...Personal Development Planning For Postgraduate Research Students Postgraduate Personal Development Planning 1 INTRODUCTION Personal Development Planning (PDP) is a process already present in most PhD supervision and study practices. PDP is ‘a structured and supported process undertaken by an individual to reflect upon their own learning, performance and/or achievement and to plan for their personal, educational and career development’ (QAA 2001). This handbook provides guidelines for Postgraduate Research students at Queen’s on what PDP involves and to help you to get the most out of the process. Please note that there may be slight variations or specific requirements for you in your School or subject area. Key features of PDP: • PDP is an ongoing process, not a single document, nor is it carried out at a single point in time. • It provides you with the opportunity to plan, reflect on and record your progress, development and achievements. • PDP formalises good practice in working for and supervising a research degree. • PDP is a structured and supported process. The structure and support is provided by: - The Skills Analysis Questionnaire - The Postgraduate Skills Training Programme (PSTP) - Records of meetings with your supervisor(s) - Training plans - Formal reviews – 3 month, differentiation, and annual monitoring - Records and evidence of your achievement - Your evaluation and reflection of your progress, achievements and skills - Your research diary or log...
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...Methods to Improve Personal and Professional Skills • Counselling 3 • Mentoring 3 • Differences 3-4 Professional Development Skills to Help Meet Personal or Organizational Goals and Objectives • Conflict Management 4 • Delegating With Confidence 4 • Meeting the Challenge of Administrative Leadership 5 Time Management 5 The Value of continuous Professional Development to the Organization and the Individual 5 • Value to the Individual 6 • Value to the Employer 6 Task 2 Personal Skills Audit • Purpose 7-8 Importance of Identifying Learning Style 8 How to Monitor the Effectiveness of My Own Learning Style 8-9 Task 3 The Purpose of a Personal Development Plan (PDP) 10-11 My Skills Audit as a Business Development Officer 12-14 Personal Development Plan for Current Position as Business Development Officer 15-16 Conclusion 16 References 17 Advanced Professional Development Introduction Advanced Professional Development is a programme designed to guide learners in being accountable for their learning and development needs to meet personal, professional, and organizational goals and objectives in order to remain competitive in a globalized working environment. This paper seeks to: • Explore methods to improve personal and professional skills to meet organizational and own goals and objectives. • Carry out personal skills audit which...
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...Career Self-Development | Research Paper | | | | Majd Mohammed | [Pick the date] | | Contents 1. Introduction 3 2. Classification of Career 3 2.1. Overall Goals & Objectives Development 3 2.2. Short Term Career Goal (few months to 2 years) 4 2.3. Long Term Career Goal (above 10 years) 4 2.4. Making Career Choices and Decisions 4 2.5. Managing the Organizational Career 4 2.6. Managing Boundary-less Careers 4 2.7. Taking control of personal development 4 3. Career Planning 5 3.1. Importance of Career Planning 5 4. Process of Career Planning 5 4.1. Self Assessment 5 4.2. Self Development 6 4.3. Career Research and Development 6 4.4. Action Plan 6 5. Need to Understand Career Self Management 7 6. Types of Career 7 7. Career Orientation 8 7.1. Organizational Tenure and Age 8 7.2. Employment Status and Gender 9 7.3. Educational Level and Employability 9 8. Conclusion 9 9. References 10 1. Introduction Career Self Management also referred to as Individual Career Management can be expressed as self monitored and examined process of planning the carrier. It involves selecting and setting of goals and working on strategies for achieving them. In recent times career options have increased to a great extent. Career opportunities have also increased due to rapidly development of technology and globalization. It is very essential to manage the career and understand the opportunities with...
