My Strategies To Develop My Pdp Education Essay

SCENARIO

I have been appointed as a manager of Finance 4 U and the first assignment that I need to undertake along with other managerial activities is to prepare a detailed Personal Development Plan. The plan will include strategy of developing a plan, goals and objectives, milestones, timescales and resources needed. Hopefully the PDP that I will prepare shall provide guidelines for the rest of the employees on how to form the PDP for themselves leading to the betterment of the whole organisation.

OBJECTIVES

Explain about PDP.

Describe the importance of PDP.

Explain my current situation and need for improvement.

My goals both short and long term.

My Strategies to develop my PDP.

My short term PDP including goals, resource needed, timescales, milestones and checkpoints and success criteria.

Importance of reviewing.

Conclusion in slides.

PERSONAL DEVELOPMENT PLAN DEFINITION

Personal Development Planning is basically a structured process developed by an individual to relook and reflect upon his/her own current situation, performances, achievements, goals and to plan for their personal, educational and career development. It is a process or tool which can be adopted by individuals at all levels and all areas of life.

If the PDP is well planned and used effectively, it tremendously improves the ability of individuals to review, plan and take responsibility for their own personality and learning improvement and to understand what and how they learn and develop.

Putting it bluntly, Personal Development Planning is a process by which an individual can manage their own development through a process of reflection and structured planning on how they can meet their own goals. Many organisations and universities require their employees and students to prepare their PDP and follow accordingly as the importance of a PDP is widely understood in this modern era.

PDP PURPOSE AND IMPORTANCE

The purpose and importance of a Personal Development Plan is providing the individual with an aid to learn and develop more effectively and to be able to:

Improve the way of learning different scenarios via different methods.

Make him/her responsible enough to understand and manage his/her learning process as a whole.

Make him/her more independent.

Set up both long and short term goals and objectives.

Understand the resources needed to achieve those objectives.

Set up a list and analyse his/her own strengths and weaknesses.

Take corrective actions if necessary on the progress.

Improve on his/her effectiveness and efficiency.

CURRENT SITUATION

In order to explain my current situation I have identified and classified the following facts into my educational, professional and personal status.

Educational:

I have completed my Master’s Degree in Business Administration (MBA).

I have completed all papers from Association of Chartered Certified Accountant (ACCA) but haven’t completed the 3years of practical experience requirement.

Professional:

I have worked as a junior accountant for 6 months in a UK based company.

I have worked as an assistant to the Finance Controller for 1 year in a UK based company.

Personal:

My presentation skills are not satisfactory as I have always been quite shy on that respect (although good at interviews).

My leadership skills are not quite as much as I’d have liked as I have never really tested my leadership skills due lack of experience.

My time management skills are not adequate as I believe there is a room for improvement.

My decision making skills are definitely under par as I believe it is vital in this today’s modern world.

I don’t seem to remain motivated and positive over a long period of time.

GOALS

My short-term goals are as follows:

Understanding how the company is operating.

Understanding the reasons for low motivation amongst staffs.

Addressing the lack of awareness of skills development amongst staffs.

My long-term goals are as follows:

I need to improve my presentation skills significantly.

I need to develop my leadership skills.

I need to better my time management skills.

I need to enhance my decision making skills.

I need to learn to be more motivated and positive.

6. STRATEGY FOR DEVELOPMENT OF PDP

My basic strategy for the development of PDP was not to develop a completely new system but alter the currently available practices and processes and produce a system that works for me and which will reflect my goals, skills and performances. Hence my strategies for development of PDP are as follows:

Materials from online and other sources about how PDP can be developed efficiently are to be gathered.

As the goals are already identified, timescale and milestones for the attainment of those goals are then determined.

Resources needed and the feasibilities of those resources for those goals to be achieved are then amassed.

Any obstacles or hindrances are ascertained and contingency plans be made in advance.

Review and Monitoring of the performance will also be an essential part of my PDP.

PDP

Name: Sudhir Gurung Company: Finance 4 U Position: Manager

Period from: Jan 1, 2010 To: Jan 31, 2010

Short term

Current Situation

Desired Situation

Resources and support needed

Success Criteria

Target Dates

– New to the company.

