MANAGING PROFESSIONAL DEVELOPMENT

Abstract

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The following report is deliberated concerning one’s personal development parameters. The

ways to achieve a learning target with respect to the personal evaluation of development has

been discussed.

The different business skills which are needed to develop interpersonal relations have been

explained in context to a particular career aspect. The potential in receiving responsibility is also

another aspect of this report in accordance with the personal management of business skills.

With all these spheres being stressed upon, the strengths and weaknesses will also be identified

and particular measures would be taken to improve the same.

ContentsTask 1: Personal and Career Development..................................................................................................4

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1.a. An Appropriate job...........................................................................................................................4

1.a.1. The Dream Job..........................................................................................................................4

1.a.2. Skill requirements.....................................................................................................................4

1.a.3. The professional strengths.........................................................................................................5

1.a.4. The professional weaknesses.....................................................................................................5

1.b. Self evaluation and assessment........................................................................................................5

1.c. My Curriculum Vitae is deliberated below........................................................................................7

1.d. SMART objectives and Actions..........................................................................................................9

Long Term Goals................................................................................................................................11

Short Term Goals...............................................................................................................................11

Medium Term Goals..........................................................................................................................11

Target dates for Monitoring and Review...........................................................................................12

Task 2: Evaluation of achievements and developmental targets...............................................................13

2.a.1. Evaluation....................................................................................................................................13

2.a.2. The re-configuration of goals:......................................................................................................13

Task 3: Developing the Business skills.......................................................................................................13

3.a. Hierarchy of organisation and the subsequent problems...............................................................13

3.b. Mode of Communication between levels.......................................................................................15

3.c. Effective Time management Strategies...........................................................................................16

Task 4: Professional Self-Managed learning..............................................................................................17

4.a. Learning Styles, Honey and Mumford Questionnaire.....................................................................17

4.b. Lifelong learning steps and my favourite one.................................................................................18

4.c. Research sources and their justification.........................................................................................19

Bibliography...............................................................................................................................................21

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Task 1: Personal and Career Development

1.a. An Appropriate job

1.a.1. The Dream JobWhile searching through the internet, a job on the post of ‘Financial Accountant’ was found and

this would really be a dream job (Financial Accountant - Securitisation, 2011). The Bank of

Santander is offering this job with good payment criteria.

1.a.2. Skill requirementsThe job portal mentioned that the concerned person has to have a methodical and apt accounts

management quality. The person needs to have proper analytical skills to interpret a specific

financial document. The management of the sub-ordinates is something which is pretty important

and time management is crucial too.

Understanding the company policies to handle the finance balance sheets and the integrity will

be preferable.

1.a.3. The professional strengths Finance and accounts analysis: I have sound financial and accounting knowledge to

handle any kind of currency sheets.

Time management: I am good at time management and can finish the required work

before the deadline.

Honesty and responsibility: I am a humble person with a deep concern to my

responsibilities. Honesty has been my inspiration to carry out any work till date.

1.a.4. The professional weaknesses Human Resource management: I am not that confident while it comes to managing

people or sun-ordinates. The lack confidence in this aspect has to be improved so that the

proper utilisation of individuals can be done.

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Excitement and impulse: I am a quite impulsive person which leads to mistakes. The

excitement in me can derail the actual work and shifts my attention. So, to produce good

and consistent work, unnecessary excitement has to be reduced.

Confidence and coherence: I lack confidence to a great extent and face troubles when an

issue involving a coherent planning is at hand. This can really hamper the productivity of

a job and so I am working on it by several means.

1.b. Self evaluation and assessment

Self evaluation is a constructive way to gauge one’s strengths and weaknesses depending upon

practical situations and conscience (Mathur, 2005). It leads to a greater efficiency of work if the

evaluation is carried out and implemented properly.

The self-assessment chart according to my analysis, on a scale of (1-10) is given below:-

Self-inventory chart of various characters in me

Accounting Skill

Financial Expertise

Confidence

Honesty

Time Management

Human Resource Management

Excitement and Impulse

0 1 2 3 4 5 6 7 8 9 10

Series 1 Series 2

Fig.1. Source: Made By Student

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The above chart reveals a compact evaluation of the different characters of professional

importance. I have analysed and rated the characteristics based upon several practical and actual

situations. I have optimum level of accounting and financial knowledge but these are not the only

criterion which is needed to excel. The various aspects such as leadership and human resource,

time management are also needed to have a sound career. The time managing skills are up to the

mark but the human resource skills are lacking in practise. It is with utmost care that I have to

build my confidence too to ensure a proper organisational utilisation.

