Theoretical Framework and Overview of People and Personal Development - Coursework Example

By Insert Presented to Location Due PERSONAL DEVELOPMENT PLAN Introduction Personal development plan is one of the major instruments used by individuals and persons in identifying their strengths and weaknesses. Personal development entails processes and activities focused to improve identity and personal identity. In addition to this it develop talent, enhancing quality of life, people and individual potential. All of these aspects contribute greatly to the realization of aspirations and dreams (Williams 2002). This concept is mostly applied in institutions as well as at individual personal level. In these context methods, techniques, learning styles and methodologies and assessment systems are adopted for the support of human development (Williams 2002) . Reflections on individual’s performance and achievement can be easily determined by developing personal development plan. Therefore from this it can be argued that development plan enhances exploration and definition of goals and ways to make them real. It facilitates articulation of skills newly developed transformed to becoming opportunities in the future thus supporting experience of an individual. According to Williams (2002) he asserts that personal development plan helps individuals to reflect what it has been achieved crossed checked with what is required to be achieved in a structured way.] Theoretical framework and overview of people and personal development plan Personal development plan enhances people and individuals to be aware of their individual weaknesses and strengths. People develop these plans so as to follow a structured guideline to solve development issues as well as improving interpersonal relationship. This involves capitalizing and taking advantage of the strengths and at the same time minimizing the underlying weaknesses. Successful accomplishment of a development plan requires people and individuals to be able to scrutinize problem attributed to their personalities and focusing on how to change them (Leymann 1996). It is worth to note that honesty, hard work and perseverance plays crucial important role in developing and effective personal development plan. Enhanced communication in the context of personal level, institution and workplace promotes teamwork and this is a major indication of personal development plan effectiveness (Williams 2002). A process of personal development It is notable that personal development plan in most cases is a personal process and in other cases is a requirement process by in institutions regarding employers and tutors. From its various ascribed definitions development plan is a process which takes place overtime. The process entails deep thinking concerning life and ambitions in structured ways and personal definition of success. People and individuals need to access the right information in order to make appropriate and suitable choices. It is important to share the relevant reflection with the right trusted people. Individuals need to identify the opportunities in order to experiment and test oneself in the new area. This will enhance better understanding personal abilities, limits and the underlying barriers. In addition to this an individual is expected to establish develop knowledge and skills based on the opportunities in order to achieve his or her ambition (Leymann 1996). In the context of the institutions notably the workplace it is linked to the employers setting the requirement of supervision and annual appraisal. According to QAA (2009) in their studies provides that people and personal development plan improves individual skills thus puts individual potentials in better position. This ensures that individuals become more effective and expertise thus enabling them to meet much bigger challenges. Organizations further foster through training and development thus increasing efficiency in the workforce within the organization. Therefore it can be argued that personal development process should be incorporated with training and development to ensure that focus on organizational goals, missions and objectives is not lost. Leymann (1996) argues that personal development plan ensures that people and individuals become accountable to their development majorly in the search and acquisition of new skills and its application. Personal development plan design It is notable that personal development plan is designed such that it helps people and individuals to be able to meet their development needs and aspirations. It further provides an avenue where there is facilitation in regard to realization of specific set of objectives in organizations and individuals. Therefore it can be argued that personal development plan promotes personal growth as well as fostering enthusiasm in achieving goals and objectives and this can be argued to enhance self realization and personal satisfaction (Jackson 2002). Personal development plan is also design such that training and development is incorporated which is focused in the acquisition of the necessary skills and this enhances effectiveness in institutions and organizations. Training and development ensures that individuals notably the employees or students in the institutions are able to feel the core values, mission, visions and aspirations with them always. This facilitates loyalty and commitment thus promoting development and nurturing of talents and potentiality in the task force (Williams 2002). Also in regard to personal development plan design this instrument is essential in the management of resources. In the context of this design there is need to utilize them properly and minimizing loss whatsoever. In organizations it is designed to save financial resources used for sourcing talents and taskforce. This brings along immense benefit on personal level as well as institutional and organizational more importantly is the professional benefits associated with. As stated earlier regarding its importance to the employers and tutors it is important to note that personal development plan is designed to identify training and development requirements