Personal & Professional development

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Table of Contents
Introduction......................................................................................................................................3

Task 1...............................................................................................................................................4

1.1 Different learning styles and evaluation approach to self managed learning in Hilton
Hotel 4

1.2 Ways in which lifelong learning in personal and professional contexts could be encouraged
.....................................................................................................................................................6

1.3 Evaluation of the benefits of self managed learning to the individual and organization..7

4.1 selection of solutions to work based problems......................................................................8

4.2 communicate in a variety of styles and appropriate manner at various level........................9

4.3 evaluate and use effective time management strategies......................................................10

Task 2.............................................................................................................................................10

2.1 evaluation of own current skills and competencies against professional standards and
organizational objectives...........................................................................................................11

2.2 identification of own development needs and activities required to meet them..................11

2.3 identification of development opportunities to meet current and future needs...................12

2.4 devise a personal and professional development plan based on identified needs...............13

3.1 discussion of the process and activities required to implement the development plan.......14

3.2 undertake and document development activities as planned...............................................15

3.3 reflect critically on own learning against original aims and objectives set in the
development plan.......................................................................................................................16

3.4 update the development plan based on feedback and evaluation........................................17

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Conclusion.....................................................................................................................................17

Reference.......................................................................................................................................20

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Introduction
Human being has to go through various development processes regardless of his individual or
professional life. Personal and professional development refers improvement in the individual
and working life in order to achieve personal and organizational goals. Man goes through various
learning process throughout their life in order to ensure personal and professional development.
In this report Hilton London Canary Wharf is an established business organization in canary
wharf, London. As a trainer of CPD (Conducting Personal Development) program of Hilton
hotel the assessment of personal and professional development of the staff of this hotel is done in
this report. Relevant learning and lifelong development styles, their implementation and
upcoming results are detailed in this report.

Task 1
This essay will spotlight on different learning styles in the workplace along with self managed
learning. It will sort out the way that how self managed learning results into lifelong learning and
its benefits to individual and organizational context. This essay will also discuss about workplace
problems and way of resolving them. The importance of time management and time management
skills are also a part of this essay. It will incorporate the demonstration of acquired skills that are
achieved by personal and professional development.

1.1 Different learning styles and evaluation approach to self managed

learning in Hilton Hotel
Learning style refers the method or technique that an individual or organization can use for
boosting knowledge and skills. There are different learning styles. A general approach of
learning style used in the workplace can be-

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 Figure: different learning style

 Visual: individual can learn new things through the presentation of pictures, diagrams or
mind maps. This type of learning style is cost effective also. Visualization of any specific
image can teach specific things (Bager-Charleson, S. 2012).

 Physical: it refers to learn by taking part in activities. Physical learning incorporates

physical movement such as using physical objects, performing roles etc.
 Aural: it refers learning through sounds. It can be music recordings or any type of sound
from which learner can learn.
 Verbal: it means learning by verbal communication like conversation or reading materials
etc.
 Logical: it is popular because this style is based on logical reasoning.

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  Social: this learning style is based on socializing. People who are introvert and make
interaction with others learn by this style.
 Solitary: this learning style is opposite to social learning style. In this style introvert
people learn through self study.

Approaches to self- managed learning

It will be effective if the observation, analysis on present business situation is done and adopt
learning style according to it. The following ways can be used:

 Seminars and conference: attending seminars and workshop will assist self managed
learning by providing chance to share ideas, enhance self confidence etc.
 Social networks: in the era of information technology facebook, twitter, LinkedIn and
other social networking sites will help to know new ideas, thoughts of different people.
 Internet: internet and web browsing can be a way of self managed learning as internet
accommodates thousands of information.

In this way different learning style and approaches of self managed learning can help anyone to
be developed.

1.2 Ways in which lifelong learning in personal and professional contexts

could be encouraged
Lifelong learning means analyzing the strengths, weakness, opportunity and threat of an
individual and adopts learning style according to the outcome of that SWOT analysis (Belloc, H.
1967).