-Very less idea why staffs have low morale.

-Understanding how the company is operating.

-Understanding the reasons for low staff morale.

-Increasing awareness about the need and importance of skills development amongst staff.

-Good briefing by Managing Director.

-Support and co-ordination from employees.

-Authority to do interviews and issue questionnaires if necessary with staffs.

-Authority to conduct meetings and seminars.

-Get a general idea about the operation of the company.

-Identify the reasons for low staff morale issues.

-Every staff is clear about the necessity of skills development for themselves.

-Perform a preliminary meeting with Managing Director and receive clear briefing and guidelines before joining the office on 1/1/2010.

-Conduct interviews and questionnaires by 15/1/2010.

-Conduct final meeting and elaborate your findings by 31/1/2010.

Long Term

Skills

Current Situation

Desired Situation

Resources and support needed

Success Criteria

Target Dates

-Presentation Skills

-Leadership Skills

-Time Management Skills

-Decision Making Skills

-Motivational Skills

-Good speaker at interviews but lack flair and command while speaking in public.

-Not much leadership experience.

-Respect time but problems in prioritizing issues.

-Ability to make logical decisions but cannot make it quickly.

-De-motivated during tough times.

-Excellent public speaker.

-Good leader with ability to designate authority and responsibility properly.

-Be able to prioritize the important things with other.

-Be able to make quick decisions with a logical approach.

-Be able to motivate both others and myself towards obtaining goals and self improvement.

-Practice in plenty of seminars and meetings.

-Take public speaking class.

-Support and advice from superiors.

-Learning relevant books and practicing.

-Good relevant books and articles.

-Logical reasoning

-Study materials.

-Motivational seminars.

-Professional help.

-Motivational autobiographies and other books.

-Confidence in passing through the idea.

-People looking up to me.

-First and important things getting done first.

-Efficient and effective decision making.

-Source of inspiration.

-Within two years

-Within three years

-Within one year

-Within three years

-Within two years

REFERENCE

Online

http://www.leeds.ac.uk/sddu/gts/pdp_student.html

http://www.qaa.ac.uk/academicinfrastructure/progressfiles/guidelines/pdp/pdpguide.pdf

http://www.engsc.ac.uk/downloads/resources/pdp.pdf

Paperback

R. Grit, N. van der Sijde, Career Development, Managing Your Competencies- The Personal Development Plan, 2008, page 200.

Sonnentag Sabine, Psychological Management Of Individual Performance, Revised Development Plan, 2002, Page 516.

TASK 2

INTRODUCTION

It is very important that from time to time we need to review our performances in order stay in-line with targets we need to achieve. It is very helpful as we will be able to take corrective actions. Hence, in this task I shall be referring back to the PDP that I produced in the previous task and I shall carry out a detailed ‘self-review’ for each goal.

OBJECTIVES

Identification of obstacles that hinders achievement of my targets.

Explaining the importance and need to reviewing, self-reviewing and monitoring.

Providing reflective record of management experience in achieving my objectives.

Elaborating the importance of obtaining support from other to achieve goals and objectives.

REPORT

From: Sudhir Gurung (Management consultant)

To: Managing Director

Subject: reviewing, self-review and peer support for target attainment

I have realised the fact that a good plan is the base for anything however we cannot go through with it without reviewing it while in process and checking if we are on-course or not. It is so because there may be several obstacles on the road.

Obstacles:

The short term obstacles might be that as I am new to the organisation it will be difficult to obtain confidence and support from the staffs and get the real understanding of the situation. As my task will start from 1st of January many staffs may not return to work after holidays and may be difficult to conduct interviews and questionnaires within the deadlines.

The long term obstacles might be in achieving leadership skills and motivational skills. These are very vague areas and one will require constant researching and improvement. It is extremely hard to be able to perfect these skills if any of the resources mentioned are not adequate. Dedication however is the key to succeed in these areas.

