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Importance Of Planning And Personal Development Education Essay

A plan is a predetermined course of action which an individual desires to take in order to attain a desired goal or purpose. Planning is a vital process necessary for allocation and utilisation of resources. Personal development plan (PDP) can be explained as a framework and an activity that helps an individual to reflect upon his / her learning, performance and achievements in relation to his / her personal, educational and career development goals and objectives. Personal development planning is a structured way of aiding an individual to identify where he's, where he needs to move and the way to get there. It needs a vision into the future and the required success, a projection of tomorrow with the end in mind.

Personal development plan can be an important tool to assist in understanding oneself and placing of significant goals. It can help to establish goals in terms of what one desires to achieve and the steps to be studied to get there. Through personal development plan, an individual will be able to identify gaps in his skills and come up with action plans to load them and help him to go near the predetermined objective.

In the webpages to follow I am going to outline information on my own development plan focusing on my dream job to become a Chartered Secretary to work in a highly reputable general public limited company. Personal and professional goals required for working as a chartered secretary will be reviewed. The necessity of continuing professional development programmes will be assessed and evaluated. Targets to be performed through personal development plan will be analysed while considering obstacles to reaching these objectives and means to conquer them.

I will conclude by giving a reflective survey assessing the impact of my own learning resistant to the achievement of proper goals while considering my strengths and areas for development of management skills.

1. 1(ii) Skills necessary for a job as a chartered company secretary.

Company secretaries are center point of companies for indie guidance and do of business, governance and conformity. They are in charge of the campaign of best practises essential for organisational performance (www. icsa. org. uk visited on 15th January 2011 at 1700hrs)

In their website www. icsa. org. uk, the institute of chartered secretaries and administrators state that the responsibilities of an company secretary will vary with regards to the level of the work, role, company and sector, either general population or private sector. A number of the responsibilities are:

To suggest the panel of directors on effective decision making on legal and regulatory things and, risk management.

Developing and controlling ways of ensure conformity with legal and regulatory requirements and identify areas for much better corporate governance.

Managing table, shareholders and trustee marketing communications, reports and conferences and liaising with auditors, legal representatives and tax advisors.

Leading on issues essential to performance such as negotiation of contracts, funding, accounting, insurance and property.

Interpreting and advising on financial reporting.

Implementing change in relevant legislation.

In order to perform all these responsibilities of your company secretary, possession of certain personal and professional skills is vital. Some of the skills that I should possess to meet company objectives as a business secretary are discussed below.

Personal skills:

Integrity - a corporation secretary should be considered a person of high moral key points, He should draw in admiration and admiration out of his personal disposition.

Confidentiality - the company secretary can keep secrets of the company and not divulge those to un authorised parties.

Trustworthy - the company secretary handles confidential information of the business, he should be respected to handle such information.

Hard working- a firm secretary should be able to deliver on time and in a position to gather necessary data with promptness and accuracy.

Affable - He/she should be considered a good natured and sociable person who may easily be approached for advice and information associated with the organisation. He should easily connect to all stake holders of the organisation.

Good time keeper- reports and information should be presented on time and therefore the importance of their time management skills.

Communication skills- this is an individual as well as a professional skill. A company secretary should be able to speak fluently, effectively and effectively. It's important to be conversant with different communication methods as well as how to utilize them in adjustable situations.

Professional skills:

Report writing skills- one of the major tasks of any company secretary is to prepare comprehensive reviews for the stake holders of the company. Statement writing skills are essential to be perfected in order to provide well written and complete reports

Presentation skills- a firm secretary should be conversant with different ways of presenting information for different audiences. He can explain technical terms in terms comprehensible to the audience.

Analytical skills- the capability to analyse information and data provided so as to compile studies and present them within an intelligible manner.

Computer skills- the utilization of information technology should help a business secretary in performing his or her tasks. Mastery of relevant computer skills is vital

Problem fixing skills- a company secretary is met with different conditions that arise because of the strong business environment. Problem dealing with skills will be essential to solve matters which could arise

Project management skills. - An organization secretary should have good management skills and a mastery of management of jobs and various requirements at different stages.