for individuals notably students and employees. It is notable that institutions and employees who have effective personal development plans are able to motivate its staff and students resulting into better results and outcomes. Easy implementation has also been designed to ensure that personal development plans can be approached by individuals in various contexts without arise of any conflict. Therefore tutors and employees and other individuals are able to review, analyze and monitor the procedures and guidelines in their plans (Leymann 1996). This design is essential in ensuring that the students and employees aspirations and expectations are realized as possible. From this it can be argued that personal development plans are designed to ensure that the aspect of strategic approach is incorporated. Therefore from all these assertions it can be summarized that People and Personal development plan enhances individual self-recognition, self-actualization and self-approval which fosters communication and interaction with others. For individuals such as students and employees People and Personal development plan provide an insight of self-awareness in regard to strengths and weaknesses (Armstrong 1998). This is essential factor when it comes into identification of specific areas that needs adjustment or change. In general it improves skills, experience in life, career and studies which translates into attainment of improved performance, excellence and skills in various contexts. Personal development plans Applications As stated earlier a people and personal development plan is basically a guideline procedure that assists people and individuals in institutions and organizations to achieve their goals and objectives as well as improving themselves and efficiency. Dealing with an unclear complex projects or accomplishments having inadequate knowledge and understanding people and personal development plan is essential in providing a guide map. An insight in regard to the application of people and personal development plan is apparent and notable in the context of understanding individual personality and the achievement of goal and objectives. In addition Leymann (1996) provides that people and personal development plan is applied where individuals are dealing with encountered challenges and obstacles that come into aid in overwhelming situations which occur often. To be able to take in charge it is important to adapt to the later the people and personal development plan for to successfully complete the required accomplishment. According to Armstrong (1998) assert that as the advent of new technologies, global relations and the use of advance communication methodologies individuals are pressured to establish ways to keep up with the changes notably in institutions and organizations. People and personal development plan application has proven to provide to facilitate this transition (Armstrong 1998). This is attributed to the fact that individual personal bring awareness and an insight of individual distinct traits notably the strengths which are capitalized for success. In applying personal development plans persons develop skills and experience in their specific areas of expertise. Among the many applications of people and personal development plan is conducting presentation. The aspect of presentation has become common in the corporate world owing to the increased globalization and the need to improve communications between individuals and organizations. This is usually common among the students, tutors and employees majorly on are individual performance and presentations as well as other management operations (Jackson 2002). There are poor methodologies of dealing with these organizational practices notably due to lack of proper people and personal development plans. Application in Organizations In regard to the application of personal development plan as an organizational strategic manager my role is to ensure that the organization is running smoothly. My main area of concern is majorly the human resources department categorically ensuring that the employee welfare and the organization workforce realize its goals and objectives. I have the obligation to write a report regarding employees development and welfare and present to the board of directors as I am part of the organizational management team. In the context is a non-governmental organization with over 5000 employees located in various regions (Williams 2002). My case focused on one region comprising of 1000 employees in different towns. As the organization is bureaucratically governed thus the attribute of smooth and warm approach of management as described by employees. Therefore according to Melinde Coetzee (2006) on bureaucratic governance it can be argued that a warm business environment enhances easy determination and assessment of employee’s personal development. In addition it has led to most employees becoming dedicated and loyal to the organization thus most of them preferring to work there for the rest of their lives. As the organizational strategic manager I found from the human resource that the average age for the employees was 49 years. From strategic point of view the organization is likely to face labour demand shortages because of the large stream out. Therefore from this assertion the organization needs urgent enhanced professional personal development and talent management for the existing junior employees (Melinde Coetzee2006). Therefore the focus of the report presented was on the need to promote career personal development of the employees. Several outlined programs and practices are recommended in the report in which the organization conducted an assessment cycle on its employees. This ascribed approach as provided by Day, C (1993 ) providing that a major core pillar in the establishment and incorporation of people and personal development plan in any workplace and institutions such as schools. The formal assessment conducted in the organization consisted of interview to determine performance, and the supervisors in the various departments conducting appraisal and personal development interviews. In carrying