Personal Development

Personal Development

• Sets goals and identifies development needs whether related to work or social life
• Needs depend on what you have already achieved and experiences
• To develop further, you need to assess your skills, strengths and weaknesses so that goals can be set
• All employees should take personal responsibility for their development:

1. Asses current skills
2. Set clear, realistic targets
3. Identify how to achieve targets
4. Review targets regularly.

Personal Development

• Sets goals and identifies development needs whether related to work or social life
• Needs depend on what you have already achieved and experiences
• To develop further, you need to assess your skills, strengths and weaknesses so that goals can be set
• All employees should take personal responsibility for their development:

1. Asses current skills
2. Set clear, realistic targets
3. Identify how to achieve targets
4. Review targets regularly.

Skills Scan

• A list of statements showing how far an individual has mastered skills
• It should be used as an honest judgement
• It is then used to prepare a Personal Development Plan

Personal Development Plan

• A document used to formally record areas which require development
• Methods of improving these areas and a timescale can also be included
• A PDP is completed by an employee in discussion with the line manager
• It allows the line manager to organise any courses or development time
• A PDP allows an employee to:

1. Focus on specific aspects of the job
2. Identify existing skills
3. Identify training needs
4. Expand their role within the organisation

Targets

• Something that you are going to accomplish
• Operational - results you or your organisation are aiming to achieve
• Developmental - what you agree to do to improve your performance, knowledge or skills
• A skillscan is often used to identify the skills you have and any further training requirements

Setting Targets

• Usually a questionnaire is used which asks questions such as "What do you want to get out of your job?"
• The questions are not generally post specific
• They are written in line with the company objectives

Writing Clear Targets (SMART Targets)

• Specific - should detail precisely what you are going to do
• Measurable - e.g a number
• Agreed - with your line manager
• Realistic - they should stretch you but still be achievable
• Timescale - there shoukd be a timescale attached to achieving them

Why do organisations monitor targets?

To make sure employees are on track to achieve them. 

Methods of recording targets

Gantt chart, Line Manager checks, sample checks, buddy systems, monitoring systems, audits/system checks.

Four good time management techniques are:

• Prioritising tasks - This will make it easier for you if you do not know where to start, and it lets you complete the most important tasks first
• Clear your desk - This will give you a clearer mind and a more positive approach to work, allowing you to feel in control of your own work
• Avoid being interrupted - This will let you work at your own pace without the need to rush and possibly make mistakes
• Make a to-do list - This means you are planning your day and it will make you feel more in control. The timing element can also be used to your advantage