There are some other ways of lifelong learning as below;

 Self-evaluation: the best approach of self estimation is SWOT analysis.

 Strength of an individual can be being punctual, high ambitious, interactive, co-
operative etc.
 Weakness of an individual can be being obdurate, short tempered etc.
 Opportunities can be good working environment, better training opportunity.

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  Threats can be bad environment in organization, recession etc.

 Constant learning: the term constant learning means learning with continuity from
changes at individual and professional level. This type of learning trains an individual
new skills, new knowledge and approach continuously.

There are many methods of constant learning such as seminar, workshops, and training
program, coaching, grooming and mentoring. Individual will be able to develop his
organizational behavior and will work effectively as a team also.

 Effective leadership: it is also an important way of lifelong learning. It refers learning

regarding development of leadership skills such as motivation, communication,
enthusiasm that will help people to guide effectively (Bolton, G. 2011).

 Good communication & relationships: if employees are taught effective communication

and customer relationship management then it will bring about lifelong benefit in his
personal and professional life as communication is important in both personal and
professional life.

These ways can provide lifelong learning to an individual for improving his personal and
professional life.

1.3 Evaluation of the benefits of self managed learning to the individual and
organization
There are many approaches of self managed learning and those approaches are beneficial to
learners in their individual and organizational life. Decision making power of learners increases,
problem solving skill increases and as there is no commitment given by authority self managed
learners can learn flexibly and willingly.

The following benefits result from self managed learning:

Team work skill

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Seminars, symposiums, group discussion are popular methods of self managed learning that
enables a person to effectively work in a team, sharing problems and managing conflicts within
the team.

Presentation skill

Self managed learning approaches like conference; workshop is full of exclusive presentation.
So, individual can easily enhance their presentation skill through this type of learning (DeCenzo,
D. and Silhanek, B. 2002).

Communication skill

The best way of developing communication caliber is self practice. Any training or theoretical
approach cannot develop the communication skill of a person until he or she takes part in
seminar, conference, tutorial, discussion group and such type of self managed learning
approaches.

Attainment of organizational objectives

When self managed learning improves the communication skill, presentation and team work skill
of every individual of an organization the ultimate objectives of that organization can be attained
easily.

These are the benefits of self managed learning. So, self managed learning is of much
importance.

4.1 selection of solutions to work based problems

Problems arise when employees are performing any activity in the organization. Solutions of
these types of problems can be as following:

 Identifying what is the problem at first. In this regard collecting opinion from everyone
regarding the problem

 How the stakeholders are related with the problem

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  What can be possible resolution of the problem (Pedler, Mike. 2012).

 What are the alternatives

 Select one of alternatives regarding problem solution

 Writing down the undertaken step

 Implement the solution at the workplace

 Monitoring, evaluating and assessing the result.

An individual can adopt these steps to clarify work based problems in the workplace.

4.2 communicate in a variety of styles and appropriate manner at various

level
Communication style varies from one level to another level of organization. But appropriation of
style and manner is important in all cases.

In general, there is following four communication style in organization;

 Controlling: it refers one way communication for controlling the receivers of message.
Generally top management of an organization use this style

 Egalitarian: it refers two way communication systems that mean sender expects feed back
of his message from the receiver (Webb, S. 1986).

 Structuring: it is a style of interpersonal communication system that refers the

communication regarding establishment of any rule or regulation

 Dynamic: it refers any style that provides motivation to the sender.

 Withdrawal: this type of communication is used to expose unwillingness to something.

These can be various styles of communication in various levels.

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4.3 evaluate and use effective time management strategies
Effective time management strategy refers an approach to manage time in development program.

Some strategies are as following:

Setting goals: organization can set goals and associated time to achieve the goal. It will
help it to complete the work on time. It can use SMART tool in this regard.

Prioritization: it means enlisting plan of actions based on deadline. How much time is
needed and which one will be needed at first this type of enlisting can manage time
effectively (Wilkins, P. 1997).