I have a Bachelor of Arts degree in Accounting and Finance so the knowledge which is required

to apply the finance and accounting hypothesis will be easy for me. I have worked in several

reputed shops and attended the customers with care. Honesty and good behaviour played roles

here which are already imbibed in me. The unnecessary excitement in me has been the constraint

but in the shops I tried to maintain composure while talking and delivering a customer.

The strengths which have been the most inspiring according to the above chart are summarised

below:-

Knowledge of the work

Integrity of work

Time management skills

Honest perception and loyalty towards the company

The relentless effort

The weaknesses identified are as follows:-

Lack of leadership quality

Unable to manage a group of people

Communication skills

Lack of self-confidence

Too impulsive while making decisions

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1.c. My Curriculum Vitae is deliberated below.

Sunny Bedi

Address: 52, Saint Paul’s Close, Middlesex, Tw33DF

Contact Number (Personal): 07943477253

Contact number (Home): 0208 572 2378

E-Mail ID: sbedi96yahoo.co.in

About Me: I consider myself to be a confident, enthusiastic person with a positive outlook on

life and a highly motivated work ethic. I enjoy socializing and working with people, utilizing my

initiative and communication skills in order to work effectively as part of a team.

Objective: I work well under pressure and clear minded individual, and would integrate well

into any working environment I want to utilise my skills to produce the desired result and try to

improve at every moment through criticisms.

Education: I attended the Guru Ram Das Military Academy for the secondary level subjects. At

present I am undertaking a Bachelor of Arts’ degree in EThames Graduate College in

Accounting and Finance.

Work Experience:

ASDA Supermarket (2010)t: In Twickenham I worked at ASDA Supermarket for about 1 year. I

got an encouraging award of ‘100%-happy to help’ by a mystery shopper 3 times. I also have in-

depth knowledge of customer attention and working alone.

Pind Spice Restaurant (2010): I have been a food server in the Pind Spice Restaurant for almost

7 months.

Cafe Coffee day (2009): I worked at the reputed chain of a retail brand called Cafe Coffee Day

in Gurdaspur, India. I was responsible for the clean environment and the mixings of various

drinks.

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Nokia Care Centre (2009): I also worked at the Nokia Care customer services and dealt with

foreign clients. The conversation was totally in English and it gave an insight into the global

world to a great extent.

Achievements

I am a pretty good Basketball player and have represented my school team for several

years.

From 2004-2007 I have participated in various State Level Tournaments of Basketball on

behalf of Guru Ram Das Military Academy.

I have a business management qualification too for the under 18’s category.

Skills

I am a very hardworking person

The enthusiasm and optimistic outlook has been my inspirations

I look to undertake lots of initiatives which is extremely important to be a successful

professional.

I can adapt to any situation and conditions as per the requirement of the organisation.

I have the ability to devise methods by analytical initiatives and knowledge

I have a good work ethics skill to value the rules and regulations.

The devotion to a particular work which has been assigned is of utmost importance to me.

Hobbies

I like to play Basketball

I am a good swimmer and whenever I get a chance, swimming is what I do

Basically I am a sports lover and enjoy all sort of games.

I love to work out at the Gymnasium and spend some time there everyday

Reading books is also something I love to do. Any book which can increase my

understanding of the surroundings allures me.

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1.d. SMART objectives and ActionsIn order to achieve professional excellence the weaknesses should be improved and turned into

strengths (Rossiter, 2008). This can only be achieved with a set planning and goal. The way

which is to be followed in this quest of self-development needs in-sight of the methods and

identification of the problems (Matthews, McCormick and Morgan, 2010). It is proper

management of time and skill application that the improvements will take shape (Matthews,

McCormick and Morgan, 2010).

SMART Assessment Diagram

Fig.2. Source: Made by Student

The goals which are to be achieved to ensure personal development can be divided into some

categories according to the time period of achievements. The aspects must be specifically

determined before the start. A planned schedule is needed to undertake the SMART objectives

and this marks the beginning. The measurable aspects of SMART have to be identified to gauge

the extent of improvement. These will result into the achievement of personal development in an

organised way (Bubb and Earley, 2007).

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It has to be remembered that the goals and the schedule is realistic and can be achieved within

the stipulated time frame. If the whole procedure is done within the time frame, it has to be

understood that the plan was really achievable. So, the challenge remains about the proper time

management which has to be tackled properly (Foord and Haar, 2008).