Need of reviewing and monitoring plan:

There is always the need of reviewing and monitoring of plans as in the absence of these things planning will have no meaning. Reviewing basically means watching at things with a critical viewpoint whereas monitoring means not letting things go out of track. The operations or activities will need to be in line with the plans and then only the goals that need to be achieved will be achieved.

Importance of self-review:

As it is said that self-review is the best review. One can only be able to understand others if he/she understands himself/herself. Self-review is a great tool available which will help to self analyse the strengths and weaknesses of oneself so that he/she can understand the opportunities and threats that may be there. It enables people to obtain a proper understanding of what they are doing well, what areas they need to improve and how to focus on those. It also helps to get a broader view on the issues and be clear of what your objectives are.

REFERENCE

Online:

http://www.allbusiness.com/human-resources/workforce-management-employee-records/3779163-1.html

http://schools.becta.org.uk/index.php?section=srf

http://www.accel-team.com/techniques/employee_evaluation.html

Paperback:

New Zealand Institute of Public Administration, Self-review: doing it for yourself, May 1992.

TASK 3

INTRODUCTION

As per the requirement of task 3 of my assignment I have undertaken a research in various personal and professional skills needed by the company’s staff member in three different organisations. I will, on the basis of my research will produce a presentation to the managing director of our company about the outcomes of my research. I will also produce a report regarding the recommendations.

OBJECTIVES

Choose three organisations and analyse how their staff personal and professional skills are developed

Presentation to Managing Director and staff with outcomes

Report to Managing Director with recommendation

The three organisations:

For the above mentioned purpose I have selected and researched the following three companies:

Gulf Air

ASDA

InterContinental Hotels Group

Gulf Air:

In order to ensure their staffs develop personal and professional skills Gulf Air initially uses induction. It is given initially to the foundation skills required to operate successfully in the new role, training is provided in theory and practical work, in other words classroom and on the job. Learning and development is then the process used by Gulf Air where it is delivered through a variety of departments to ensure there is a focus on the specialist nature of roles in our business and to maximise access for our people. Training Departments form part of a Corporate Training Board ensuring that learning and development for all Gulf Air staff has a recognised place at an executive level of the business. All training and development is built on a firm commitment to release and maximise the full potential of every Gulf Air employee. More information is available under the sections for individual job areas. The next step will be to provide career paths to motivate and satisfy individuals within the organisation and to meet the on-going skill requirements of the business. Gulf Air recognises the need to identify and develop high quality replacements for positions designated as key to current and future organisational success. Gulf Air has a number of lateral career programmes in place providing existing employees with the opportunity to move across organisational boundaries in a co-ordinated and formal way. When vacancies arise, they are advertised internally and where possible we promote from within.

ASDA:

ASDA is very much into supporting its staffs to reach their potential. They have a wide variety of training and development options available. ASDA also starts with induction to increase the personal and professional skills of the new staffs. All new staffs are initially given an intensive induction session. It focuses on the best way to get staffs up to speed with business and find their feet as quickly as possible. It will ensure that the staffs are well versed to their business and culture and are also equipped with the tools to deliver in their roles. It then provides tailored training. After induction, first three months will involve tailored training programmes suitable the new staff’s position in order to give him/her the support he/she need to be really efficient in their relevant roles. To help new managers learn how to best operate their department and perfect their leadership style, they’re given eight weeks of dedicated training in one of their specially selected training stores – which are called Stores of Learning (SOLs). These are typical ASDA stores with a training centre attached; set up to deliver tailored training to all our new managers in purpose built facilities. SDA has a Distribution Academy for new managers for its Distribution business so that staffs are given the best start possible, are trained in best practice and given all the necessary tools they may require. Every new manager spends time in the Academy learning the technical aspects of their role and working on their personal development. Part of the training also includes spending time in stores – who are the Distribution network’s internal customers. This gives new managers a thorough understanding of the issues that stores can face so that good support can be provided. It has programmes like a training plan to help strengthen technical skills, courses to develop behavioural skills or to prepare staffs for a bigger role. ASDA encourages staffs to create a Personal Development Plan with the help of their managers. This process will enable to set the goals for the staffs and the managers will also be aware of the desires of the staffs. Motivation level will be highly influenced by this method.