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...Report Personal Effectiveness i360 Name Test Candidate Table of contents 1. 2. 3. 4. 5. Introduction Strength/weakness analysis Feedback open questions Overview competences Personal development plan Introduction Here is the rapport of the Personal Effectiveness i360. In this report your data and the data of other the respondents is processed. Strength/weakness analysis First you find a strength/weaknesses analysis. In this part is indicated which competences are rated relatively high and low by you and your respondents. You can also see whether you and your respondents agree or differ on the ratings of the various competences. You can use this information for your personal development plan. Results The results section starts with the answers to the open questions. After that you will find the graphical presentation of the results. This presentation starts with a summary of all the competences and is followed by a detail view per competence in which all results of the individual behavioral indicators per are shown. Personal development plan Eventually you can create a personal development plan by indicating the competences or aspects from competences you want to improve. Using this you can direct your own personal growth. Page 2 of 20 Respondents The following persons are registered as respondents for this 360 degree feedback survey. The status of each respondents is shown as well : Self Others Test Candidate Test Respondent1 Test Respondent2 Completed...
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...CAREER DEVELOPMENT PLANNING A well-developed career plan will consider the following five elements: direction, career time, transitions, career planning options, and projected outcome. If it does, it will be sufficiently flexible to accommodate changing opportunities for development and multiple (where several exist) ways of arriving at your goals. At the end of the career planning process, you should have set realistic career goals which lead to planned goal-related training and developmental activities that can be set forth in an Individual Development Plan and can reasonably be accomplished during the next year. Direction This involves career goals. Goal setting has two components: what you want to do (involving your knowledge, interests, and needs) and what the Coast Guard needs to do. Goal setting has to address both components through self-assessment and an assessment of the organization. Self-assessment refers to your role, relationships, personal attributes, personal limitations, and job identification. It asks, "Who am I?" Assessing the organization refers to looking at the boundaries set by the Coast Guard which influence your perceptions of available alternatives and the extent to which your aspirations are realistic and timely. (Boundaries include the Coast Guard's hierarchy, the functions of your work unit, the degree to which you identify with a particular group or specialty, your supervisor's technical or interpersonal skills, and the...
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...OXFORD – PHILIPPINES INTERNATIONAL SCHOOL Salawag Campus, Cavite CAREER COUNSELING A WRITTEN REPORT ON GUIDANCE and COUNSELING Submitted by: JANET R. PINTO RAQUEL F. HERNANDEZ Submitted to: Dr. LUZ B. DASMARIňAS Professor CAREER COUNSELING I. INTRODUCTION Keeping a balance between personal and professional life is quite important for any person. At times we get so get stressed out owing to the work pressure that the momentum is somewhere lost. A such a phase of life it becomes very crucial to understand your work in a better manner become capable of making strong and righteous decisions. Career Counseling is one such practice that aids people by making a connection between passion to work, purpose to do a task and understanding and acknowledgement of work. Working atmosphere is different at different offices and different industries. It furthermore transforms as you grow in a position with evolution in ressponsibilities and tackling new individuals who may not be as supporting as your last associates. Career Counseling in such arenas help in building capabilities and leaves no stone unturned in ensuring that with your independence in doing a task and with the new found confidence, each task for you become a child’s play, thereby bringing satisfaction and contentment in your professional life. Also, increasing awareness and purpose for desired work is one aspect. It goes a long way in helping individuals in improving their standard of work...
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... Module: Core Business Skills Code: UGB 103 Assessment Element 1: Skills Audit and PDP Plan (Total 15 module marks) (This assignment covers the following skills learning outcomes, taken from the Module Guide: Skills:- 8 - Manage own time, including setting own goals and targets for Progress Files) Date of Submission: 12th October 2012 TASK: Draw up an initial skills assessment to rate your skills level. Your assessment should include an analysis of your current strengths and weaknesses, personal development goals, and action plan. To complete this task you are required to: 1. Complete Form A “Self Assessment of my Present University Skills”, Form B “Areas for Discussion with your tutor”, and Form C “PDP Plan”. You may proceed with this activity after personally meeting and discussing with your tutor. 2. For further information please to refer to “Guide to Finding Study Skills Support & Starting Out on your Personal Development”, available on Sunspace in the UGB103 site. FORM A (3 Marks) SELF ASSESSMENT OF MY PRESENT UNIVERSITY SKILLS |Name: | |Date: | |Rate your Skills and Abilities |Poor |OK |Good |Wish...
