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THE PROCESS OF PERSONAL DEVELOPMENT PLANNING UNIT

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THE PROCESS OF PERSONAL DEVELOPMENT PLANNING UNIT Powered By Docstoc
					• THE PROCESS OF PERSONAL
  DEVELOPMENT PLANNING 1
  UNIT 5001
  Dr Jo Alleyne MCMI
LEARNING OUTCOMES
   On completion of this Unit you will be able to:
   Assess and plan personal & professional development
   Plan for the resources required for PDP
   Implement & evaluate the PDP
   Promote healthy & safe work practices
   Demonstrate appropriate management & leadership
    behaviours in relation to these activities
AIMS & OBJECTIVES
 Establish short & long term objectives
 Assess current realities
 Identify needs for skills, knowledge or competencies
 SWOT Analysis will help with this stage of the
  process
 S-Strengths
 W-Weaknesses
 O-Opportunities
 T-Threats
• STRENGTHS:
• WHERE ARE YOU NOW?
 AWARENESS OF OWN POTENTIAL WITHIN THE
  DEPARTMENT, SECTOR
 MEASURE OF WHAT YOU ARE GOOD
  AT/INTERESTED IN
 ORGANISATIONAL REALITIES
 LINKING INDIVIDUAL PLANS TO
  ORGANISATIONAL NEEDS
WHERE DO YOU WANT TO BE?
   ESTABLISH PURPOSE AND DIRECTION
   IDENTIFY DEVELOPMENT NEEDS
   IDENTIFY LEARNING OPPORTUNITIES
   THINK ABOUT YOU OWN LEARNING STYLE
    SET SMART OBJECTIVES
Undertake the Development
 WHAT YOU DO           TRAINING COURSE
                        WORK SHADOWING
 HOW YOU DO IT         SECONDMENT
                        JOB ROTATION
 IS YOUR CHOICE        PROJECT WORK
                        NETWORKING
 IT MIGHT INCLUDE      COMMUNITY
  SOME OF THE            INVOLVEMENT
  FOLLOWING:
RECORD the OUTCOMES
 KEEP RECORDS       RECORD PROGRESS
                     RECORD THE DATE
 KEEP A DIARY       DEVELOPMENT NEED
                     CHOSEN METHOD
 OBTAIN FEEDBACK    WHEN DEVELOPMENT
                      WAS UNDERTAKEN
 KEEP FOCUSED       THE OUTCOMES
                     ANY FURTHER
 SPECIFIC GOALS      ACTION NEEDED
EVALUATE and REVIEW
WHAT WORKED?              HOW HAVE I CHANGED?
 WHAT CAN I DO BETTER?    NEW ATTITUDES, SKILLS
                            and KNOWLEDGE?
 ARE THERE ANY OTHER
  DEVELOPMENT NEEDS?       WHAT ELSE MIGHT I HAVE
                            GAINED?
 HOW WELL DID THIS
  DEVELOPMENT WORK?        WOULD I FOLLOW THIS
                            APPROACH AGAIN?
Supporting personal
development
 Resources:


 Your organisation


 You
Career development
Career exploration : tools, diagnostics,
self assessment
Career goal – setting: view of
opportunities in the sector.
Career strategies & action planning:
information & support
Career feedback: honest appraisal
ACTIVITIES:
 Career pathways
 Fast track programmes
 Managerial support
 Career counselling
 Career workshops
 Self-help workbooks
 Career centres
Activity 2.1
 List up to five tasks to which you can give
 your attention if and when an unexpected
 time-slot occurs. Clearly these should not
 be urgent or important tasks, but the things
 we all say “I’d like to get around to when I
 have the time”
Prioritising tasks
 Urgent and Important: key task with fast
  approaching deadline
 Important but not Urgent: key task closely
  related to important objective
 Urgent but not important: A task which has a fast
  approaching deadline
 Neither important nor Urgent: not closely related
  to high – level objective, does not have fast
  approaching deadline
Time- Wasters
 List three activities that most often
 waste your time

 How can you control this time-waster?


 Delegating tasks:seven- stage process
How to delegate
 Define the task
 Set targets and standards
 Choose the right person
 Fully brief your chosen person
 Provide the resources
 Monitor progress, give feedback
 Trust and let go!
Business Case framework:
 Problem/issue/opportunity
 Analysis of the current situation
 Solution to the problem/issue/opportunity
 Successful outcome/satisfaction


 This is useful for pulling together a
 summary/ justifying resources for PDP
Implementing the plan
   Education and training
   Coaching
   Mentoring
   Peer relationships
   Action learning
   Learning contracts
   Open or distance learning
What is a learning contract?
 A formal document that sets out the commitment by
  the learner to work towards achieving a specified
  learning goal or objective. It also focuses on how the
  learning may be achieved.
 It’s a proactive approach to learning and helps with
  the implementation of a development plan as the
  contract is agreed with the line manager, coach or
  mentor.
          Learning Contract
 An overall development goal
 Specific objectives in terms of skill or
  knowledge
 Activities to be undertaken to achieve the
  objectives
 Resources required
 Methods of assessment of learning
               REVIEW
 CONSIDER A RECENT EXPERIENCE, GOOD OR
  BAD, PLANNED OR UNPLANNED THAT YOU HAD
  DURING THE DEVELOPMENT PROCESS
 WHAT CONCLUSIONS CAN YOU DRAW FROM
  THIS? WHAT LESSONS WERE LEARNED?
 HOW WOULD YOU PLAN TO DO SOMETHING
  BETTER OR DIFFERENTLY NEXT TIME IN THE
  LIGHT OF THIS CONCLUSION?

				
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posted:4/20/2014
language:English
pages:20