1. Be able to assess and plan for personal professional development
1.1 Explain the importance of continual self-development in achieving organisational objectives
Self-development can be defined as “ ….. personal development, with the person taking primary responsibility for their own learning and for choosing the means to achieve this. Ultimately, it is about increasing your capacity and willingness to take control over , and be responsible for, events” (Pedler, Burgoyne and Boydell, 2006)
In the current financial climate organisations face huge challenges to meet customer demand and provide excellent service whilst reducing costs. The most crucial resource an organisation uses to continually deliver excellent services and to achievement of the strategic objectives is it’s staff. Organisations should be committed to developing the workforce, ensuring they are equipped to deliver the objectives, have the capacity to meet emerging challenges and continually improve service provision.
Employees also face uncertainty and must develop to improve self performance, confidence and thereby enable them to push their career forward.
Personal Development Plans are the investment organisations make to enable individuals to identify skills needed to improve performance to achieve service level objectives which in turn link to the corporate objectives. This “Golden Thread” (see diagram 1 below) is a logical planning framework that enables the cascade of high level priorities into team plans and targets for individual members of staff.
Diagram 1 – Canterbury City Council “Golden Thread”
Source: Canterbury City Council corporate Plan Canterbury City Council has a Learning and Development Strategy to contribute to the delivery of the Corporate objectives at 4 levels:
• Supporting organisational change
• Supporting leadership development
• Supporting Corporate