This document discusses managing professional development through setting goals and evaluating skills. It contains the following information: 1. The author analyzes their dream job as a financial accountant and evaluates their professional strengths and weaknesses. They set long, short, and medium term goals to improve in areas like leadership and communication. 2. A self-assessment chart rates the author's skills, revealing strengths in accounting knowledge but weaknesses in areas like managing people. 3. The document outlines tasks for developing business skills like understanding organizational hierarchies and effective communication between levels. 4. Professional development is discussed through learning styles, lifelong learning, and selecting appropriate research sources.

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MANAGING PROFESSIONAL DEVELOPMENT

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Abstract
The following report is deliberated concerning one’s personal development parameters. The
ways to achieve a learning target with respect to the personal evaluation of development has
been discussed.
The different business skills which are needed to develop interpersonal relations have been
explained in context to a particular career aspect. The potential in receiving responsibility is also
another aspect of this report in accordance with the personal management of business skills.
With all these spheres being stressed upon, the strengths and weaknesses will also be identified
and particular measures would be taken to improve the same.

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Contents
Task 1: Personal and Career Development ...........................................................................................4
1.a. An Appropriate job...................................................................................................................4
1.a.1. The Dream Job..................................................................................................................4
1.a.2. Skill requirements..............................................................................................................4
1.a.3. The professional strengths..................................................................................................4
1.a.4. The professional weaknesses..............................................................................................5
1.b. Self evaluation and assessment.................................................................................................5
1.c. My CurriculumVitae is deliberated below..................................................................................7
1.d. SMART objectives and Actions ..................................................................................................9
Long Term Goals .......................................................................................................................11
Short Term Goals.......................................................................................................................11
Medium Term Goals..................................................................................................................11
Target dates for Monitoring and Review.....................................................................................12
Task 2: Evaluation of achievements and developmental targets ..........................................................13
2.a.1. Evaluation...........................................................................................................................13
2.a.2. The re-configuration of goals:...............................................................................................13
Task 3: Developing the Business skills ................................................................................................13
3.a. Hierarchy of organisation and the subsequent problems ..........................................................13
3.b. Mode of Communication between levels.................................................................................15
3.c. Effective Time management Strategies ....................................................................................16
Task 4: Professional Self-Managed learning........................................................................................17
4.a. Learning Styles, Honey and Mumford Questionnaire ................................................................17
4.b. Lifelong learning steps and my favourite one...........................................................................18
4.c. Research sources and their justification ...................................................................................19
Bibliography.....................................................................................................................................21

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Task 1: Personal and Career Development
1.a. An Appropriate job
1.a.1. The Dream Job
While searching through the internet, a job on the post of ‘Financial Accountant’ was found and
this would really be a dream job (Financial Accountant - Securitisation, 2011). The Bank of
Santander is offering this job with good payment criteria.
1.a.2. Skill requirements
The job portal mentioned that the concerned person has to have a methodical and apt accounts
management quality. The person needs to have proper analytical skills to interpret a specific
financial document. The management of the sub-ordinates is something which is pretty important
and time management is crucial too.
Understanding the company policies to handle the finance balance sheets and the integrity will
be preferable.
1.a.3. The professional strengths
 Finance and accounts analysis: I have sound financial and accounting knowledge to
handle any kind of currency sheets.
 Time management: I am good at time management and can finish the required work
before the deadline.
 Honesty and responsibility: I am a humble person with a deep concern to my
responsibilities. Honesty has been my inspiration to carry out any work till date.

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1.a.4. The professional weaknesses
 Human Resource management: I am not that confident while it comes to managing
people or sun-ordinates. The lack confidence in this aspect has to be improved so that the
proper utilisation of individuals can be done.
 Excitement and impulse: I am a quite impulsive person which leads to mistakes. The
excitement in me can derail the actual work and shifts my attention. So, to produce good
and consistent work, unnecessary excitement has to be reduced.
 Confidence and coherence: I lack confidence to a great extent and face troubles when an
issue involving a coherent planning is at hand. This can really hamper the productivity of
a job and so I am working on it by several means.
1.b. Self evaluation and assessment
Self evaluation is a constructive way to gauge one’s strengths and weaknesses depending upon
practical situations and conscience (Mathur, 2005). It leads to a greater efficiency of work if the
evaluation is carried out and implemented properly.
The self-assessment chart according to my analysis, on a scale of (1-10) is given below:-
Self-inventory chart of various characters in me

