Be able to assess and plan for personal professional development
My Career Plan
Career Goal: To become a financial manager. To design, plan, control and supervise the financing of construction of buildings, highways, and rapid transit systems.
• Bachelor's degree in Accounting.
• Ability to work as part of a team.
• Analytical mind.
• Capacity for detail.
• Presentation skills.
• Writing skills.
• Knowledge of physical social sciences and mathematics.
• Accreditation by Licensing Board.
Current Skills and Interests:
• Summer worker for Smith Construction Co.
• High School mathematics courses
• High School social science courses
• Experience ...view middle of the document...
This leads us to what we call SMART Objectives. The S.M.A.R.T. method used in writing my objectives made them Specific, Measurable, Attainable, Realistic, and Time-bound.
Some people like weekly, monthly, others like yearly and beyond. I made a mix of them, but at any given time I like to have at least some goals I can accomplish in the span of a few months. This lets me see that I have measurable progress towards my goals. The PDP, usually includes a statement of one's aspirations, strengths or competencies, education and training, and stages or steps to indicate how the plan is to be realized. Personal development plans may also include a statement of one's career and lifestyle priorities, career positioning, analysis of opportunities and risks, and alternative plans (Plan B),and a curriculum vitae. Personal Development Plan (PDP) is a process of outlining a progressive objectives (steps) to achieve a particular developmental goal. This goal varies according to time and managerial trend of job roles.
1.1 Explain the importance of continual self-development in achieving organisational objectives
Personal Development Plan is where individuals commit themselves to improving their knowledge and understanding throughout their careers. Continuing PDP is the means by which people maintain their knowledge and skills related to their professional lives within an organisation or set-goal on an expected job and roles. Continual PDP is very importance for professional growth because development obligations are common to most professions. It can as well be a structured approach to learning to help ensure competence to practice, taking in knowledge, skills and practical experience.
In relation to organisation, PDP remains a tool in maintaining harmony and flexibility in helping organisation coop with new changes and responsibilities. From research, job roles changes horizontally within an organisation and vertically across different organisations.
1.2 Assess current skills and competencies against defined role requirements and organisational objectives
After every learning activity or a training opportunity the individual could fill in structured personal reflection on the summary of what was learnt and how it could be applied in daily work. They can then apply the said knowledge, skill or behaviour and assess its impact objectively. Equally the team/ supervisor can also assess impact through the previous assessment methodologies and record any performance improvement.
Some improvements like morale and sense of well being, easy working within teams can be perceived as intangible but can be assessed via narrative strategies and qualitative methods. The overall impact in terms of performance improvement would be measured through whatever methodology that best suits the scenario : improved customer satisfaction, improved output/outcomes, improved problem solving and profits etc..
As a general organisational goal to supervise and support me for top...