InterContinental Hotels Group (IGH)

As per the statement of IGH, it recognises human resource as one of the most influential resource needed to be successful in the business world. Hence it has a strong belief to invest in improving the skills of its staffs, quenching their thirst for career development will eventually make a huge difference in their area of business which is hospitality.

As the first hotel group to develop and conduct an online version of the renowned Cornell Hotel Administration Simulation Exercise. The programme offers psychometric assessment and course content delivered by leading university academics that’s focused on connecting with individual corporate, personal and career goals. This group has assessment centres across the world to help high performing individuals in corporate, executive and supervisory roles move on and up to the next level.

Programmes like this will provide ideal opportunities for fresh graduates to kick start their careers.

PRESENTATION IN MICROSOFT POWERPOINT ( THE ATTACHMENT)

REPORT

To: Managing Director

From: Sudhir Gurung (Manager)

Subject: Clear and concise recommendations on the approach that need to be taken by Finance 4 U

Dear Sir/Madam

As it was my responsibility as a manager to look into various organisations as how they were doing in regards to personal and professional development of their staffs, I researched three companies on their strategies which were Gulf Air, ASDA and IHG. I found out several methods and techniques used by these organisations as my research shows earlier. In my personal point of view following methods and techniques could be used in our organisation to enhance the staff morale and overall efficiency at workplace:

Induction:

In my research I found out that induction is a must for any new staff as it acts as a bridge towards new company. It is an essential process of familiarising and hence has to be carefully designed by Finance 4 U management.

Tailored training:

It is a useful method I found out when researching the methods used by ASDA. Every individual is different with different knowledge level, language barrier, age group, education etc. As we are not a very large company tailored training can be provided to individual staff as and when needed.

Appreciation day:

It is also another unique idea that can be applied to increase the motivational level of the staffs in Finance 4 U. Different staffs at different levels and departments do not seem to understand the efforts of each others in here. If supervisors of one department are made familiar to another department and vice versa, I believe levels of appreciation of each others will improve leading the way for increment in morale.

Providing career paths

Maslow’s motivations theory is one of the most famous theories in management. It says that there is always a hierarchy in needs in a professional’s vision. Initially he/she will look more into physical and security needs and later move towards more challenging and self-actualisation needs. Hence Finance 4 U should also understand this theory and be able to stimulate the interest of its important staffs so that they stay motivated by laying out clear paths and performance related incentives.

Lateral career programmes

I have been confirmed; through this research that monotony is one of the prime reasons for low morale. Hence in order to help avoid it, a good move would be lateral career programmes as well. It is actually a process of shifting employees to different departments so that they will be more experienced and also more motivated.

Personal Development Plan (PDP)

PDP needs to be prepared for each staff and passed on to their immediate manager and hence a general plan can be made on the basis of that guideline.

Graduates Programme

People with huge amount of potential needs to be provided with the opportunity to increase their educational background as well, as it will only benefit the organisation. He/she will have various management and other theories to back up their ideas and experience towards a progressive future of the company.

Conclusion

I’d like to conclude this report by saying that there is a severe need in Finance 4 U to address this issue of personal and professional development amongst staffs so that the morale may climb high. I believe the recommendations I provided will be very helpful if it is implemented properly by the management.

TASK 4

INTRODUCTION

This task is about looking into the various methods used by management in skills development. For this purpose I have looked back at the three companies that I have researched and analysed what methods have they used. Along with that Continuous Professional Development (CPD) is also to be looked in detail.

OBJECTIVES

Analysis of various methods of skills development.

Analysis of methods used by the three organisations.

Examples of Continuous Professional Development (CPD).

Importance of CPD.

Various methods of skills development:

“Just because you have two ears and a mouth doesn’t mean you know how to communicate.” – A Mother’s Advice To Her Son

Like the quote said just because you can speak well amongst your friends, it doesn’t mean that you can communicate well professionally. These are all part of skills that one person must acquire to develop him/herself personally and professionally. The initial part of skills development begins and develops during our education. We develop lot of personal skills at that time period like some communication skills, listening skills, time-management skills, problem solving skills etc. However generally professional skills are developed as it is a case of practice and experience mostly after a person is employed. Having said that skills development is a life-long process and hence it needs to be honed with practice as the famous quote says, “Practice makes perfect”.

