BTEC HND in Business Management

Unit 21 : Human Resource Management3

Unit 13
Personal and Professional Development
 BTEC HND in Business Management
Unit 21 : Human Resource Management3

Unit Aim
This unit aims to help the learner
become an effective and confident
self-directed employee. This helps
the learner become confident in
managing own personal and
professional skills to achieve
personal and career goals.
 BTEC HND in Business Management
Unit 21 : Human Resource Management3

Learning outcomes
On successful completion of this unit a learner
will:
1. Understand how self managed learning can enhance lifelong
development
2. Be able to take responsibility for own personal and
professional development
3. Be able to implement and continually review own personal
and professional development plan
4. Be able to demonstrate acquired interpersonal and
transferable skills
 BTEC HND in Business Management
Unit 21 : Human Resource Management3

Section 01

LO1: Understand how self managed learning can enhance lifelong development

Assessment Criteria 1.1 : Evaluate approaches to self managed

learning
 BTEC HND in Business Management
Unit 21 : Human Resource Management3

Self managed learning

Goals and objectives
Setting goals and objectives provides the
necessary support and aids in achievement
Goals relate to aspirations, purpose and vision
Objectives are the battle plan (stepping stones
on the path towards achievement of goals)
A goal may have one or many objectives.
-Example:
To become financially independent I would need
to:
Get out of debt
Improve savings
Start a business
 Why do we need to set goals?

Without goals, there is no direction; no focus; no

reason to become involved in anything
worthwhile.
Setting an objective sends an image to the
subconscious mind.
It is important to hold onto that image until the
objective is brought to fruition
Methods of setting objectives and
goals

SMART Goals:
-Specific (concrete, detailed and well defined)
-Measurable (numbers, quantity and comparison)
-Achievable (feasible and actionable)
-Realistic (considering resources)
-Time bound (a defined time limit)

The SMART approach is well understood

amongst managers but is poorly practiced.
 Specific

Here, the objective is straightforward,

emphasizes action and the required outcome.
Objectives need to communicate what you
would like to see happen.
Example: What am I going to do?
This helps your objective to be action-oriented
and focuses on whats most important.
I need to pass HND- not specific
I need to complete HND within this year-
specific goal
 Measurable

The measurement source must be identified so

that the results of actions can be tracked.
Measurement is the standard used for
comparison.
Example: What financial independence means to
me may be totally different compared to what it
means to you.
Measurement helps to know when the
objectives are achieved.
-How will I know that the change has occurred?
-Can these measurements be obtained?
 Achievable

Objectives should be achievable to keep you

motivated unlike aspirations and visions.
Objectives need to stretch you; not so far that
you become frustrated and loose motivation.
-Can we get it done in the proposed timeframe?
-Do I understand the limitations and constraints?
-Can we do this with the resources we have?
-Has anyone else done this successfully?
Is this possible?
 Realistic

Realistic means that you have the resources to

get it done.
Resources- skills, money, equipment, etc.
Most objectives are achievable but, may require
a change in priorities to make them happen.
-Do you have the resources available to achieve
the objective?
-Do I need to revisit priorities in my life to make
this happen?
-Is it possible to achieve this objective?
 Time bound

Refers to setting deadlines for the achievement

of the objective.
Deadlines create the necessary urgency and
prompts action.
If a deadline is unset, the motivation and
urgency required to execute the task will
reduce.
-When will this objective be accomplished?
-Is there a stated deadline?