Planning: it is must for managing time. Without planning things nothing can be
completed timely. So considering the time constraints while planning is also important.

Time management is an essential thing. So, strategies need to be implemented in this regard.

Task 2
Every individual is personally responsible for his individual and professional development.
Individual learns through self managed learning and experience. Sometimes some development
program ends up at planning stage in case of both individual and organization. This is not good
for anyone. So the implementation and review of personal and professional development plan is
an important stage for everyone and it needs some policies and activities that will be discussed in
this task.

This task is basically a file of documents regarding PDP (Personal Development Portfolio).

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2.1 evaluation of own current skills and competencies against professional
standards and organizational objectives
To evaluate an individual’s current skill and competencies there should be established
performance standard and objectives in every organization. In this case organization should
incorporate some common skills such as leadership skill, communication skill, problem solving
skill in its performance standard (Dunning, Donna J. 1998)

Hilton hotel London can also use the SMART tool as an indicator to match between staff’s skill
and organizational objective. SMART toll stands for Specific, Measurable, Attainable, Realistic
and Timely.

Assessment of own skill

By using performance standard and SMART tool I have found that I am capable of making
effective communication for individual and organizational purpose. I am good in accounting. I
have motivational skill and I am friendly to my co-workers and I am determined to use these
skills for attaining organizational goals and objectives.

2.2 identification of own development needs and activities required to meet

them
As every individual is responsible for his personal and professional development it is also his
duty to find out the requirement of development program. To find out own development needs
refers to determine the weaknesses of an individual that needs to be developed for better
organizational performance.

There are some ways to identify own development needs:

 Sorting out all own skills and qualities

 Finding out whether I have management skill or not

 Finding out whether I have leadership and IT skill or not

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  Conducting SWOT analysis to find out the weaknesses and threats.

 Identifying less developed areas of organization where you can contribute (Hughes, J.
2009).

After determining development needs in this way an individual has to undertake following
development activities:

 Joining in different on the job and off the job training program

 Attending in personality development session

 Engaging myself in self study

 Giving more and more presentation at the workplace.

 Reading journals, magazine, international news papers to enhance my reading and

communication skill

In this way I can fulfill mu identified development needs.

2.3 identification of development opportunities to meet current and future

needs
Development opportunities refer to available chances and prospects that can meet up current and
future development needs of an individual. It can be within or outside the organization.

Current and future needs

As an employee of Hilton Hotel London I am energetic, enthusiastic, eager to learn and

supportable. But still now I have some deficiencies that are my current needs. Those are effective
communication skill, strategic planning, leadership skill etc (Johns, H. 2012).

My future needs will be higher than my current needs. It can be adopting risk and challenges,
adopting changes, intermediary skill etc.

Following development opportunities can meet up these mentioned needs:

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 o Emergence of new training and development program in organization.

o Advancement of technology

o Incorporation of new mentors and groomers in hotel

o Specialized Training institute for hotel etc.

These types of opportunities are prevailing or will prevail in the society in nearer future. So
every employee has to grab these opportunities to meet their current and future development
needs (Kearney, Judith. 2016).

2.4 devise a personal and professional development plan based on identified

needs
Planning is the first and foremost step of every activity. In the same way personal and
professional development will not be effective and efficient without planning. A draft planning
of personal and professional development activities is given below:

Personal development plan Professional development plan

Step 1- identification of personal development Step 1- identifying professional goals and

needs and problems objectives

Step 2- conducting SWOT analysis to Step 2- determining actions according to the

determine individual strength, weakness, professional requirement
opportunity and threat
Step 3- budgeting for the professional
Step3- searching available tools and scopes development plan.
that will fulfill the deficiencies
Step 4- engaging the authority in professional
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Step 4- determining the requirement that means development program
budgeting for the financial and other resources
Step 5- adopting a controlling system for
for conducting this development program
managing this all (Khashaki, Gillian. 1998).
Step 5- analysis the possible success or failure
of this development plan and determine some
indicators to assess it in future

Step 6- proposing a controlling method for

evaluating the whole program.