Organisation skills- It is important to be well organised and know how to plan activities and deliver within time frames allocated

1. 2. Approaches for assessing professional and personal skills

Under the direction of my lecturer in this subject matter of Professional Development for Strategic Professionals, Mr. Tashfeen Khan, I've completed a skills audit to examine the skills which i require to aid my future career aspiration of working as a chartered company secretary.

By conducting a skills audit review, knowledge and skills which i consider to be important for my future job as a corporation secretary are detailed and rated matching to my current position. My fellow classmates have helped in analysing my behavioural skills and helped in rating them in a scale which range from: strong, fragile and average. I've analysed my complex knowledge and skills and ranked them corresponding to degree of competency using the following categories;

- No current competency - implies that I do not need current knowledge or skill in a particular field

- Not sufficiently skilled - Means that I have some awareness however, not sufficient to work with effectively - there is certainly dependence on improvement

- Some competency - acquainted with and in a position to use the knowledge and skill, sustained work experience and subjection will benefit in achieving higher level competency

- Advanced competency - experienced in the data or skill and able to show others how to use it, however prolonged leaning and coverage will lead to full competency.

- Fully proficient - expert with a high degree of skill and/ or knowledge

2. 1 Skills audit and recognition of learning styles.

Using the previously mentioned methods in 1. 2 for analysing behavioural and specialized knowledge and skills, the desk below shows an research of behavioural and complex skill and the existing personal position assessed on scales described above.

Table 1: skills audit

Behavioural skills - (transferable personal and inter personal skills. They are essential for nearly every career)

Scaled as: 1= Strong

2=Average

3=weak

Communication skills

1.

Problem solving skills

2.

Time keeping and management skills

3.

Self management and development

2.

Task management

1.

Listening skills

1.

Applying initiative

2.

Analytical skills

1.

Information and Computer Technology skills (ICT) skills

2.

Organisation and team building skills

2.

Technical knowledge and skills - (Those that are essential for a particular vocation or field)

Scaled on degree of competency:

Fully skilled= 5; Higher level competency=4; Some competency=3; Not sufficiently proficient=2; No competence=1

Financial article interpretation skills

3

Report writing skills

3

Presentation skills

3

Knowledge on company and business law

2

Good demand of written and spoken English

4

Skill audit summary

From the skill audit conducted I clearly understand my current position and also have discovered areas that I have to improve on in order to accomplish my goals.

Time management and keeping is one of my vulnerable areas that I will improve on and an important aspect in any field or profession. I will also work at bettering other skills in problem fixing, Information technology and team building skills that are essential social skills in a profession of chartered secretary.

Technical knowledge and skills are crucial for particular profession. These I have to work towards improving them since I have not obtained any higher level of competency in almost all of them.

2. 2. Professional development priorities and SWOT analysis

In this section, an evaluation of professional development priorities is performed as well as Strengths, Weaknesses, Opportunities, and Dangers (SWOT) analysis. The analysis of professional development priorities is done using learning material from subject matter lecturer Mr. Tashfeen Khan and adopted from Belbin Team Assignments Inventory developed by Meredith Belbin in 1981.

Belbin Team Jobs - Self Understanding Inventory

The following dining tables have packages of questions which I will answer by distributing a complete of ten points among the phrases which I think best details my behaviour.

The questions relate to an individual dealing with a team but also relate to personal characteristic that can be used to identify personal advantages and weaknesses in developing a person's career.