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...What is Career Planning? Career planning consists of activities and actions that you take to achieve your individual career goals. Career planning is the ongoing process where you: Explore your interests and abilities; Strategically plan your career goals; and Create your future work success by designing learning and action plans to help you achieve your goals. Who's Responsible for Planning Your Career? You have the lead responsibility for planning your career. Supervisors, managers, and your agency can provide you with meaningful assistance in this process. The following are examples of career planning actions: Employees: Decide what you want from your career now and in the future. Take actions individually or with your supervisor to assess your individual interests, strengths, and areas for development. ( See Steps to Career Planning ) Develop a yearly “Employee Development Plan” (See Part III of the Employee Work Profile ) with input from your supervisor, including current job development and long-term career objectives as part of the performance management process. Work with your supervisor to identify on-the-job learning and training opportunities, continued education, and/or avenues for professional development. Managers: Identify the job-related knowledge, skills, abilities, competencies and experience that employees need to be effective in their positions. Help employees define short and long-term development needs that support agency...
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...Personal Development: Introduction This article needs attention from an expert in Psychology or Personal life explain the issue with the article Personal life (or their Portals) may be able to help recruit an expert. An individual's personality is an aggregate conglomeration of the decisions they have made throughout their life and the memory of the experiences to which these decisions led. There are inherent natural, genetic, and environmental factors that contribute to the development of our personality. According to process of socialization, "personality also colors our values, beliefs, and expectations. Hereditary factors that contribute to personality development do so as a result of interactions with the particular social environment in which people live." There are several personality types as Katharine Cook Briggs and Isabel Briggs Myers illustrated in several personalities typology tests, which are based on Carl Jung's school of Analytical psychology. However, these tests only provide enlightenment based on the preliminary insight scored according to the answers judged by the parameters of the test. Other theories on personality development include Jean Piaget's stages of development, Erik Erikson's stages of psychosocial development, and personality development in Sigmund Freud's theory being formed through the interaction of id, ego, and super-ego. Speak to almost any volunteer and they will tell you that they get at least as much out of giving time as they...
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...7 Habits of Highly Effective People Book Summary Before going into the actual 7 habits, the author Steve Covey goes into few important concepts. Character Ethic (good) There are basic principles of effective living and people can only experience true success and enduring happines as they learn and integrate these principles into their basic character. Personality Ethic (not so good) It is manipulative, deceptive, encouraging people to use techniques to get other people to like them. Personality ethic is illusory and deceptive and trying to get high quality results with its techniques and quick fixes – not effective at all. Paradigm The book talks a lot about paradigm shifts and I remember having to look it up in the dictionary to find the true meaning of it; paradigm meaning: model, theory, perception, assumption, the way we see world. Conditioning affects our perceptions/paradigms (old/young lady drawing example in the book worth checking out). We see the world not as it is but as ‘we are’ through our paradigms. Different people can have different views and still both be correct. The more aware we are of our basic paradigms the more we can examine/test them against reality, listen to others and be open to their perceptions getting a larger picture and far more objective view. Paradigm shifts move us from one way of seeing the world to another. They influence our relationship with others. Not all are good. If we want to make relatively minor changes in our lives we...
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...Name: Malik Shakeel Unit No: 5001 Unit Title: Personal development as a manager and leader Candidate No: 289 Contents Introduction to the unit and the concept of the assignment …………………………………………………………….3 Section 14 (Assessment criteria 1.1)4 (Assessment criteria 1.2)5 (Assessment criteria 1.3) …………………………………………………………………………………………………………………..5 Section 27 (Assessment criteria 2.1)7 (Assessment criteria 2.2)8 Section 3.................................................................................................................................................9 (Assessment criteria 3.1)9 (Assessment criteria 3.2)9 (Assessment criteria 3.3)………………………………………………………………………………………………………………….10 Section 4...............................................................................................................................................10 (Assessment criteria 4.1)10 (Assessment criteria 4.2)11 (Assessment criteria 4.3)………………………………………………………………………………………………………………….12 (Assessment criteria 4.4)12 (Assessment criteria 4.5)13 Bibliography 14 Introduction to unit 5001 This unit is based on management and leadership skills of manager/team leader or individuals. It mainly focuses on the improvement of an individual’s management and leadership skills and competencies against set organisational objectives. Concept of the assignment This assignment contains different tasks based on improving skills and achieving set organisational objectives. The first section of...