out this assessment exercise both the supervisors and employees made use of personal development plans. Reflection It is notable that the application of personal development plan facilitated the supervision management role stimulating reflection ability of employees on their respective personal development plan. Effective communication between the supervisors and the incorporated with employee reflection in this organization was very vital in the application of persona development plan. Employee reflection refreshed the focus and insight of their ambitions and aspirations working in the organization (Melinde Coetzee 2006). Reflection gave employees insights their strengths and weaknesses which finally facilitated have knowledge regarding attainable goals. It is also important to note that I have my own personal development plan which guided me in identifying the strategic objective of the report and presentation methodology to the board of directors. This required a lot of commitment, skills, experience as well as adoption of appropriate learning skills which all facilitated in the final report and implementation of the recommendations in the organization (Day, C 1993). Reflection assisted employees in keeping track the learning activities and outcomes in regard to the organizational activities. This entailed employees learning through training as well as mentorship by the junior staff thus resulting into need to adopt appropriate learning style by both supervisors and employees. Reflection aspect of the people and personal development plan is an everyday learning process where employees need to not only learn through training but also adopting other suitable styles (Melinde Coetzee 2006). There was increased efficiency in the transfer of follow-up reflection and learned off-the-job which most of the employees were not aware. Enhanced employee or individual reflection facilitated the personal development plans helping employees to structure, track and think about the learning activities undertaken in the organization. This enables the employees to plan for the future learning activities of the organization. Therefore it can be argued that people and personal development plan is essential the promotion of employees professional development as well as the realization of set organizational strategic goals and objectives (Day, C 1993). Limitation It was notable that a significant number of employees and supervisors were very motivated and enthusiastic in using people and personal development plan there were others who perceived it not to have any positive impact in the organization. According to Roberts, A (2009) in the study on the limitations on the incorporation of personal developtment plans provides that most employees consider various interview assesement practice as burden, in addition Burke (1998) they are skeptical on the ability of the instrument to effectives support employees and supervisors reflection. Therefore employees and supervisors ascribing to this provision of personal developtment argues that incorporation of the personal development plans in the organization management leads to nothing further claiming to be frustrating and does not motivate in any way(Burke 1998). They suppoort the argument by asseting that in the case of the employees, the respective supervisor is not always occupied to their developtments. Thus they generally assert personal developtment plan is not important as such in for an organization to realize effective communication between memployees anmd their supervisors. Also they do not see the need of the personal developtment plan in order to reflect and that the tool can be easily misused by the supervisors (Burke 1998). The interview assessements were carried by different supervisors who had varrying level of experience thus giving rise to inequality in doing the asssements which was reported to be common with young supervisors. In regard to these outlined limitations of using personal developtment plan it can be argued to be attributed to the average age of the existing employees in the region. Therefore in my presented report training and personal developotment on the young and junior staff was given first priority as a strategy to have effective supervisors. Despite these limitations the humarn resource department of the organization have high expectations in regard to personal developtment plans and performmance interviews (Burke 1998). The perceived limitation, frustration, ineffectiveness and window dressing aspects of personal development plan contributed to its slow implementation in the organization. With time it is expected that personal development plans will be fully incorporated into this organizational management system because it is the suitable strategic approach given the workforce situation. Effective Application of Personal Development Plan Effective use of personal development tools notably on new employees notably those whose focus entails presentations and public speaking. The core pillar regarding the implementation of personal development plan is the management of the plan itself, learning capability and the personality implementing it and this significantly influence the reputation of the employee (Melinde Coetzee 2006). To ensure that personal development plan is effective in its practice it is essential to determine the goal of the team. The subjects of the target goal is also essential whom they are basically the learners in addition to this is the consideration of the learning as well as expected outcomes. The learning activities should be taken into account and fully incorporated into the personal development plan depending on the employee or the team aspects and type of work (Mayo 2004). Confidence is one of the aspects of strong personalities which have to be outstanding for effective use and implementation of personal development plan. A strong personality usually characterizes employees and individuals who are very confident and they usually do whatever it takes to realize the final desired outcome and results. This ensures that despite the limitations and challenges encountered in the implementation process are