The three organisations:

I would like to look back at the three organisations that I had researched and analyse their methods of skills development again.

Gulf Air:

Gulf Air is committed to setting people up for success from the moment they join the organisation. Induction is given initially to the foundation skills required to operate successfully in the new role, training is provided in theory and practical work, in other words classroom and on the job.

Gulf Air is very much committed to the growth and development of its people. Learning and development at Gulf Air is delivered through a variety of departments to ensure there is a focus on the specialist nature of roles in our business and to maximise access for our people. Training Departments form part of a Corporate Training Board ensuring that learning and development for all Gulf Air staff has a recognised place at an executive level of the business.

Gulf Air realises the need to provide career paths to motivate and satisfy individuals within the organisation and to meet the on-going skill requirements of the business. It also recognises the need to identify and develop high quality replacements for positions designated as key to current and future organisational success.

Gulf Air has a number of lateral career programmes in place providing existing employees with the opportunity to move across organisational boundaries in a co-ordinated and formal way. When vacancies arise, they are advertised internally and where possible we promote from within.

ASDA:

ASDA is very much into supporting its staffs to reach their potential. They have a wide variety of training and development options available. The few of the methods used by ASDA are given below:

Induction

All new staffs are initially given an intensive induction session. It focuses on the best way to get staffs up to speed with business and find their feet as quickly as possible. It will ensure that the staffs are well versed to their business and culture and are also equipped with the tools to deliver in their roles.

Tailored training

After induction, first three months will involve tailored training programmes suitable the new staff’s position in order to give him/her the support he/she need to be really efficient in their relevant roles.

Colleague to manager training

New retail managers

New distribution managers

ASDA House colleagues

Career progression through practical development programmes:

Seven step practical development programme

At ASDA there is a seven step practical development programme that helps staffs to take their development to the next level. The programme builds on current leadership and shop keeping skills through off the job learning, on the job activities and coaching sessions. Stepping Stones is targeted at staffs who want to grow to become Department Managers and some have even continued their development to General Store Manager and further more.

New managers – stores

To help new managers learn how to best operate their department and perfect their leadership style, they’re given eight weeks of dedicated training in one of their specially selected training stores – which are called Stores of Learning (SOLs). These are typical ASDA stores with a training centre attached, set up to deliver tailored training to all our new managers in purpose built facilities.

Store Appreciation Day

At ASDA, it gives priority to its customers and for all the staffs of ASDA who do not work at stores are given induction about how the stores are run. This will lead to those staffs being more aware of the circumstances in the store where all the business is actually performed.

Career Progression for staffs

ASDA has understood the fact that if there is no progression in one’s career even though the job is rewarding becomes monotonous and the efficiency will drop. Hence it has a variety of programmes of sessions available at different stages of the staff’s development in any role. It has programmes like a training plan to help strengthen technical skills, courses to develop behavioural skills or to prepare staffs for a bigger role.

Personal Development Plan

ASDA encourages staffs to create a Personal Development Plan with the help of their managers. This process will enable to set the goals for the staffs and the managers will also be aware of the desires of the staffs. Motivation level will be highly influenced by this method.

Professional qualifications

At ASDA there are many opportunities with funding or study leave for Professional qualifications such as CIMA for Finance, CIPS (for Retail Development team) etc. This does depend on the role of the staffs in the different departments. There is a structured programme in place whilst others may be able to consider ad hoc requests for study funding or time off, if this is related to their role.

InterContinental Hotels Group (IGH)

Belief in investing in people:

CHASE:

As the first hotel group to develop and conduct an online version of the renowned Cornell Hotel Administration Simulation Exercise (CHASE), you can also take part in a sophisticated virtual reality game for running a hotel.