Long Term

Short Term

Middle Term Goals

Long Term GoalsThe goals such as the improvement of the leadership quality and communication skills are

something which demand a certain period of time.

Short Term GoalsThe time management skills and the positive thinking are the short term goals and must be

looked practised everyday for improvement.

Medium Term GoalsThe goals like the technical knowledge base are something which can be easily built by a little

effort.

Discussion on SMART with respect to my Portfolio

Specific and Measurable: The specific and measurable aspects of finance accountant job are

basically the calculation and analytical areas which must be recorded with utmost care.

Manipulation on these data figures is totally is negated because a small out of the order

manipulation can get bigger at later stages (Warren, M. and Duchac, 2011).

Achievable and Realistic: The human resources management of the accountants to ensure a

realistic target is required. The achievement of the particular business investment is a very

crucial area of improving the business spectrum of the organization. This has to be ensured and

properly applied (Mathis and Jackson, 2011).

Time management: As a financial accountant of Santander, it is required to ensure the

completion of the data report within a stipulated time.

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The Plan to handle the job of ‘financial accountant’

The job requirement section mentions the need of Bachelor of Arts’ degree and a plethora of

skills. The job itself will be a challenge to me and I am optimally confident of getting selected

because I have all the ingredients to attend the job. The time management while you co-ordinate

the people to squeeze out the apt performance is also something which is needed. The challenge

to carry on mu study sessions properly after the work is pretty strong, so I have to be much more

resilient towards unnecessary wastage of time and work fast. The appropriate work culture

needed to be imbibed to understand the importance of being a part of ‘Santander bank’.

Handle work load: The pressure will be immense and the initial days shall register hard work.

But if I start work properly, promotions can even increase the load. So, the mental balance and

tackling situations are needed to maintain consistency in work.

Criticisms: The criticisms are to be taken sportingly and in a constructive manner (Beekman,

2007). This sort of positive outlook with openness in thought is always welcome.

Target dates for Monitoring and ReviewThe plan shall start on 20th December and the whole process of development shall take 12

months including the long term goals. The long term goals have to be practised with utmost care

and aptly to get the required results.

If I start from 20th December then the short term goals can be easily completed within 5

month.

The simultaneous proceedings of the long term goals must continue to achieve the set

target.

The medium term goals shall take 8 months to get completed if the proper flow of

practice continues. 20th August of 2012 would be the finish date of

The long term goals are really hard to achieve so it is going to take 12 months of rigorous

practise and finish date would be 20th December of 2012.

So it is seen that the simultaneous practise can only be a boon and improve me as a

professional because once a particular thing stops, the whole hard work gets diluted.

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Task 2: Evaluation of achievements and developmental targets

2.a.1. Evaluation: The target was already set practically a few months back and so it is

now time to evaluate my progress on the same. The long term goals are goals are going well but

the short term ones have to be worked upon. The lessons and developmental chart on confidence

building and improvement of mental health are going pretty well. I have increased my

knowledge base to a great extent and hope to cover every aspect of the medium termed goals.

2.a.2. The re-configuration of goals: There are certain short term goals such

as time management and positivity which has to be re-planned. The resetting of goals has been

gauged by the constant analysis and feedbacks from different persons. The short term goals are

critical in determining the success of the long term and short term goals as a unit. So, the

culmination of the goals can be achieved through consistent and constant evaluation of the

critical factors of SMART aspects.

Task 3: Developing the Business skills

3.a. Hierarchy of organisation and the subsequent problemsAn organization performs on the basis of its management layers (Picot, Reichwald and Wigand,

2008). These management layers can be divided into several categories as shown below:-

Diagram of Organization hierarchy

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Fig.3 Source: Made By Student

There can numerous levels in an organization but the basic structure will be discussed. The 3

levels as shown have their typical problems and the counter mechanism to cope up.

Problem of Top Level: The top level superiors face the hardest job of securing the financial

aspect of the organization (Picot, Reichwald and Wigand, 2008). Mostly the erratic finance

calculations pose a threat to the internal stability of work.

Solution-1: The financial accounts must be managed by highly trained and professional person.

The exact tabulations must be submitted on the day-to-day basis. This enhances the clarity of

work.

Solution-2: The operatives of the superiors must be kept under a strong vigil.

Problem of functional level: The supply of raw materials may get disrupted due to the

communication gap between the executives and the vendors.