amicably dealt with. Effective implementation of personal development plan can be best executed by a strategist person this is the basis of proper fore planning and prediction of the outcomes whether positive or negative (Mayo 2004). This is essential because it ensures that necessary adjustments are made before settling on a particular decision. Effective negotiation and consultation skills are also necessary notably in situations where there is no accurate or suitably perceived course of action. Therefore from this assertion it can be argued that ability to make critical suitable decisions should not be left to one individual in order to carry out effective implementation. The individuals in the context of the personal development plan should be result oriented. This will ensure that all the team members are motivated and motivated by the achievements. This goes hand in hand with effective socialization skills and problem solving in with the people interacted with. All these should be consistent with the initial major goal of the personal development plan intent. This will ensure that the implementation process is a learning process for all the individuals involved. It is importance of identifying the most suitable and effective learning styles for different persons you are dealing with as well as the personal learning style (Clifford 2007). Conclusion Personal development plan is an important tool in various aspects including personal, organizational as well as institutional. The use of this management tool entails a number of processes which needs to be executed effectively in order to achieve and realize the desired goals and outcomes. The application of this management tool in organizations is constantly increasing because of the expected improve performance of the employees as well as supervisory tasks. Despite the limitations associated with the use of personal development plans, it has been concluded by both firms and individuals to yield a significant positive impact. There is need for the effective implementation regarding application of this tool. Personal characteristics and traits of the respective individuals executing the implementation process plays significant role. Therefore it takes efforts of all individuals involved in the implementation process is well managed in order to realize desired outcomes and strategic objectives. Reference Armstrong, M, 1998, Managing People: A Practical Guide For Line Managers, London: Kogan Page Publishers. Armstrong, M, 2003, A Handbook of Personal Developtment,London: Kogan Page Publishers. Burke, R. J, 1998, Mentors in Organizations. Group Organization Management, 353-372 . Clifford, J, 2007, Workplace Learning and Development: Delivering Competitive Advantage for Your Organization, London: Kogan Page Publishers. Day, C 1993, ‘Reflection: A Necessary but not Sufficient Condition for Professional Development’, British Educational Research Journal, 19(1): pp.16-21. Jackson, N. (2002). Personal Development Planning: What Does it Mean? UK: The Quality Assurance Agency for Higher Education. Leymann, H, 1996, The content and development of mobbing at work, European Journal of Work and Organizational Psychology, 165-184. Mayo, A, 2004,Creating a Learning and Development Strategy: The HR Business Partners Guide to Developing People, Boston: CIPD Publishing. Melinde Coetzee, H. R.-J, 2006, Career Counselling and Guidance in the Workplace, New York: Juta and Company Ltd, 2006. QAA, 2009, Personal Development Planning: Guidance for Institutional Policy and Practice in Higher Education, UK: The Quality Assurance Agency for Higher Education. Roberts, A 2009, ‘Encouraging Reflective Practice in Periods of Professional Workplace Experience: The Development of a Conceptual Model’, Reflective Practice 10(5): pp. 633-644 Williams, R. S, 2002, Managing Employee Performance: Design and Implementation in Organizations, Boston: Cengage Learning EMEA. APPENDIXES PATCH 1 Personal Development Plan (PDP) One of the most effective instruments to individuals when it comes to the issue of making reflections on one’s learning, performance and overall achievement is personal development plans. By definition, a personal development plan (PDP) refers to a collection of documents used for purposes of recording an individual’s progress in a learning institution, for instance in a university. It is actually a well-structured and supported process that an individual undertakes so as to reflect on his/her own learning, performance or achievement and thereafter make a plan of his/her personal, educational and career development (QAA, 2009). Primarily, PDP entails making assessment of an individual’s skills, setting improvement goals, keeping a record of his/her achievements and reflecting on his/her experiences. It plays the role of a guide in those areas where an individual is weak in one way or the other. It is worth noting that the effectiveness of PDP is its ability to enhance communication, not only at a personal level, but also in the place of work thus promoting teamwork. This therefore necessitates for both support and guidance to individuals in the place of work so as to ensure that success is realized. As an individual gets to have his or her skills improved through PDP, this person is better positioned to achieve his/her potential. Moreover, they are likely to become more effective thus equipping them to take on bigger challenges. Through training and developments, organizations make its taskforce more efficient. It is therefore through this way that group work with the organization is enhanced. Through the above mentioned training, the organization becomes better positioned in aligning the employees’ training and development efforts to the organization’s mission, vision, goals and objectives. PDP also makes employees be held accountable for their development as well as in the acquisition of new shill which will grow their career (QAA, 2009). It is also imperative to note that PDP is designed is such a way that it will assist individuals meet their career development needs, which in turn facilitates the realization of the specific objectives of the organization. Besides