Assessment centres across the world

This group has assessment centres across the world to help high performing individuals in corporate, executive and supervisory roles move on and up to the next level. The basic points of these assessment centres are that their staffs know what success means their roles; they will be involved in regular, quality feedback instructions; they will have the opportunity to develop both in their current and future roles; they will know what career opportunities are available with IHG around the world.

Graduates programme:

IHG offers Fast Track Graduate Programmes Operations and Revenue Management. Over 24 months, candidates can gain experience in two hotels based in the UK. Each hotel will set their own individual projects linked to an individual training plan that will be supported and mentored by professionals. Candidates will also attend centralised training courses run by experts in their field. Throughout the training, the candidate will play a vital role in driving our business forward, as well as progressing his/her career through the following roles upon completion of the programme.

Programmes like this will provide ideal opportunities for fresh graduates to kick start their careers.

Continuous Professional Development (CPD) examples.

I want to explain two examples of CPD I know of which are as follows:

Chawson First School is in Droitwich, Worcestershire

It is not a huge school so it was quite right for them to use more personal approach. The processes they used were as follows:

What the school learnt

School learnt that it was rather wise for them to go to their staff at personal level and inspire them to value of portfolios or demonstrating the range of CPD activities which could address the school improvement plan.

Professional development portfolios

Previously staffs have little belief in the CPD that was supposedly being done before as it was not systematic. So the school corresponded individually to all its staffs via a launch programme terming the whole process as “hearts and minds job”. Staffs were also worried that their portfolio might be read by other staff members hence it was made private and other staffs could only read them when they have invitation.

The continuing professional development board: “brilliantly simple and effective”

It was a huge success that the continuing professional development (CPD) board, which was a massive display board was put in the central location in the school. The board then said that CPD was a big success, now this method is being copied by other schools.

Using the board to evaluate continuing professional development

The board was then used for evaluation and checking if the CPD is functioning well and delivering outcomes.

Sample of responsible Individual in a small audit firm.

Details: Mr xxx / employee number xxxtle/Reference: Name and membership number

Role and Job Description:

Audit partner/responsible individual in 5 partner firm with management responsibility for 6 members of staff.

Clients predominantly private companies and charities plus 3 UK subsidiaries of international groups.

What is expected of me in this role – by me and others:

Take a lead on promoting the highest possible professional and

technical standards in the firm.

Staff look to me for leadership and support in relation to their own professional development.

Actions completed:

1 Attended Faculty Clarity Roadshow and read through material provided.

2 Read articles on clarity ISAs in Audit & Beyond, Accountancy and other financial press.

3 Kept abreast generally by reading Audit & Beyond, quarterly Technical Update, and ICAEW Alerts.

4 Attended [name provider & date] Company Law update seminar.

Record actions completed: Maintain logbook of development activities.

Review action plan and update in light of any changes to role, or

gaps identified.

Impact of development actions:

1 I have learned how ‘clarity’ ISAs differ from current ISAs and

therefore understand what actions need to be taken to

implement them for next year’s audits and kept up with new

pronouncements.

2 I have reinforced my understanding of Companies Act 2006

changes and implementation dates.

Importance of CPD.

The importance of CPD are listed below:

Demand:

They are increasingly demanding and much better informed about their rights than at any time in the past. The concept of the “duty of care” is recognised as a prime responsibility for all professionals, and having an adequate and suitably maintained skill base is a part of this duty.

Professional standards:

The professional institutions have the role of maintaining the standards of competence within their membership. These standards can be communicated efficiently to the membership through the use of CPD.

Competition:

The requirements of modern business mean that professionals have to be as just proficient in the skills of customer care and communication as they do in their traditional, professional, ones. These skills must be developed and then maintained through the CPD process.