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...HR Plan-06s Career Planning I. Meaning & Elements of Career II. Career Planning: Meaning and Nature III. Career Planning Benefits IV. HR Department Assistance for Career Planning V. Different Stages of Career Development Process Or, Cycles of Career Development Process VI. Career Development I. Career: Meaning & Elements Definition of Career Career is a sequence of attitudes and behaviors associated with the series of job and work-related activities over a person's lifetime. Yet in another way, it may be defined as a succession of related jobs, arranged in hierarchical order, through which a person moves in an organization. As the literal definition of career focuses on an individually perceived sequence, to be more accurate, career may be either individual centered or organization-centered. Therefore, career is often defined separately as external career and internal career. External career refers to the objective categories used by society and organizations to describe the progression of steps through a given occupation, while internal career refers to the set of steps or stages which make up the individual's own concept of career progression within an occupation. For such two different approaches, in organizational context, career can be identified as an integrated pace of vertical and lateral movement in an occupation of an individual over his employment span. Important Elements of Career Analyzing the definitional context, it...
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...and holistic commitment to the continued professional development of employees and managers alike is highly beneficial, not only for the continued success of a business or organization but for the well being and personal development of individuals. Megginson and Whitaker (2007:3) reflect on the personal opportunities afforded through CPD: ‘ It challenges us to make time for personal reflection and review. It reminds us that we have responsibility for developing ourselves…’ Remaining competitive in this ever changing global market is becoming increasingly difficult, putting pressure on managers to deliver consistently high standards of product/service delivery. Guskey (2001) asks that we recognise that professional development is a purposeful and intentional process, which is designed to evoke positive change within organisations. In order to maintain an effective and efficient workforce and to ensure that managers’ skills reflect this commitment to professional development then it is imperative that we, as managers, set personal and professional targets to ensure that our skills accurately reflect organisational goals and direction. Section 1: Demonstrate how you would assess personal and professional skills required to achieve strategic goals There exists a plethora of models to evaluate personal and professional skills but if we are to construct the most accurate and objective overview of our own development needs we must ensure that we do not interpret results...
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...FAH- Unit 15 Development Planning for a Career in Business P6& M3 COMBINED [pic][pic] P6: In this task you will be discussing methods of continuing professional development (CPD) and training relevant to the career plan. |A. | |Research and describe methods of continuing professional development (CPD) and training that are available and relevant to your career path i.e.| |your 3 SMART targets. | | | |What you should include: | |What short course (s) could you do to help develop your skills? | |What enrichment activities could you get involved in and how would they help you? | |What qualifications could you study for and why? | |B. ...
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...PERFORMANCE AND DEVELOPMENT APPRAISAL By Ausra Stutiene 13/12/2014 Aim for this training To gain an understanding of appraisal and the process of it. Training objectives * To understand what is appraisal * To identify the people that should be involved in the appraisal process * To identify 3 key elements that are important for appraisal process What are appraisals? Appraisals tend to happen either every six months or annually and allow you and your boss to discuss your performance , identify your strengths and weaknesses, find out what your ambitions are and work how to get you there. Who should be involved in appraisal process? Most appraisals are between you and your manager, there are a growing number of variations that companies are now using. For instance, a ‘360 degree feedback appraisal’ collates feedback on your performance from a number of people, such as colleagues, other managers and, if relevant, customers. Individual’s (employee’s) part in appraisal process * Provides an opportunity to formally air their views and options * Offers an opportunity to review their career and future within the organisation Manager’s part in appraisals process * Better understanding of how a member of staff may fell about their role * Constructive support with career development * Supportive working relationship Importance of the appraisals * To review performance of each member of staff since their last appraisal and consider and...
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