In this way, draft plan can be made for future personal and professional development program in
Hilton hotel.

3.1 discussion of the process and activities required to implement the

development plan
Personal and professional development plan will be implemented through certain process and
activities. Without those processes planning will be in vain.

Those processes and activities are discussed below:

 Scope and content of personal and professional development plan: the extent of personal
and professional development plan should be identified. The use of PDP forms and case
study will be specified for appropriate implementation.

 Relationship between the focus of PDPs and their links: the focus of PDP and affiliated
links needs to be related with each other. Links such as development needs available
opportunities etc should focused in the PDP (Kruckeberg, K., Amann, W. and Green, M.
2011).

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  Implementation & support: implementation of plan depends on the support of employees.
Because the plan will be implemented on them. It can be of two types, firstly
communication and training support and secondly support for self managed learning.

 Impact: the impact needs to be assessed in advance. The impact on both employees and
organization need to be considered.

These steps are common in implementing plan of development.

3.2 undertake and document development activities as planned

Plan of development needs a lot of arrangements for proper implementation. Preparing document
is one of them. There are some rules which are important to prepare document of development
plan

 Gathering initial thoughts and research for preparing document.

 Collecting information as required

 Enlisting meeting notes decisions

 Enlisting shared thoughts and ideas of employee

 Enrolling the result of meeting

 Reviewing draft documents by the employees (Long, Douglas G. 1990).

 Finding out any whether there is any deficiency in the draft or not

 Preparing final document and submitting to employees and others

So, preparing document should be done very carefully

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3.3 reflect critically on own learning against original aims and objectives set in
the development plan
There will be no effective out come if learning of an employee mismatch with the aims and
objectives of development plan. So critical comparison of self managed learning with original
aims and objectives is needed (Ludmerer, Kenneth M. 2000).

Some questions can be asked to critically reflect these two, such as;

 What type and amount of work is done

 What training has been given?

 What is the achievement?

 What do you need to do later?

This type of question will reflect the actual result.

The following steps can also critically reflect an individual’s learning with development plan’s
objectives

 Initial meeting preparation: taking preparation to conduct meeting where critical

evaluation of self learning against objectives of development plan will be done.

 Previous knowledge and experience: using previous knowledge about matching of these
two things can be effective

 Motivation and expectation: both the employees and the institutor of development plan
have different motivation and expectation. For example, an employee can expect
personal benefits from learning process that does not match with the organization. So,
both should know each other’s motivation first and then modify it towards a common
goal.

If self learning matches with the objectives and aims of development plan then it will be
beneficial for the organization.

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3.4 update the development plan based on feedback and evaluation
Change is a must. Once a development plan has been prepared it can go through further changes.
This change can be done based on feedback and evaluation of organization’s employees.

Feedback refers response or reflections of an individual against any action. This type of feedback
can be collected through asking questions like how the training and development program is
going on, is there any need to revamp the existing plan? Etc.

The evaluation satisfactory level of the employees and their achievement from the development
program can also go towards changing or updating the plan (Pearson, M. and Wilson, H. 2001).

If we want to update the existing plan then we can go through the following two ways:

 Planning: updating means re planning the development plan again. It will be same as the
first planning but will escape the flaws of former plan. This time planning will be done
by effective frequent research and analysis.

 Reviewing: In this case review means to assess or examine the achieved goals. This type
of review can identify the changes occurred in the former development program and
helps to conduct a new one in different way.

These types of steps are used in modernizing the existing plan and adopt a new one in the
business organization.

Conclusion
Personal and professional development has become talked of topic in the organizations at
present. Every employee feels keen interest to it. In this report PPD is discussed from various
perspectives in the context of Hilton hotel London. The skills of the employees of this
organization need to be improved by self managed learning. Reviewing of development plan is
also need in this company. And this report also yields that learning and training is not a
collective responsibility rather everyone is individually responsible for it. So, individual learning
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should be installed in Hilton hotel. This report will be helpful for any company which will work
on PPD program of employees.

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