Table 2. (a) Section I - VII - Belbin team roles inventory tables

Section I: What I really believe I can contribute to a team:

I think I can quickly see and take advantage of new opportunities

A

I could work well with a very wide range of people

B

Producing ideas is one of my natural assets

C

My capability rests in being able to draw people out whenever I discover they may have something of value to donate to group objectives

D

My capacity to check out through has much regarding my personal effectiveness

E

I am ready to face momentary unpopularity if it causes worthwhile ends in the end

F

I am quick to sense what's likely to work in times with which I am familiar

G

I may offer a reasoned circumstance for alternative classes of action without presenting bias or prejudice

H

Section II. If I have a possible shortcoming in teamwork, it could be that:

I am not at ease unless meetings are well organized and controlled and generally well conducted

A

I am willing to be too generous towards other people who have a valid viewpoint that is not given an effective airing

B

I have a tendency to don't stop talking once the group gets on to new ideas

C

My objective perspective makes it problematic for me to join in commonly and enthusiastically with colleagues

D

I am sometimes viewed as forceful and authoritarian if there is a have to get something done

E

I find it difficult to lead from leading, perhaps because I am over attentive to group atmosphere

F

I am apt to get too caught up in ideas that eventually me and so lose tabs on what is happening

G

My colleagues tend to see me as worrying unnecessarily over depth and the probability that things may go wrong.

H

Section III. When involved in a job with other people:

I produce an aptitude for influencing people without pressurising them

A

My standard vigilance stops careless flaws and omissions being made

B

I am prepared to press for action to make certain that the reaching does not waste time or lose sight of the primary objective

C

I can be counted on to contribute something original

D

I am always ready to rear a good advice in the common interest

E

I am eager to consider the latest in new ideas and developments

F

I believe that my capacity for cool judgement is appreciated by others

G

I can be relied upon to see that all essential work is organised

H

.

Section IV: My characteristic method of group work is that:

I have a noiseless interest in learning colleagues better

A

I am not hesitant to task the views of others or even to maintain a minority view myself

B

I can usually find a type of argument to refute unsound propositions

C

I think I have a talent for making things work once an idea must be placed into operation

D

I tend to avoid the obvious and to turn out with the unexpected

E

I bring some perfectionism to any team job I undertake

F

I am ready to make use of contacts outside the group itself

G

While I am thinking about all views, I have no hesitation in making up my brain once a decision has to be made

H

Section V: I gain satisfaction in a job because:

I enjoy analysing situations and weighing up all the possible choices

A

I am considering finding practical answers to problems

B

I like to feel I am fostering good working relationships

C

I can have a solid impact on decisions

D

I can meet people and also require something not used to offer

E

I can get people to agree on a required span of action

F

I feel in my own element where I could give a task my full attention

G

I prefer to find a field that extends my imagination

H

Section VI: If I am instantly given a hard activity with limited time and unfamiliar people:

I would feel like retiring to a nook to devise a way out of the impasse before developing a line

A

I would prepare yourself to work with the individual who exhibited the most positive procedure, however difficult he might be

B

I would find some way of reducing the size of the duty by building what different individuals might best contribute

C

My natural sense of urgency would help to ensure that we did not fall season behind schedule

D

I believe I'd keep cool and keep maintaining my capacity to believe straight

E

I would keep a steadiness of goal in spite of the pressures

F

I would anticipate to take a positive lead if I thought the group was making no progress

G

I would open up conversations with a view to revitalizing new thoughts and getting something moving

H

Section VII: With reference to the issues to which I am put through in working in groups:

I am likely to show my impatience with those who find themselves obstructing progress

A

Others may criticise me to be too analytical and insufficiently intuitive

B

My wish to ensure that work is properly done can take up proceedings

C

I tend to get bored somewhat easily and rely using one or two rousing members to spark me off

D

I find it difficult to get started unless the goals are clear

E

I am sometimes poor at explaining and clarifying complicated points that occur to me

F

I am conscious of requiring from others the items I cannot do myself

G

I hesitate to get my details across after i run up against real opposition

H

The points allocated to each question are moved into the following table.