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Fig.1. Source: Made By Student
The above chart reveals a compact evaluation of the different characters of professional
importance. I have analysed and rated the characteristics based upon several practical and actual
situations. I have optimum level of accounting and financial knowledge but these are not the only
criterion which is needed to excel. The various aspects such as leadership and human resource,
time management are also needed to have a sound career. The time managing skills are up to the
mark but the human resource skills are lacking in practise. It is with utmost care that I have to
build my confidence too to ensure a proper organisational utilisation.
I have a Bachelor of Arts degree in Accounting and Finance so the knowledge which is required
to apply the finance and accounting hypothesis will be easy for me. I have worked in several
reputed shops and attended the customers with care. Honesty and good behaviour played roles
here which are already imbibed in me. The unnecessary excitement in me has been the constraint
but in the shops I tried to maintain composure while talking and delivering a customer.
The strengths which have been the most inspiring according to the above chart are summarised
below:-
0 2 4 6 8 10
Accounting Skill
Financial Expertise
Confidence
Honesty
Time Management
Human Resource Management
Excitement and Impulse
Series 1 Series 2

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 Knowledge of the work
 Integrity of work
 Time management skills
 Honest perception and loyalty towards the company
 The relentless effort
The weaknesses identified are as follows:-
 Lack of leadership quality
 Unable to manage a group of people
 Communication skills
 Lack of self-confidence
 Too impulsive while making decisions
1.c. My Curriculum Vitae is deliberated below.
Sunny Bedi
Address: 52, Saint Paul’s Close, Middlesex, Tw33DF
Contact Number (Personal): 07943477253
Contact number (Home): 0208 572 2378
E-Mail ID: sbedi96yahoo.co.in
About Me: I consider myself to be a confident, enthusiastic person with a positive outlook on
life and a highly motivated work ethic. I enjoy socializing and working with people, utilizing my
initiative and communication skills in order to work effectively as part of a team.
Objective: I work well under pressure and clear minded individual, and would integrate well
into any working environment I want to utilise my skills to produce the desired result and try to
improve at every moment through criticisms.

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Education: I attended the Guru Ram Das Military Academy for the secondary level subjects. At
present I am undertaking a Bachelor of Arts’ degree in EThames Graduate College in
Accounting and Finance.
Work Experience:
ASDA Supermarket (2010)t: In Twickenham I worked at ASDA Supermarket for about 1 year. I
got an encouraging award of ‘100%-happy to help’ by a mystery shopper 3 times. I also have in-
depth knowledge of customer attention and working alone.
Pind Spice Restaurant (2010): I have been a food server in the Pind Spice Restaurant for almost
7 months.
Cafe Coffee day (2009): I worked at the reputed chain of a retail brand called Cafe Coffee Day
in Gurdaspur, India. I was responsible for the clean environment and the mixings of various
drinks.
Nokia Care Centre (2009): I also worked at the Nokia Care customer services and dealt with
foreign clients. The conversation was totally in English and it gave an insight into the global
world to a great extent.
Achievements
 I am a pretty good Basketball player and have represented my school team for several
years.
 From 2004-2007 I have participated in various State Level Tournaments of Basketball on
behalf of Guru Ram Das Military Academy.
 I have a business management qualification too for the under 18’s category.
Skills
 I am a very hardworking person
 The enthusiasm and optimistic outlook has been my inspirations
 I look to undertake lots of initiatives which is extremely important to be a successful
professional.
 I can adapt to any situation and conditions as per the requirement of the organisation.

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 I have the ability to devise methods by analytical initiatives and knowledge
 I have a good work ethics skill to value the rules and regulations.
 The devotion to a particular work which has been assigned is of utmost importance to me.
Hobbies
 I like to play Basketball
 I am a good swimmer and whenever I get a chance, swimming is what I do
 Basically I am a sports lover and enjoy all sort of games.
 I love to work out at the Gymnasium and spend some time there everyday
 Reading books is also something I love to do. Any book which can increase my
understanding of the surroundings allures me.
1.d. SMART objectives and Actions
In order to achieve professional excellence the weaknesses should be improved and turned into
strengths (Rossiter, 2008). This can only be achieved with a set planning and goal. The way
which is to be followed in this quest of self-development needs in-sight of the methods and
identification of the problems (Matthews, McCormick and Morgan, 2010). It is proper
management of time and skill application that the improvements will take shape (Matthews,
McCormick and Morgan, 2010).
SMART Assessment Diagram

