My Personal Plan
Reflective People Management
Assessment 1
Personal Development Plan
Contents Page
Index Page Number
1. Contents page 1
2. Introduction. 2
3. Where I want to be. 3
4. Where am I now? 4
5. How am I going to get there? 6
6. How am I going to monitor and review my progress? 7
7. Conclusion. 7
8. Action Plan. 8
9. Appendices.
9.1 Belbin exercise results
9.2 Honey and Mumford exercise
9.3 Domain Mapping exercise
10
11
13
10. References. 13
11. Bibliography 14
Personal Development Plan
“If you don't design your own life plan, chances are you'll fall into someone else's plan. And guess what they have planned for you? Not much.”
- Jim Rohn (cited @ thinkexist.com)
1. Introduction
The scope of this report will be to outline and support personal development needs raised through a variety of indicators relating to my strengths and weakness’.
The aims and objectives of this report are to critically analyse my strengths and weakness’ through SWOT analyses, and additional material to generate a strategy to improve my learning styles. This will be achieved through continuing professional development (CPD).
Henderson (2008) defines CPD as;
“a continuing process of personal growth by which individuals improve their capability at work and realise their potential”
Past papers have discussed a need for employees to commit to CPD in view of a continually changing environment. This is now
Assessment 1
Personal Development Plan
Contents Page
Index Page Number
1. Contents page 1
2. Introduction. 2
3. Where I want to be. 3
4. Where am I now? 4
5. How am I going to get there? 6
6. How am I going to monitor and review my progress? 7
7. Conclusion. 7
8. Action Plan. 8
9. Appendices.
9.1 Belbin exercise results
9.2 Honey and Mumford exercise
9.3 Domain Mapping exercise
10
11
13
10. References. 13
11. Bibliography 14
Personal Development Plan
“If you don't design your own life plan, chances are you'll fall into someone else's plan. And guess what they have planned for you? Not much.”
- Jim Rohn (cited @ thinkexist.com)
1. Introduction
The scope of this report will be to outline and support personal development needs raised through a variety of indicators relating to my strengths and weakness’.
The aims and objectives of this report are to critically analyse my strengths and weakness’ through SWOT analyses, and additional material to generate a strategy to improve my learning styles. This will be achieved through continuing professional development (CPD).
Henderson (2008) defines CPD as;
“a continuing process of personal growth by which individuals improve their capability at work and realise their potential”
Past papers have discussed a need for employees to commit to CPD in view of a continually changing environment. This is now
References: Belbin counselling report Farmer, J; and Campbell, F (1997) “Information Professionals and Transferable Skills” Vol 18 No 3, pp 129-134 Henderson, I (2008) “Human Resource Management”, CIPD 2008 pp 97 Pedler, M; and Boydell, T (1999) “Managing Yourself”, pp 30-42 Pedler, M; Burgoyne, J; and Boydell, T (2001) “A Managers Guide to Self Development (4th Edition), pp 201 Retrieved 11th October 2009 from http://thinkexist.com/quotes/jim_rohn/ Cary L Cooper, Ronald J Burke (eds.) (2005) “Reinventing HRM: Challenges and New Directions”: Routledge Gray, R (2004) “How People Work Henderson, I (2008) “Human Resource Management”: CIPD 2008 pp 97 Oakland, J: and Sohal, A (1996) “Total Quality Management” pp187-196 Pedler, M; and Boydell, T (1999) “Managing Yourself”, pp 30-42 Pedler, M; Burgoyne, J; and Boydell, T (2001) “A Managers Guide to Self Development” (4th Edition), pp 201 Whetton, D & Cameron, K (2004) Developing Management Skills” (6th ed): Prentice Hall Winstanley, D (2005) “Personal Effectiveness”: CIPD