on connecting with individual corporate, personal and career goals. This group has assessment centres across the world to help high acting 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.Programm es like this will provide ideal opportunities for fresh graduates to kick start their careers.PRESENTATION IN MICROSOFT POWERPOINT ( THE ATTACHMENT)REPORTTo Managing DirectorFrom Sudhir Gurung (Manager)Subject Clear and concise recommendations on the approach that need to be taken by Finance 4 UDear Sir/MadamAs it was my responsibility as a manager to look into confused 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 general efficiency at workplaceInductionIn 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 then has to be carefully designed by Finance 4 U management.Tailored trainingIt 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 and so on As we are not a very large company tailored training can be provided to individual staff as and when needed.Appreciation dayIt is also another unique idea that can be applied to increase the motivational level of the staffs in Finance 4 U. distinguishable 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 pathsMaslows motivations theory is one of the most famous theories in management. It says that there is always a hierarchy in needs in a professionals vision. Ini tially 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 programmesI 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 change over 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 ProgrammePeople 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.ConclusionId 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 4INTRODUCTIONThis 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.OBJECTIVESAnalysis of various methods of skills development.Analysis of methods used by the three organisations.Examples of Continuous Professional Develo pment (CPD).Importance of CPD.Various methods of skills developmentJust because you have two ears and a mouth doesnt mean you know how to communicate. A Mothers Advice To Her SonLike the quote said just because you can speak well amongst your friends, it doesnt 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, audience 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 organisationsI would like to look back at the three organisations that I had researched and analyse their methods of skills development again.Gulf AirGulf 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-goin g skill requirements of the business. It also recognises the need to identify and develop high whole step 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.ASDAASDA 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 belowInductionAll 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 trainingAfter induction, first three months will involve tailored training programmes suitable the new staffs position in order to give him/her the support he/she need to be really efficient in their relevant roles.Colleague to manager trainingNew retail managersNew distribution managersASDA House colleaguesCareer progression through practical development programmesSeven step practical development programmeAt 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 storesTo help new managers learn how to best operate their department and perfect their leadership style, theyre give n 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 DayAt 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 staffsASDA has understood the fact that if there is no progression in ones 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 staffs development in any role. It has programmes like a training plan to help strengthen technical skills, courses to develop behavioural sk ills or to prepare staffs for a bigger role.Personal Development PlanASDA 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 qualificationsAt 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 peopleAs 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.CHASEAs 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 worldThis 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.