promoting personal growth, PDP is also in the offing of leading to greater enthusiasm in meeting the organizational goals. It makes individuals have a feeling of satisfaction. As thus, organizations are argued to put in place effective training and development plans since in the event that these employee acquire the necessary skills, hardly will they want to leave. Offering them this training makes them feel that the organization values them. Besides, the organization stand to benefit from retention of staff since the relationship that exists between the staffs is a good one. Training and development also makes the employees to be more committed to the organization and this fosters loyalty. This also sees the organization retain the best talents among its taskforce, thus saving it of its financial resources that would otherwise have been used for sourcing for the same talent (Peters & Tymms, 2010).Besides being beneficial at personal level; PDP also presents professional level benefits. In it therefore campaigned that employers are under obligation to embrace PDP so as to offer motivation to its staff by identifying the training and developments requirements for individual employees in the organization. Once an organization implements the PDP approach, this organization is certain that plans will be reviewed, analyzed, monitored and where need be changed in efforts to realize the organization’s strategic objectives. Jackson (2002) also adds that PDP greatly helps an individual reach self-actualization, self-recognition and self-approval thus enabling him/her to interact easily with others. In conclusion therefore, it is notable that PDP is an essential tool to individuals since it enhances self-awareness of an individual’s strengths and weaknesses thus enabling him/her identify the areas he/she has to change. It also assists one identify the various ways of improving his or her life. As a way of life, PDP enables people to learn even in their workplace thus making them to attain excellence, skills and sound performance (QAA, 2009). References Jackson, N. (2002). Personal Development Planning: What Does it Mean? UK: The Quality Assurance Agency for Higher Education. Peters, J. & Tymms, M. (2010) ‘Defining Personal Development Planning: Putting the Personal in PDP?’, PDP and e-Portfolio UK Newsletter, Issue 20, September 2010. Retrieved on 6 October 2012 from QAA, (2009). Personal Development Planning: Guidance for Institutional Policy and Practice in Higher Education. UK: The Quality Assurance Agency for Higher Education. PATCH 2 I was under obligation to avail an agenda item to the Weekly Meeting team in my third week of working with TSOCO Ltd. What I was specifically required to do was presenting a talk on the current project I was working on. I was developing a database for the management of the of organisation’s information system. Although this was my very first time to make such a presentation, I embarked on my prior acting skills. What I had not realized was that the difference between the past and the present was considerably measurable. Customarily, each other presenter had used Microsoft Power Presentation application, so did I. In addition, I did prepare a number of figures, whose answers I could avail. My intention was to make sure that everyone is impressed. What I hardly knew was that PowerPoint presentations called for in-depth skills. Despite the fact that I had gone in confidently, I became nervous of realising that all were eagerly waiting for me to speak. My nerves even made my voice wobble. Stopping it, I could not. To add on my nervousness, the presentation went wrong at some point. I tried as much as I could to cool and build more confidence, but this worsened the situation. Since I had not admitted my difficulties or even called for assistance, the more I tried to speak, the more my voice became shaky. Some individuals in the audience started asking some questions, which made me realise that they did not comprehend. They were actually seeking clarifications on some of the figures I had included in the presentation. What worsened the situation is when my boss started throwing questions on me. I felt flustered and inadequate to cope. Due to this meagre presentation, my self-esteem in work went low. My thought was that I had been doing the right thing in the company. A couple of days later, I went to my boss, where we had a discussion over the issue. Nevertheless, the interventions he so presented, in my view, hardly assisted me. This could have been his behaviour. Nonetheless, the talk we held over the presentation and the things that went amiss, I identified a number of areas to make improvements. The first on the line being, knowing more on using Power Point presentations and seeing to it that I practice.my old acting skills might have availed me with the initial confidence, but more was needed. The experience I went through during my presentation facilitated critical evaluation in my personal and subjective wellbeing thus promoting professionalism. A successful presentation thus calls for effective reflection on one’s experiences and taking positive actions to improve on one’s flaws (Roberts 2009, p.635). Reflection is not at its least an ‘add-on’ piece to an individual’s learning process, professional practice or portfolio. On the contrary, it is vital to the intricate process of being and educator. Markedly, efficacious reflection enhances personal and professional growth, self-awareness and improved professional practices (Cole, 2000). This reflection can either be realized at a personal level of collectively. An individual is presented with various opportunities to reflect on his/her experiences with others such as mentors, peers and supervisors especially during internships, work placements, job rotation and effective learning towards one’s profession (Day 1993, p.18). Each of the above mentioned presents an outstanding viewpoint to an individual understanding of himself or herself developing as an efficient and effective work-based professional. The use of reflective journals to encourage workers to develop on their reflection together with effective