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Fig.2. Source: Made by Student
The goals which are to be achieved to ensure personal development can be divided into some
categories according to the time period of achievements. The aspects must be specifically
determined before the start. A planned schedule is needed to undertake the SMART objectives
and this marks the beginning. The measurable aspects of SMART have to be identified to gauge
the extent of improvement. These will result into the achievement of personal development in an
organised way (Bubb and Earley, 2007).
It has to be remembered that the goals and the schedule is realistic and can be achieved within
the stipulated time frame. If the whole procedure is done within the time frame, it has to be
understood that the plan was really achievable. So, the challenge remains about the proper time
management which has to be tackled properly (Foord and Haar, 2008).
 Long Term
 Short Term
 Middle Term Goals
Specific
Measurable
AchievableRealistic
Time

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Long Term Goals
The goals such as the improvement of the leadership quality and communication skills are
something which demand a certain period of time.
Short Term Goals
The time management skills and the positive thinking are the short term goals and must be
looked practised everyday for improvement.
Medium Term Goals
The goals like the technical knowledge base are something which can be easily built by a little
effort.
Discussion on SMART with respect to my Portfolio
Specific and Measurable: The specific and measurable aspects of finance accountant job are
basically the calculation and analytical areas which must be recorded with utmost care.
Manipulation on these data figures is totally is negated because a small out of the order
manipulation can get bigger at later stages (Warren, M. and Duchac, 2011).
Achievable and Realistic: The human resources management of the accountants to ensure a
realistic target is required. The achievement of the particular business investment is a very
crucial area of improving the business spectrum of the organization. This has to be ensured and
properly applied (Mathis and Jackson, 2011).
Time management: As a financial accountant of Santander, it is required to ensure the
completion of the data report within a stipulated time.
The Plan to handle the job of ‘financial accountant’
The job requirement section mentions the need of Bachelor of Arts’ degree and a plethora of
skills. The job itself will be a challenge to me and I am optimally confident of getting selected
because I have all the ingredients to attend the job. The time management while you co-ordinate
the people to squeeze out the apt performance is also something which is needed. The challenge

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to carry on mu study sessions properly after the work is pretty strong, so I have to be much more
resilient towards unnecessary wastage of time and work fast. The appropriate work culture
needed to be imbibed to understand the importance of being a part of ‘Santander bank’.
Handle work load: The pressure will be immense and the initial days shall register hard work.
But if I start work properly, promotions can even increase the load. So, the mental balance and
tackling situations are needed to maintain consistency in work.
Criticisms: The criticisms are to be taken sportingly and in a constructive manner (Beekman,
2007). This sort of positive outlook with openness in thought is always welcome.
Targetdates for Monitoring and Review
The plan shall start on 20th December and the whole process of development shall take 12
months including the long term goals. The long term goals have to be practised with utmost care
and aptly to get the required results.
 If I start from 20th December then the short term goals can be easily completed within 5
month.
 The simultaneous proceedings of the long term goals must continue to achieve the set
target.
 The medium term goals shall take 8 months to get completed if the proper flow of
practice continues. 20th August of 2012 would be the finish date of
 The long term goals are really hard to achieve so it is going to take 12 months of rigorous
practise and finish date would be 20th December of 2012.
 So it is seen that the simultaneous practise can only be a boon and improve me as a
professional because once a particular thing stops, the whole hard work gets diluted.

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Task 2: Evaluationof achievements and
developmentaltargets
2.a.1. Evaluation: The target was already set practically a few months back and so it is
now time to evaluate my progress on the same. The long term goals are goals are going well but
the short term ones have to be worked upon. The lessons and developmental chart on confidence
building and improvement of mental health are going pretty well. I have increased my
knowledge base to a great extent and hope to cover every aspect of the medium termed goals.
2.a.2. The re-configuration of goals: There are certain short term goals such
as time management and positivity which has to be re-planned. The resetting of goals has been
gauged by the constant analysis and feedbacks from different persons. The short term goals are
critical in determining the success of the long term and short term goals as a unit. So, the
culmination of the goals can be achieved through consistent and constant evaluation of the
critical factors of SMART aspects.
Task 3: Developingthe Business skills
3.a. Hierarchy of organisation and the subsequent problems
An organization performs on the basis of its management layers (Picot, Reichwald and Wigand,
2008). These management layers can be divided into several categories as shown below:-
Diagram of Organization hierarchy

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Fig.3 Source: Made By Student
There can numerous levels in an organization but the basic structure will be discussed. The 3
levels as shown have their typical problems and the counter mechanism to cope up.
Problem of Top Level: The top level superiors face the hardest job of securing the financial
aspect of the organization (Picot, Reichwald and Wigand, 2008). Mostly the erratic finance
calculations pose a threat to the internal stability of work.
Solution-1: The financial accounts must be managed by highly trained and professional person.
The exact tabulations must be submitted on the day-to-day basis. This enhances the clarity of
work.
Solution-2: The operatives of the superiors must be kept under a strong vigil.
Problem of functional level: The supply of raw materials may get disrupted due to the
communication gap between the executives and the vendors.
Top Level
Operational
Level
Operational
Level
Operational
Level
Functional
Level