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Top LevelOperational LevelOperational LevelOperational LevelFunctional Level

Solution-1: The acknowledge procedure of the order and the receipt of order has to be noted

down officially and signed by the two parties.

Solution-2: The efficiency of the work has to be improved to sustain the pressure of the company

demand. Time management diagnosis can prove effective.

Problem of operational level: The customers get angry due to the bad behaviours.

Solution-1: The proper appraisal system of payments on the basis of behaviour needs to be

introduced.

Solution-2: While recruitment the candidates with arrogance must not be allowed because being

humble is the foremost criteria of reaching heights.

3.b. Mode of Communication between levels

The communication mode through circulars and E-mails has their own credibility and signature

in different levels of organisation (Sarlak, 2010).

1. If a letter is sent from the Chairperson to the top level (board of directors) on strict measures

of bad behaviours, the style would be:-

From: Chairperson

To: Board of Directors

Subject: Strict actions on mis-behaviours

Dear associates,

It is utmost importance that this mail is attending you. The company has decided to

take strict actions on those who disregard their customers. As per yesterday’s

meeting, the decision has been unanimous and should be implemented.

Thanking You

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2. If the same letter is to travel from the top level to the functional level then the matter of the

letter would be:-

From: Board of Directors

To: All the section heads

Subject: Misbehaviour regarded as a punishable offence

Dear colleagues,

The decision regarding the bad behaviours has been taken and implementation is

to follow soon. It is needed to ensure that this circular is followed and our

customers are satisfied with the service.

Thanking You

3. Again, this letter will get a bit morphed when travelling from the functional to the operational

level.

From: Section heads

To: My friends

Subject: Misbehaviour: A punishable offence

Dear workers,

It is with extreme seriousness that the punishments on misbehaviour with the

customers have been dealt with. Anyone found to be guilty shall have to part with a

portion of your salary. It is the customers who are priceless to us.

Thanking You

3.c. Effective Time management Strategies

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The time management strategies are the building blocks of a particular task at hand (Downs and

Development, 2008). The task may be an easy one, or a tough one; proper utilisation of time can

do anything. Below are given some of the time management tactics.

Division of the task: The project needs to be divided into parts and sub-parts so that a

modular structure is formed. It makes the project easy and effective to handle (Chase, 2006).

Appropriate attention to parts: The parts and sub-parts should be attended with due

concentration. A part which needs more time should be given so, instead of an easier task.

Specific time modules: The balance of the practical and theoretical work process must be

handled with exact time durations. There should be a set plan to attend each sub-part individually

on the practical and theoretical aspects.

Priority: The workload of the different parts should be done according to the priority of its

relevance and importance.

Uniformity and steady work: The project needs to be uniformly dealt with so that a steady

flow of work is achieved.

Task 4: Professional Self-Managed learning

4.a. Learning Styles, Honey and Mumford Questionnaire Self-learning has always been practised with utmost care throughout the ages but the

consciousness came due to the wake of present globalisation. It is a method of identifying needs,

evaluating them, and locate resources to reach the goal. According to Kolb’s the learning styles

are as follows:-

Converger: One who tackles specific problems by hypothetical calculations

Diverger: The brainstorming and deduction of ideas play an important role.

Assimilator: One who creates hypothetical convolutions and solves them by reasoning.

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Accommodator: One who relies on experiments and situation based problem solving

methods (Lawrence, 2007).

Evaluating my style applying Honey and Mumford Questionnaire

The Honey and Mumford Questionnaire deals with several types of personalities which can

ultimately deduce the apt method you suit in. The ‘activist’ type relates to someone who is open

minded and enjoys being in the middle of everything. The person does not care about anything

much and acts on impulse. He/she likes to socialise among people and wants to be in the middle

of attractions. The ‘theorist’ is a kind of person who likes to tread the path of analysis and well-

organised facts. He/she follows a strictly principled life and abides by a particular scientific

system. The ‘reflector’ persons are much slower in taking a course of action and prepare a plan

before a project properly. The ‘pragmatist’ persons are much more adaptable than the above

types and do not like to take much time before carrying out a project (Zhang, Sternberg and

Rayner, 2011) .

My Style: The flexibility and modulation in the workplace is a factor which is imbibed in me. I

tend to check every possible ways of a particular hypothesis before action. So, I fall in the

category of ‘pragmatic’ person.

Kolb’s theory and my perception: If I have to analyse Kolb’s theory with respect to me,

accommodator is the one which resembles me the most (Lawrence, 2007).