Table 2 (b) Belbin team role inventory items allocation

Section

IM

CO

SH

PL

RI

ME

TW

CF

I

g

7

d

5

f

7

c

6

a

7

h

8

b

9

e

II

a

7

b

8

e

1

g

3

c

5

d

2

f

2

h

III

h

9

a

8

c

6

d

7

f

8

g

8

e

9

b

IV

d

8

h

8

b

7

e

2

g

7

c

8

a

8

f

V

b

9

f

7

d

7

h

6

e

7

a

8

c

9

g

VI

f

8

c

5

g

7

a

3

h

8

e

9

b

8

d

VII

e

8

g

3

a

6

f

6

d

4

b

7

h

4

c

TOTAL

56

44

41

33

46

50

49

38

1 5 6 8 4 2 3 7

The column with the highest total points reveals my key team assignments other high scores indicate additional jobs that I may also take on.

Arranged to be able from best to worst:

Implementer (IM) = 56 POINTS

Monitor evaluator (ME) = 50 POINTS

Team worker (TW) = 49 POINTS

Resource investigator (RI) = 46 POINTS

Co-ordinator (CO) = 44 POINTS

Shaper (SH) = 41 POINTS

Completer finisher (CF)= 38 POINTS

Plant (PL) = 33 POINTS

The explanation of the team tasks is provided below:

Table 2 (c) Belbin team role evaluation table

Key

Team Role

Team contribution/personal style

Allowable weakness

PL

Plant

Generates ideas. Creative, imaginative, unorthodox, solves difficult problems

Ignores details, too preoccupied to talk effectively

RI

Resource investigator

Maintains awareness of resources available outside the team. Extrovert, enthusiastic, communicative, explores opportunities, builds up contacts

Overoptimistic, manages to lose interest after the initial excitement has passed

CO

Co-ordinator

Ensures interior resources are applied to the team goal. Mature, confident, a good chairperson, clarifies goals, promotes decision making, delegates well.

Can be seen as manipulative, delegates personal work.

SH

Shaper

Shapes what sort of team functions. Challenging, vibrant, thrives on pressure, has the drive and courage to overcome obstacles

Can provoke others, hurts individuals feelings

ME

Monitor evaluator

Assesses team improvement against the objectives and milestones. Sober, strategic and discerning, sees all options, judges accurately.

Lacks drive and ability to encourage others, overly critical

TW

Team worker

Involves everyone, manages specific needs, and seeks to gain commitment by participation. Co-operative, slight, perceptive and diplomatic, listens, builds, averts friction, calms the waters

Indecisive in crunch situations, can be easily influenced

IM

Implementer

Turns ideas into useful activities. Disciplined, reliable, conservative and effective.

Somewhat inflexible, poor to react to new possibilities

CF

Completer finisher

Ensures the work is properly done. Painstaking, conscientious, restless, searches out mistakes and omissions, provides on time

Inclined to be concerned unduly, unwilling to delegate, can be considered a nit-picker.

Sources: "Management Groups - Why they be successful or are unsuccessful" Meredith Belbin, 1981, Butterworth-Heinemann

"Team Roles at Work" Meredith Belbin, 1993, Butterworth-Heinemann

Summary of talents and weaknesses

The above advised analysis by Meredith Belbin has been significant in assisting to understand my own strengths and weaknesses. I agree with the results of the research which i am thinking about implementation of ideas, disciplined, reliable, traditional and effective but also slightly inflexible and slow-moving to respond to new choices. I am also a screen and evaluator with a identity to see all options and judges accurately although I might lack drive and ability to encourage others and sometimes over critical. More compared to that I am a good team worker who requires everyone and looks after individual needs seeking to gain commitment by involvement.

Some of my most severe skills that I might need to boost are together to overcoming road blocks which I lack the drive, failure to thrive on pressure and in challenging vibrant situations. I am also fragile at ensuring that jobs are well completed and sent promptly, and without errors and omissions. Technology of ideas when you are creative, imaginative and potential to resolve difficult problems is also a significant region of weakness

3. 1 Personal development plan (PDP)

A personal development plan allows an individual for taking fee of his own learning and development. Learning becomes a proactive as well as reactive process designed and prioritised to support immediate development needs as well as permanent ambitions

A personal development plan will enable me to identify key areas of learning and development that will allow me to obtain new skills and attributes for addressing my career aspirations in the future.

