Continuous Self Development
Personal
Development
Planning
Checklist 092
Introduction
Employers are increasingly aware of the importance of investing in their staff and often put structures in place to provide opportunities for the development of employees. Nonetheless, managers also need to take personal responsibility for renewing and updating their skills and knowledge throughout their working lives.
Personal development is a lifelong process of nurturing, shaping and improving skills and knowledge to ensure maximum effectiveness and ongoing employability.
Personal development does not necessarily imply upward movement; rather, it is about enabling individuals to improve their performance and reach their full potential at each stage of their career.
Adopting a constructive approach to personal development planning (PDP) will help individuals to: consider where they want to go and how they can get there revitalise technical skills that date very quickly build up transferable skills (such as self-awareness, ability to learn, adaptability to change, empathy and good time management) monitor and evaluate achievements.
The process of PDP provides a schedule to work to and can lay the basis for: continuous learning a sense of achievement ensuring employability and survival in an age where very few jobs can be guaranteed to stay the same making the most of opportunities which may arise.
Definition
Personal development planning is the process of: establishing aims and objectives - what you want to achieve or where you want to go, in the short, medium or long-term in your career assessing current realities identifying needs for skills, knowledge or competence selecting appropriate development activities to meet those perceived needs.
Scheduling and timing are important but cannot be too regimented.
All rights reserved. No part of this publication may be reproduced in a retrieval system, or transmitted, in any form or by any means, electronic, mechanical,
Development
Planning
Checklist 092
Introduction
Employers are increasingly aware of the importance of investing in their staff and often put structures in place to provide opportunities for the development of employees. Nonetheless, managers also need to take personal responsibility for renewing and updating their skills and knowledge throughout their working lives.
Personal development is a lifelong process of nurturing, shaping and improving skills and knowledge to ensure maximum effectiveness and ongoing employability.
Personal development does not necessarily imply upward movement; rather, it is about enabling individuals to improve their performance and reach their full potential at each stage of their career.
Adopting a constructive approach to personal development planning (PDP) will help individuals to: consider where they want to go and how they can get there revitalise technical skills that date very quickly build up transferable skills (such as self-awareness, ability to learn, adaptability to change, empathy and good time management) monitor and evaluate achievements.
The process of PDP provides a schedule to work to and can lay the basis for: continuous learning a sense of achievement ensuring employability and survival in an age where very few jobs can be guaranteed to stay the same making the most of opportunities which may arise.
Definition
Personal development planning is the process of: establishing aims and objectives - what you want to achieve or where you want to go, in the short, medium or long-term in your career assessing current realities identifying needs for skills, knowledge or competence selecting appropriate development activities to meet those perceived needs.
Scheduling and timing are important but cannot be too regimented.
All rights reserved. No part of this publication may be reproduced in a retrieval system, or transmitted, in any form or by any means, electronic, mechanical,