Reference

Online

http://www.asda.jobs/why-join/training/index.html

http://www.ihgplc.com/index.asp?pageid=589

http://www.gulfair.com/English/aboutgulfair/Pages/News.aspx?newsno=143

http://www.legacee.com/Info/Skills/Development.html

http://www.tda.gov.uk/teachers/continuingprofessionaldevelopment/cpd_in_practice/cpd/chawson_first.aspx?itemid={A38A5159-7DBB-4450-87EA-703E66263ED4}

http://www.tda.gov.uk/teachers/continuingprofessionaldevelopment/cpd_in_practice/cpd/chawson_first.aspx?itemid={D36D6871-649C-4870-BEDE-634163DA95A2}

http://www.tda.gov.uk/teachers/continuingprofessionaldevelopment/cpd_in_practice/cpd/chawson_first.aspx?itemid={0CF3F73D-0E5E-46BD-9C30-59315D78D1D4}

http://www.tda.gov.uk/teachers/continuingprofessionaldevelopment/cpd_in_practice/cpd/chawson_first.aspx

http://www.icaew.com/index.cfm/route/168617/icaew_ga/Faculties/Audit_and_assurance/Publications_and_technical_guidance/Publications_for_external_auditors/CPD_Examples__Publications_and_technical_guidance__ICAEW/pdf

Paperback:

Robert K. Throop, Marion Castellucci, Reaching your potential: personal and professional development, 3-2003.

Judy Hildebrand, Bridging the gap: a training module in personal and professional development, 1998.

TASK 5

INTRODUCTION

Skill is the ability or proficiency to perform that is acquired through training and development in order to perform any task. A skills audit is exactly that, where the company will investigate what skills employees have and from this they can identify where certain individuals need to develop and also if they can transfer individuals to different departments where their skills might be more useful (i.e. prevent job mismatching). In this task I shall look into seven different individuals from different areas of work and conduct skills audit for each of them via skills audit form. Then I shall report on the findings.

OBJECTIVES

Identification of 7 different individuals with different areas of work

Creation of Skills audit form and collect reactions from those 7 individuals.

Performing skills audit of those seven individuals.

Report on the findings.

The seven individuals and their areas of work.

Craig Stalker:

Profile

Waste Manager at Northwick Park Hospital, Harrow, UK.

Done Masters in Waste Disposal from UK university.

Age-33yrs

Santos Gurung:

Profile

Waste Operator at Northwick Park Hospital, Harrow, UK.

Doing “A” levels in UK.

Age-20yrs

Abdul Aziz:

Profile

Manager at Indian Restaurant, London, UK.

Done “A” levels from India

Age-35yrs

Salim Ansari:

Profile

Waiter at Indian Restaurant, London, UK.

Doing Bachelors in UK

Age-25yrs

Bhuwaneshwor Dulal:

Profile

Self employed Lorry driver, London, UK.

Done “A” levels in Nepal.

Age-35yrs

Bikram Duwadi:

Profile

Accountant, London, UK.

Done ACCA in UK

Age-35yrs

Anil Gurung:

Profile

Professional Footballer, Aldershot, UK.

Done “A” levels in UK.

Age-21yrs

Skills Audit Form and skills audit performed.

Craig Stalker

Professional skills

Mind Blowing

Satisfactory

Not Bad

Appalling

Information Technology

X

Information search

X

Problem solving

X

Report writing

X

Numerical analysis

X

Negotiation

X

Personal skills

Communication

X

Planning

X

Team-work

X

Leadership

X

Creativity

X

Motivation

X

Skills audit

As per the information gathered it seems that as a manager at a government hospital Mr Craig Stalker possesses good professional skills. In regards to his personal skills he severely lacks motivational skills.

Santos Gurung

Professional skills

Mind Blowing

Satisfactory

Not Bad

Appalling

Information Technology

X

Information search

X

Problem solving

X

Report writing

X

Numerical analysis

X

Negotiation

X

Personal skills

Communication

X

Planning

X

Team-work

X

Leadership

X

Creativity

X

Motivation

X

Skills audit

As per the information gathered Mr Santos Gurung is found short on professional skills as well as in personal skills.

Abdul Aziz

Professional skills

Mind Blowing

Satisfactory

Not Bad

Appalling

Information Technology

X

Information search

X

Problem solving

X

Report writing

X

Numerical analysis

X

Negotiation

X

Personal skills

Communication

X

Planning

X

Team-work

X

Leadership

X

Creativity

X

Motivation

X

Skills audit

As per the information gathered Mr Aziz Abdul has very little knowledge in terms of technology, report writing and motivational skills.