In the previous sections I have carried out a skills analysis and motivated my learning and development needs. The next is an individual development intend to meet up with the requirements identified in the abilities audit.

PERSONAL DEVELOPMENT PLAN (PDP)

Name: Joseph Mutisya

Date: 26th December 2010.

Needs:

Objectives:

How to meet needs.

Achievement determiners.

What is my current position?

A regular student undertaking an even 7 diploma in general management and management skills

*Attain relevant management and control skills to qualify as a powerful and more efficient manager

* By doing the a year diploma and learning and understanding all the relevant modules

* writing and submitting all projects to the modules and transferring with suitable standards

Where do I wish to be in 1 to three years time?

-To enrol for an MBA level.

-To complete professional tests in chartered secretaries and administrators

- To undertake computer lessons and attain relevant IT skills

* To help expand my knowledge in general management and administration of organisations and to increase my employability opportunities.

* To become a professional chartered secretary

* To be efficient used and request of It in modern business practises.

1. By enrolling for a distance learning MBA program after completion of diploma.

2. By registering with professional body of institute of chartered secretaries and administrators, learning and making an attempt all professional examinations.

3. Enrolling for in your free time computer classes for chosen plans.

1. Passing written exam and writing a dissertation.

2. Transferring all modules and being given with certificates of merit after completion.

3. having the ability to apply the discovered IT skills and passing any written and sensible examination

Where do I want to be in four to six 6 years?

Should have completed my studies, obtained a job in a medium size company as either a company secretary or an helper to the secretary

To gain the relevant sensible work experience and apply the years of education and learning into sensible field.

To be fully certified chartered company secretary

By making job applications and participating in job interviews whenever shortlisted.

Gaining work experience in a corporation for an interval of 6 years

Getting employed in a company of preference and fully utilizing the attained knowledge.

Final honor by professional body of title of Chartered secretary.

Challenges that am likely to meet in my development plan.

1. Financial constrains to.

The MBA degree and the chartered secretary course require high amounts of money

2. change in UK legislation in regards to student visa extension thus restricting my research period

Perceived means of overcoming those issues.

1. Relying on savings to financing the development objectives, otherwise my partner is willing to fully support where necessary.

2. Spending so much time to achieve the MBA before expiry of current visa in 2013. Professional assessment can be studied from my local country in the event I fail to get visa extention.

What adjustments would I make to attain my goals?

Draw a workable time plan of when to planning on to begin and finish goals.

- be time careful and work extra hard.

- read extensively especially on business matters.

-prioritize goals and work within specified time casings.

What else must i consider important to my personal development?

-Eat balanced diet and exercise regularly.

- connect to positive minded people who'll help me to remain focused and driven to attain goals

3. 3 Professional development plan/ ongoing development plan

A professional development plan is a brief planning record that examines someone's current Continuous Development Plan (CDP) needs, and talks about how these might be fulfilled by listing goals for future years and assisting to structure and focus the training needs. ( Mr. Tashfeen Khan, professional development for strategic managers, lecture material. )

CONTINUOUS DEVELOPMENT ARRANGE FOR THE ENTIRE YEAR 2011-2012

Aims and dreams:

Attain a protracted diploma in general management and leadership

Successfully complete a MBA post graduate degree

To have attempted and successfully handed down in four of the eight professional exams for chartered secretaries.

Skills/ knowledge required to achieve the aims

How fulfil them

Time management skills

Planning activities before starting and allocating specific time to check out.

Financial interpretation skills

Learning relevant modules in professional training

Presentation skills

To be received trough course work in professional developemnt

Report writing skills

Through professional training

Computer skills

Enrol for computer classes

Management skills

Learning from prolonged diploma in management and authority.

3. 3. Reflective report.

By starting this component of professional development for tactical managers, I have already been in sighted to carefully examine my goals and aspirations as far as my future life and profession are worried.

I have discovered my week areas especially on time management and have been able to focus and arrange for the future and steer clear of procrastination. I am more enthused to handle the challenges that may occur to maintain my improvement towards obtaining my goals since I have shown and accommodated them in my own planning.

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