4.b. Lifelong learning steps and my favourite oneLifelong learning can be achieved with utmost diligence and problem solving aptitude of a

person. The following ways can be followed to encourage sound lifelong learning.

Creative: Creativity is something which can totally change the perception. The process

to try to create a unique hypothesis is the most strenuous brainwork which must be

followed. The skills such as reading, writing, analytical studies, and logical reasoning can

be practised to grow a creative aptitude (Foord and Haar, 2008).

Collaborative: The collaboration of practise has been found to be the most effective

one when it comes to lifelong learning (Bubb and Earley, 2007). The group learning

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methods can be less time consuming and gives a comprehensive knowledge within a

short time span. For e.g. if you are studying with your friends, you will notice that the

sharing of each other’s knowledge is very effective in application skills. So, along with

individual skills the collaborative ways are needed.

Consistency: Be it any kind of assignment or project, one need to be extremely

consistent in work. The brain cells need to be exerted to a certain extent to achieve a

proper learning ambition for life. There is no requirement of you to work extremely hard

every day, instead if you work to a certain extent regularly; it’s going to increase the

effect (Downs and Development, 2008).

Reasoning and analysis with time management: The reasoning of a theory or

hypothesis is something one needs to practise to enhance the effect of lifelong learning

(Downs and Development, 2008). The time management skills to segregate effective

studies and non-effective methods are also needed so that the maximum attention goes to

the effective method. Theories are definitely needed but the mental ability to question

them should be honed. This is also required to measure the actual progress within a time

period.

4.c. Research sources and their justificationThe research sources are mentioned below:-

Handbook of Intellectual Styles: The Honey and Mumford Questionnaire by

Honey, and Mumford has been consulted

Personal, reflective writing in business communication and

management: The Kolb’s style has been studied from this source.

Professional Learning Communities: A book written by Foord, Kathleen

and Har has also helped me to frame my thoughts.

Justifications of using the sources

The above books are authentic and reputed in their field of study. The concepts in each of these

books are extremely well-received by the world readers. It is to be noted that the references are

only taken from the genuine sources to ensure proper writing. The above books are very

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particular about its developmental and analytical outlook and the writing is totally based upon

facts. Personal development at professional level has many aspects to discuss and the writers

have been true to its essence.

I am no person to judge any book, but I found these sources to be extremely useful conceptual

guides. Relevant issues with apt explanations are something essential which is present in the

books too.

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Bibliography

Beekman, K. (2007) Avant-garde and criticism, Amsterdam: Rodopi.

Bubb, S. and Earley, P. (2007) Leading and managing continuing professional development : developing

people, developing schools, 2nd edition, Los Angeles: Paul Chapman Publisher.

Chase, R.B. (2006) Operations management for competitive advantage, 11th edition, New Delhi: Tata

McGraw-Hill.

Downs, L.J. and Development, A.S.f.T.a. (2008) Time management training, Alexandria: ASTD Press.

Financial Accountant - Securitisation (2011) Financial Accountant - Securitisation, [Online], Available:

http://jobs.efinancialcareers.com/job-4000000000927277.htm [11 December 2011].

Foord, K.A. and Haar, J.M. (2008) Professional learning communities : an implementation guide and

toolkit, New York: Eye On Education.

Lawrence, P.H. (2007) Personal, reflective writing in business communication and management, San

Francisco: ProQuest.

Mathis, R.L. and Jackson, J.H. (2011) Human resource management, 13th edition, Mason:

Thomson/South-western.

Mathur, P. (2005) Academic dictionary of personnel management, Delhi: Isha Books.

Matthews, S., McCormick, M. and Morgan, A. (2010) Professional Development in Social Work:Complex

Issues in Practice, Oxford: Taylor & Francis.

Picot, A., Reichwald, R. and Wigand, R.T. (2008) Information, organization and management, Berlin:

Springer.

Rossiter, A. (2008) Professional excellence : beyond technical competence, Hoboken: Wiley.

Sarlak, M.A. (2010) The new faces of organizations in the 21st century : management and business

reference book, Toronto: Naisit.

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Warren, C.S., M., R.J. and Duchac, J. (2011) Corporate financial accounting, 11th edition, Mason: South-

Western Cengage Learning.

Zhang, L.-f., Sternberg, R.J. and Rayner, S. (2011) Handbook of intellectual styles : preferences in

cognition, learning, and thinking, New York: Springer Publishing Company.

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