My Strategies To Develop My Pdp Education Essay

My Strategies To Develop My Pdp Education EssaySCENARIOI devote been appointed as a theater director of Finance 4 U and the first assignment that I need to undertake along with other managerial activities is to prepare a detailed private Development figure. The program will accept strategy of set abouting a blueprint, goals and objectives, milest mavens, mscales and resources needed. Hopefully the PDP that I will prepare sh either provide guidelines for the rest of the employees on how to motley the PDP for themselves jumper lead to the bet depotent of the whole organisation.OBJECTIVES justify about(predicate) PDP.Describe the importance of PDP.Explain my topical situation and need for improvement.My goals both short and long term.My Strategies to nonplus my PDP.My short term PDP including goals, resource needed, sequencescales, milestones and checkpoints and success criteria.Importance of reviewing. completion in slides.PERSONAL DEVELOPMENT PLAN DEFINITION in-person Development Planning is introductoryally a structured process genuine by an unmarried to relook and reflect upon his/her own current situation, performances, achievements, goals and to plan for their individualised, educational and career victimization. It is a process or tool which potful be adopted by individuals at all directs and all areas of life.If the PDP is swell planned and used effectually, it tremendously improves the ability of individuals to review, plan and take responsibility for their own person-to-personity and acquire 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 festering through with(predicate) a process of reflection and structured planning on how they can meet their own goals. M either organisations and universities require their employees and students to prepare their PDP and follow therefore as the importance of a PDP i s widely understood in this modern era.PDP PURPOSE AND IMPORTANCEThe bearing 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 way of learning different scenarios via different methods.Make him/her liable 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 SITUATIONIn order to explain my current situation I have identified and classified the following facts into my educational, professional and in the flesh(predicate) status.EducationalI have completed my Masters Degree in Business Administration (MBA).I have completed all papers from joining of Chart ered Certified Accountant (ACCA) but havent completed the 3years of hardheaded experience requirement.ProfessionalI 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.PersonalMy pre displaceation skills are not satisfactory as I have always been quite shy on that respect (although good at interviews).My leading skills are not quite as much as Id have exchangeabled 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 fashioning skills are definitely under par as I believe it is vital in this todays modern realness.I dont seem to remain cued and despotic over a long period of time.GOALSMy short-term goals are as followsUnderstanding how the company is operating.Understanding the reasons for low motivation amongst staffs.Addressing the lack of awarenes s of skills development 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 elementary strategy for the development of PDP was not to develop a completely wise organization but alter the currently available practices and processes and produce a dust that works for me and which will reflect my goals, skills and performances. because my strategies for development of PDP are as followsMaterials from online and other sources about how PDP can be real 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 hindran ces are ascertained and calamity plans be made in advance.Review and Monitoring of the performance will also be an essential part of my PDP.PDPName Sudhir Gurung Company Finance 4 U Position jitneyPeriod from Jan 1, 2010 To Jan 31, 2010Short termCurrent detailDesired SituationResources and support neededSuccess CriteriaTar make it Dates newly 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 handler.-Support and co-ordination from employees.-Authority to do interviews and issue questionnaires if necessary with staffs.-Authority to communicate 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 preliminar y 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 TermSkillsCurrent SituationDesired SituationResources and support neededSuccess CriteriaTar shoot for 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 rapidly.-De-motivated during tough times.-Excellent public speaker.-Good leader with ability to designate authorisation and responsibility right on.-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 s elf improvement.-Practice in slew of seminars and meetings.-Take public speaking class.-Support and advice from superiors.-Learning pertinent books and practicing.-Good relevant books and articles.-Logical reasoning-Study materials.-Motivational seminars.-Professional function.-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 triplet years-Within one year-Within three years-Within two yearsREFERENCEOnlinehttp//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, line of achievement Development, Managing Your Competencies- The Personal Development Plan, 2008, page 200.Sonnentag Sabine, Psychological Management Of Individual Perform ance, Revised Development Plan, 2002, Page 516.TASK 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 will be able to take corrective actions. indeed, 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 some(prenominal)ly goal.OBJECTIVESIdentification of obstacles that hinders achievement of my targets.Explaining the importance and need to reviewing, self-reviewing and observe.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 DirectorSubject 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 wit h 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.ObstaclesThe short term obstacles efficiency 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 understand of the situation. As my task will startle 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 ageless querying 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 planThere is always the need of reviewing and monitoring of plans as in the absence of these things p lanning will have no meaning. Reviewing basically means observance 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 nevertheless the goals that need to be achieved will be achieved.Importance of self-reviewAs it is said that self-review is the best review. One can scarce 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 tidy sum 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 experienceI joined as a customer service agent in Gulf Air, Kathmandu, Nepal. After one and h alf years of service there I was made the baggage handling supervisor. My main objectives and their achievement were as followsTo get proper lost baggage handling discipline.I requested to the airport manager for providing me with the necessary preparedness 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 unploughed in the system.I gave on the job training to one staff from the break of day 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 afforded 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 othersA positive integration of peoples 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.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.REFERENCEOnlinehttp//www.all billet.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.htmlPaperback brisk Zealand Institute of Public Administration, Self-review doing it for yourself, May 1992.TASK 3INTRODUC TIONAs per the requirement of task 3 of my assignment I have undertaken a research in conglomerate ain and professional skills needed by the companys staff member in three different organisations. I will, on the earth 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.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 piece-wide Hotels GroupGulf AirIn order to ensure their staffs develop personal and professional skills Gulf Air ab initio uses induction. It is given initially to the foundation skills required to operate successfully in the new role, training is provid ed in conjecture 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 mannikin of departments to ensure there is a focus on the specialist nature of roles in our avocation 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 any 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 political programs in place providing existent employees with the opportunity to move across organisational boundaries in a co-ordinated and formal way. When vacancies arise, they are advertised inwroughtly 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 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 compose to their business and culture and are also equipped with the tools to deliver in their roles. It then provides tailor training. After induction, first three months will involve shipshape training pr ogrammes suitable 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 especially 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 honorary society 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 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 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 big difference in their area of business which is hospitality.As the first hotel group to develop and conduct an onl ine version of the renowned Cornell Hotel Administration Simulation puzzle out. The programme offers psychometric assessment and course content delivered by leading university academics thats 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 gross Management. Over 24 months, candidates can gain experience in two hotels based in the UK. Each hotel will set their own individual projects conjugate 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)REPORTTo Managing Di rectorFrom 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 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 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 hence 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 etc. 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 utilise 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 pathsMaslows motivations theory is one of the most famous theories in management. It says that there is always a hierarchy in needfully in a professionals vision. Initially he/she will look more into physical and security of necessity and later move towards more challenging and self-actualisation needs. Hence Finance 4 U should also understan d 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 tiptop 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 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 progres sive 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 Development (CPD).Importance of CPD.Various methods of skills developmentJust because you have two ears and a rima oris 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, 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 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-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 futur e 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 colleaguesoccupational group 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 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 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 savorless 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 skills 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 sell 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 busi ness 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.