Salim Ansari

Professional skills

Mind Blowing

Satisfactory

Not Bad

Appalling

Information Technology

X

Information search

X

Problem solving

X

Report writing

X

Numerical analysis

X

Negotiation

X

Personal skills

Communication

X

Planning

X

Team-work

X

Leadership

X

Creativity

X

Motivation

X

Skills audit

As per the information gathered Mr Salim Ansari is very poor in terms of most of the professional skills and personal skills with some exceptions in negotiation, communication and team-work skills.

Bhuwaneshwor Dulal

Professional skills

Mind Blowing

Satisfactory

Not Bad

Appalling

Information Technology

X

Information search

X

Problem solving

X

Report writing

X

Numerical analysis

X

Negotiation

X

Personal skills

Communication

X

Planning

X

Team-work

X

Leadership

X

Creativity

X

Motivation

X

Skills audit

As per the information gathered Mr Bhuwaneshwor Dulal has a balanced level of skills as both his personal and professional skills are high and low at certain areas.

Bikram Duwadi

Professional skills

Mind Blowing

Satisfactory

Not Bad

Appalling

Information Technology

X

Information search

X

Problem solving

X

Report writing

X

Numerical analysis

X

Negotiation

X

Personal skills

Communication

X

Planning

X

Team-work

X

Leadership

X

Creativity

X

Motivation

X

Skills audit

As per the information gathered Mr Bikram Duwadi has very high level of professional skills but still there are rooms of improvement in personal skills.

Anil Gurung

Professional skills

Mind Blowing

Satisfactory

Not Bad

Appalling

Information Technology

X

Information search

X

Problem solving

X

Report writing

X

Numerical analysis

X

Negotiation

X

Personal skills

Communication

X

Planning

X

Team-work

X

Leadership

X

Creativity

X

Motivation

X

Skills audit

As per the information gathered Mr Anil Gurung has various flaws in his professional skills but has tremendous amount of personal skills.

Report on findings with relevant conclusions and recommendations

To: Whom it may concern

From: Mr Sudhir Gurung (Skills Auditor)

Subject: Skills audit on seven individuals with recommendations

All the findings and recommendations of the skills audit performed on the seven individuals and recommendations to them are given below:

Craig Stalker

As he is a manager of waste disposal and processing at a government hospital in UK, it is not a surprise to see his skills at professional level being quite good. However there are several areas in his personal skills that need to be improved. More so his motivational skills.

Santos Gurung

As he works as a waste operative at a hospital and has very less amount of professional experience otherwise, it is obvious that his professional skills are not that high. There is not much scope of improving it very quickly in current situation as well because of the lack of personal skills he has. He, however is a young man and can still try and improve his skills via better education and training.

Abdul Aziz

As he works as a manager at an Indian restaurant there is not much need or scope for IT knowledge. Having said that, he lacks one very important skill which is very important in restaurant business, that is motivational skill. He can learn from other managers via discussing issues with them. He can also read books and research online about how to improve one’s motivational skills.

Salim Ansari

As he is a student working only part-time at the restaurant he also does not have much of a professional experience resulting on a lesser score in professional skill. However it is no excuse to have appalling personal skills. He really needs to start with focussing on improving his core personal skills like motivation, creativity etc.

Bhuwaneshwor Dulal

As he is a lorry driver with no real need for IT and other technical skills, he has the right balance of skills for his job. His personal skills level is also not bad hence he just needs to keep improve on what he has got.

Bikram Duwadi

As he is an ACCA accountant in UK and has very good practical experience as well, there are not really any blemishes in his professional skills. His personal skills are still a worry though. He does need to better his personal skills like motivation and creativity if he really wants to reach the heights of success.

Anil Gurung

As he is a professional footballer much of the professional skills mentioned above do not really matter to him in current situation. He has ample amount of personal skills which is essential for his type of profession to succeed. Having said that, one has to develop professionally on those criteria as a footballer’s career is very short with a long struggle still to come. Hence if future is to be considered properly he does need to start improving on those skills.

Order Now