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Solution-1: The acknowledge procedure of the order and the receipt of order has to be noted
down officially and signed by the two parties.
Solution-2: The efficiency of the work has to be improved to sustain the pressure of the company
demand. Time management diagnosis can prove effective.
Problem of operational level: The customers get angry due to the bad behaviours.
Solution-1: The proper appraisal system of payments on the basis of behaviour needs to be
introduced.
Solution-2: While recruitment the candidates with arrogance must not be allowed because being
humble is the foremost criteria of reaching heights.
3.b. Mode of Communication between levels
The communication mode through circulars and E-mails has their own credibility and signature
in different levels of organisation (Sarlak, 2010).
1. If a letter is sent from the Chairperson to the top level (board of directors) on strict measures
of bad behaviours, the style would be:-
From: Chairperson
To: Board of Directors
Subject: Strict actions on mis-behaviours
Dear associates,
It is utmost importancethat this mail is attending you. The companyhas decided to
take strict actions on those who disregard their customers. As per yesterday’s
meeting, the decision has been unanimous and should be implemented.
Thanking You

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2. If the same letter is to travel from the top level to the functional level then the matter of the
letter would be:-
From: Board of Directors
To: All the section heads
Subject: Misbehaviour regarded as a punishable offence
Dear colleagues,
The decision regarding the bad behaviours has been taken and implementation is
to follow soon. It is needed to ensure that this circular is followed and our
customers are satisfied with the service.
Thanking You
3. Again, this letter will get a bit morphed when travelling from the functional to the operational
level.
From: Section heads
To: My friends
Subject: Misbehaviour: A punishable offence
Dear workers,
It is with extreme seriousness that the punishments on misbehaviour with the
customers have been dealt with. Anyone found to be guilty shall have to part with a
portion of your salary. It is the customers who are priceless to us.
Thanking You
3.c. Effective Time management Strategies

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The time management strategies are the building blocks of a particular task at hand (Downs and
Development, 2008). The task may be an easy one, or a tough one; proper utilisation of time can
do anything. Below are given some of the time management tactics.
Division of the task: The project needs to be divided into parts and sub-parts so that a
modular structure is formed. It makes the project easy and effective to handle (Chase, 2006).
Appropriate attention to parts: The parts and sub-parts should be attended with due
concentration. A part which needs more time should be given so, instead of an easier task.
Specific time modules: The balance of the practical and theoretical work process must be
handled with exact time durations. There should be a set plan to attend each sub-part individually
on the practical and theoretical aspects.
Priority: The workload of the different parts should be done according to the priority of its
relevance and importance.
Uniformity and steady work: The project needs to be uniformly dealt with so that a steady
flow of work is achieved.
Task 4: ProfessionalSelf-Managedlearning
4.a. Learning Styles, Honey and Mumford Questionnaire
Self-learning has always been practised with utmost care throughout the ages but the
consciousness came due to the wake of present globalisation. It is a method of identifying needs,
evaluating them, and locate resources to reach the goal. According to Kolb’s the learning styles
are as follows:-
 Converger: One who tackles specific problems by hypothetical calculations
 Diverger: The brainstorming and deduction of ideas play an important role.
 Assimilator: One who creates hypothetical convolutions and solves them by reasoning.

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 Accommodator: One who relies on experiments and situation based problem solving
methods (Lawrence, 2007).
Evaluating my style applying Honey and Mumford Questionnaire
The Honey and Mumford Questionnaire deals with several types of personalities which can
ultimately deduce the apt method you suit in. The ‘activist’ type relates to someone who is open
minded and enjoys being in the middle of everything. The person does not care about anything
much and acts on impulse. He/she likes to socialise among people and wants to be in the middle
of attractions. The ‘theorist’ is a kind of person who likes to tread the path of analysis and well-
organised facts. He/she follows a strictly principled life and abides by a particular scientific
system. The ‘reflector’ persons are much slower in taking a course of action and prepare a plan
before a project properly. The ‘pragmatist’ persons are much more adaptable than the above
types and do not like to take much time before carrying out a project (Zhang, Sternberg and
Rayner, 2011) .
My Style: The flexibility and modulation in the workplace is a factor which is imbibed in me. I
tend to check every possible ways of a particular hypothesis before action. So, I fall in the
category of ‘pragmatic’ person.
Kolb’s theory and my perception: If I have to analyse Kolb’s theory with respect to me,
accommodator is the one which resembles me the most (Lawrence, 2007).
4.b. Lifelong learning steps and my favourite one
Lifelong learning can be achieved with utmost diligence and problem solving aptitude of a
person. The following ways can be followed to encourage sound lifelong learning.
 Creative: Creativity is something which can totally change the perception. The process
to try to create a unique hypothesis is the most strenuous brainwork which must be
followed. The skills such as reading, writing, analytical studies, and logical reasoning can
be practised to grow a creative aptitude (Foord and Haar, 2008).
 Collaborative: The collaboration of practise has been found to be the most effective
one when it comes to lifelong learning (Bubb and Earley, 2007). The group learning

