1 Understand own values, career and personal goals in relation to a work role and professi

1 Understand own values, career and personal goals in relation to a work role and professional development

Unit 2:     Managing Self Development

Unit code:                  R/602/1285

QCF level 3:               BTEC Professional

Credit value:              

Guided learning hours: 

Unit aim

The aim of the unit is to give learners an understanding of how to manage self- development so that it contributes to their achievement of career and personal goals in respect of their work role and professional development.

Unit introduction

This unit gives learners the knowledge on how to manage self-development so that it contributes to the achievement of career and personal goals and learn how it links to the work role and professional development. Learners will consider how to identify own development needs by understanding how to carry out a skills audit and how to evaluate the current and evolving requirements of the work role in order to inform self-development.

Learners will understand how to identify the gaps between current knowledge and skills and those required for achieving personal and professional objectives before using this as a basis for producing an effective self-development plan that relates to job role and professional development. Learners will be able to set objectives which are SMART (specific, measurable, achievable, realistic and time-based) and recognise how different types of learning style contribute to own learning and development. Consideration will be given as to how to monitor and evaluate performance in achieving development targets and matching them against the requirements of the work role. Understanding how to use different sources of feedback to review performance will help inform modifications to their self-development plan.

Self-development allows individuals not just to achieve their career and personal goals, but also helps to support the achievement of business objectives since skilled, fulfilled employees make effective contributions to the activities of businesses.

Learning outcomes and assessment criteria

In order to pass this unit, the evidence that the learner presents for assessment needs to demonstrate that they can meet all the learning outcomes for the unit. The assessment criteria determine the standard required to achieve the unit.

On completion of this unit a learner should:

Learning outcomes

Assessment criteria

1    Understand own values, career and personal goals in relation to a work role and professional development

        describe why it is important to consider own values, career and personal goals and how these relate to your job role and professional development

        describe how to evaluate the current requirements of a work role and how the requirements may evolve in the future

        describe how to identify gaps between current knowledge and skills required for achieving objectives

        explain how to set objectives which are SMART

        explain how to identify your own development needs

2    Understand how to plan development effectively

         describe how to develop an effective development plan

         identify the different types of learning styles and how these contribute to own performance systems

         describe a range of development activities and how these contribute to performance

3    Understand how to monitor and evaluate development activities

         identify how to monitor the quality of own work and progression against plans

         identify how to evaluate your performance against the requirements of your work role

         explain how to use feedback on your own performance

Unit content

1   Understand own values, career and personal goals in relation to a work role and professional development

Goals: personal values; career goals, e.g. promotion, remuneration, professional qualification, contribution to business objectives; personal goals, e.g. job satisfaction, fulfilment, work-life balance, personal development, social interaction with colleagues

Work requirements: current job role requirements; knowledge; understanding; skills; qualifications; evolving requirements; participating in a learning culture; flexibility and adaptability in response to change; acquiring new skills, knowledge and understanding

Gap analysis: current knowledge, skills and understanding compared with desired knowledge, skills and understanding required for achieving objectives (business, personal); skills audit; personal profile; personal SWOT (strengths, weaknesses, opportunities, threats) analysis; assessment against relevant National Occupational Standards (NOS); identify own development needs; identifying development needs to meet organisational objectives; objective setting (e.g.

SMART targets (specific, measurable, achievable, realistic and time-based))

2   Understand how to plan development effectively

Development planning: structure of a plan; components of a plan; setting objectives, e.g. personal, professional, career; aligning personal objectives to business objectives; identifying gaps to be bridged; methods of meeting

objectives; resources required, e.g. finance, time, physical, managerial support; on-the job training, e.g. job shadowing, job rotation, mentoring; off-the-job training, e.g. external courses; monitoring; review; evaluation; self-motivation

Learning styles: Kolb’s learning style inventory; Fleming’s VARK (visual, aural, read/write, kinaesthetic) model; Honey and Mumford’s model (activist, reflector, theorist, pragmatist); identifying own preferred learning style by using learning style questionnaires; using learning styles in managing self-development

3   Understand how to monitor and evaluate development activities

Monitoring and evaluating development plans: planning monitoring activities; benchmarks; milestones, e.g. review points, review dates, achievements, records; review role of a manager and/or a critical friend; monitoring progression against plans; quality of own work; collecting performance data; feedback

from others, e.g. peers, line manager, customers; methods of feedback, e.g. appraisal, supervision, performance review, mentoring; critical reflection; review of own work; evaluate performance against the requirements of your work role; evaluate performance against personal goals; agree whether planned objectives have been achieved or not; record review results; revision to plan; set date for next review; set revised/new objectives

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