Personal Development Plan Personal Development Planning or PDP means creating opportunities to think through, in a structured way, questions such as: * What do I really want to achieve from life? * What kind of person do I want to be? * Am I clear about my personal goals and ambitions? * Am I making the right decisions to get me where I really want to be? * Am I in charge of my life and my studies - or am I just hoping it all will work out somehow?
Explain why such a project would be beneficial. What procedures might you use to ensure that the project was sponsored and supported by the organisation? Define the project, write a project narrative and develop a project plan, including the processes that would be used to manage financial, technical, human and physical resources. In developing your project plan, consider: 1. Who are your project’s stakeholders? 2.
This means finding relevant training courses and other means of development, such as mentoring and coaching from sources within my organisation. How do you identify and prioritise personal learning needs? National competency standards and qualifications can be used to assess my own knowledge and skills and determine professional development needs and priorities. Competency standards outline the skills and abilities required for my current position. These competencies can be generic or industry specific.
The term also refers to the care plan, to implement agreed ways of working when following the care plan. In the working setting you need an agreed way of working with the employer, to make sure that tasks are sustained correctly and completed. You have a contract with the employer but also the employer also has a contract with you. For example you have a duty to take care of the company by working; your boss has to take care of you as well. 2.
Outline how you, as an organisational leader, would gather information about continuous improvement needs and would contribute to and implement continuous improvement initiatives. Draft a memo to employees providing information about changes to plans and operations, the outcomes of continuous improvement efforts. Lastly, also consider customer service and feedback from customers that might contribute to identification of improvement opportunities. Include reference to the impact of change on individuals and groups within an organisation, risk assessment, risk management and techniques for successfully managing the different types of change. What actions would you take to ensure that employees in the organisation understood the need for improvement and were able to cope with the accompanying changes?
Assessment 1 Hui-Ju Yang (Miranda) 1) Perform research on the topic of personal work planning. In your own words, explain the importance of creating and maintaining personal work plans. If you are not working, but are part of an association or know of an organisation, please answer the question accordingly. A work plan is an outline of a set of goals and processes by which a person can accomplish those goals, offering the reader a better understanding of the scope of the project. Through work plans, you break down a process into small, achievable tasks and identify the things you want to accomplish.
Personal Reflection Assessment Managing my work priorities and professional development requires me to act as a good role model who has the traits of an effective leader; ensure that my work goals and plans reflect the organization’s goals and plans; meet my job responsibilities; measure and maintain my personal performance; priorities work; use technology to organize and manage my work; maintain a work/life balance; meet required competency standards; determine my developmental needs; take advantage of learning opportunities; gather feedback from others about my personal performance and use it to improve my competence; use networks to increase my knowledge, gain new skills and develop relationships, and to ensure that I acquired new skills to maintain my competitive edge. What makes a good role model and how would I ensure that I acted as a role model for employees I supervise? Effective role models possess desirable characteristics that make them easy to look up to. They inspire others to make changes and strive toward new goals. Characteristics that a role model possesses includes high moral values, confidence, who is hardworking, respectful, has an optimistic outlook on life and can find creative solutions to their problems in the workplace.
For instance, am I finding out if the person might work well in a team made of other diverse individuals? Or am I looking out if the individual matches the criteria for success you have identified in your environment? Is it an issue of understanding what I will need to do to develop the individual after you hire him/her and will you invest the funds if I was working for a business? Or is it an issue of getting the test to make your selection for myself? The next question is how structurally developed are these personality test that I am making.
The knowledge, skills, and abilities of current employees needs to be identified” (Ulferts, Wirtz, & Peterson, 2009). The ability to know what the employees’ opinion on whether an ideal work culture exists allows for a more accurate assessment of the employees. An employee that works in isolation yet in his/her ideal work culture wants co-workers it would be difficult to accurately assess the employees’ social skills and abilities. The accurate identification of above mentioned knowledge, skills, and abilities are essential competencies to conducting strength, weakness, opportunities, and threats (SWOT) analysis in assessing the internal state of the organization. After the internal state of the organization are identified the competencies for identifying external opportunities and threats presents themselves.