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methods can be less time consuming and gives a comprehensive knowledge within a
short time span. For e.g. if you are studying with your friends, you will notice that the
sharing of each other’s knowledge is very effective in application skills. So, along with
individual skills the collaborative ways are needed.
 Consistency: Be it any kind of assignment or project, one need to be extremely
consistent in work. The brain cells need to be exerted to a certain extent to achieve a
proper learning ambition for life. There is no requirement of you to work extremely hard
every day, instead if you work to a certain extent regularly; it’s going to increase the
effect (Downs and Development, 2008).
 Reasoning and analysis with time management: The reasoning of a theory or
hypothesis is something one needs to practise to enhance the effect of lifelong learning
(Downs and Development, 2008). The time management skills to segregate effective
studies and non-effective methods are also needed so that the maximum attention goes to
the effective method. Theories are definitely needed but the mental ability to question
them should be honed. This is also required to measure the actual progress within a time
period.
4.c. Research sources and their justification
The research sources are mentioned below:-
 Handbook of Intellectual Styles: The Honey and Mumford Questionnaire by
Honey, and Mumford has been consulted
 Personal, reflective writing in business communication and
management: The Kolb’s style has been studied from this source.
 Professional Learning Communities: A book written by Foord, Kathleen
and Har has also helped me to frame my thoughts.
Justifications of using the sources
The above books are authentic and reputed in their field of study. The concepts in each of these
books are extremely well-received by the world readers. It is to be noted that the references are
only taken from the genuine sources to ensure proper writing. The above books are very

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particular about its developmental and analytical outlook and the writing is totally based upon
facts. Personal development at professional level has many aspects to discuss and the writers
have been true to its essence.
I am no person to judge any book, but I found these sources to be extremely useful conceptual
guides. Relevant issues with apt explanations are something essential which is present in the
books too.

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Bibliography
Beekman, K. (2007) Avant-garde and criticism, Amsterdam: Rodopi.
Bubb,S. and Earley,P.(2007) Leading and managing continuing professional development : developing
people, developing schools, 2nd
edition, Los Angeles: Paul Chapman Publisher.
Chase, R.B. (2006) Operations management for competitive advantage, 11th
edition, New Delhi: Tata
McGraw-Hill.
Downs, L.J. and Development, A.S.f.T.a. (2008) Time management training, Alexandria: ASTD Press.
Financial Accountant - Securitisation (2011) Financial Accountant - Securitisation, [Online], Available:
http://jobs.efinancialcareers.com/job-4000000000927277.htm [11 December 2011].
Foord, K.A. and Haar, J.M. (2008) Professional learning communities : an implementation guide and
toolkit, New York: Eye On Education.
Lawrence, P.H. (2007) Personal, reflective writing in business communication and management, San
Francisco: ProQuest.
Mathis, R.L. and Jackson, J.H. (2011) Human resource management, 13th
edition, Mason:
Thomson/South-western.
Mathur, P. (2005) Academic dictionary of personnel management, Delhi: Isha Books.
Matthews, S., McCormick, M. and Morgan, A. (2010) Professional Development in Social Work:Complex
Issues in Practice, Oxford: Taylor & Francis.
Picot, A., Reichwald, R. and Wigand, R.T. (2008) Information, organization and management, Berlin:
Springer.
Rossiter, A. (2008) Professional excellence : beyond technical competence, Hoboken: Wiley.
Sarlak, M.A. (2010) The new faces of organizations in the 21st century : management and business
reference book, Toronto: Naisit.

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Warren, C.S., M., R.J. and Duchac, J. (2011) Corporate financial accounting, 11th
edition, Mason: South-
Western Cengage Learning.
Zhang, L.-f., Sternberg, R.J. and Rayner, S. (2011) Handbook of intellectual styles : preferences in
cognition, learning, and thinking, New York: Springer Publishing Company.