integration of work with learning promotes learning in the workplace. In profession therefore, reflection imply the believe or disbelieve in something through something else standing in the position of an evidence, proof, witness, warrant or vouchers as contrasted to its own direct account (Cole 2000, p.27). In addition, reflection plays a very vital role in ensuring effective decisions are made within organizations. According to Cooper, “reflection is the decision-making system’s way of correcting itself” (Cooper 1999, p.8), in the sense that, reflection augments a professional’s body of knowledge for utilisation in future decision. Reflection entails self-evaluation through a critical exploration of a professional’s decisions and their subsequent outcomes for purposes of determining planning, implementation and evaluation of decisions are being handled (Cooper, 1999). The ability to reflect on an individual’s actions is undeniably a describing feature of professional practice. The challenges facing reflection is that it is difficult for most people to practice dual identity of working on one’s way to being an expert and practicing one’s professional. Effective reflection is an indispensable facet of the learning process as it provides a tool for modifying and enhancing proper understanding of professional practices. Conclusively therefore, reflection is a principal element of professional development and is capable of putting a novice professional on the path towards becoming an expert (Snowman, McCown & Biehler 2012, p.21). Bibliography Cole, M 2000, ‘Learning Through Reflective Practice: A professional Approach to Effective Continuing Professional Development Among Health Care Professionals’, Research in Post-Compulsory Education, 5(1): pp.23-38. Cooper, JM 1999, The Teacher as a Decision-maker, In J. M. Cooper (Editor). Classroom Teaching Skills 6th Ed.. James M. Cooper (editor) pp. 1-19. Boston: Houghton-Mifflin. Day, C 1993, ‘Reflection: A Necessary but not Sufficient Condition for Professional Development’, British Educational Research Journal, 19(1): pp.16-21. Roberts, A 2009, ‘Encouraging Reflective Practice in Periods of Professional Workplace Experience: The Development of a Conceptual Model’, Reflective Practice 10(5): pp. 633-644 Snowman, J, McCown, R, & Biehler, R 2012, Psychology Applied to Teaching 13th Ed. Belmont, CA: Wadsworth. Patch 4 The named above student is pursuing a degree in Professional Practice In Public Service Management. The student is committed to undertake a number of modules on a full time basis. The student has been able to meet all module requirements including, time keeping, attendance and presentation of work. Identification of the strengths and weaknesses is part of the current module that the student is undertaking (Mayo 2004). This part has become helpful to the student majorly in the identification of personal development areas. These areas include opportunity to act as spokesperson as well as giving others within the group work sessions. Valuable contribution has been made by the student to the group work sessions however is seen to taking lead in feeding back to the larger group(Armstrong 2003). In addition the student realizes that within her module in a period of some years she will be required to work in an organization that uses request employees to identify the strengths and weaknesses method to identify their learning needs. Her group members also see her to have a higher level of confidence and that he is considered to be a threat by the group. Knowing her strengths and weaknesses she will be able to develop a personal plan reflecting her structured process of learning and achievement. The student will identify the learning objectives, plan how she will achieve and finally identify the needed resources to accomplish. Learning style is also identified to enhance and aid the learning process (Leymann 1996). She identifies herself as pragmatist crossing over into activist and reflector. She acknowledges that the identified weaknesses such as dislike of reading as a barrier to her learning process. She recognizes this as a challenge and enrolls in a course that requires reading to enable her finish her assignments. In class the student is active and is willing to share her experience, listening to others contributions and knowledge (Clifford 2007). As a requirement of the course to cooperate and work autonomously with others the student is able to do so effectively. Upon reading the submitted course patch work to date, it is notable that reading is essential to aid written work. The student needs to proofread her work to ensure that all the questions required are fully answered to achieve a higher assignment mark. Because the student has already identified dislike of reading as her greatest weakness she is aware of other learning methods such as hands on route and through visual (Mayo 2004). In regard to the submitted patch work instructions such as developing plans, learning styles and referencing the student has made a good effort (Burke 1998). As a way of meeting the short-term goals the student will need keep updating her learning development plan. The student is also required to identify the essential resources to sustain her long-term goals and to look for them. The student has been able to show a higher level of participation within the classroom and in addition to this she has been able to fruitfully engage positively with his fellow students and tutors up to date. References (Mayo 2004) (Clifford 2007) (Burke 1998) (Leymann 1996) (Armstrong, 2003) Armstrong, M, 2003, A Handbook of Personal Developtment,London: Kogan Page Publishers. Burke, R. J, 1998, Mentors in Organizations. Group Organization Management, 353-372 . Clifford, J, 2007, Workplace Learning and Development: Delivering Competitive Advantage for Your Organization, London: Kogan Page Publishers. Leymann, H, 1996, The content and development of mobbing at work, European Journal of Work and Organizational Psychology, 165-184. Mayo, A, 2004,Creating a Learning and Development Strategy: The HR Business Partners Guide to Developing People, Boston: CIPD Publishing. Read More