Learning style1

Personal Development Employment

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  • Personal Development for Employment
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Executive summary:

The topic of this assignment is personal development for employment. This report contains a brief introduction to the topic. There are two learning styles discussed in here. There are some techniques included in this report that helps to identify development needs. Some learning barriers and their solutions are also discussed in here. The assignment also holds few development options and support mechanisms. A personal development plan is also given below. Some methods to monitor self-development are also included in this report. The report sums up with a brief conclusion and recommendation. All the appendices are given below.


If a person wants to improve his aptitude and abilities, he should focus on his personal development. Personal development helps a person to calculate the growth of his work. It also boosts up the confidence level of an employee. This assignment shows a detailed description of personal development.

Section 1:
  • 1.1: Identify learning style:
  • Learning style is divided into various sections. Here, two of the major learning styles are discussed below. These two learning styles are:Learning style
  1. VAK learning style: VAK is a useful learning style. This learning style is divided into four sections. These sections are:
  • VAK promotes visual training. Through this method, a learner can learn things by watching it. This process helps a person to observe the learning subject and gain facts about it (Gholami and Bagheri, 2013).
  • Vocal training is another part of VAK learning style. This method teaches everything orally. The learner has to speak things loudly to learn in this method.
  • Listening is another part of this course. The learner has to listen to the facts and information closely and acquire knowledge.
  1. Social learning style: Social learning style helps a person to activate socially in the workplace. It augments the patience level of the employees. Social learning style is also divided into some sections (Watson, 2012). These sections are:
  • Group work is the main part of this learning style. It helps an employee to adapt to a group and work as a team. This way the employee learns to adjust in the office premises.
  • Positivity is another point that comes out of this learning style. This learning style spreads a positivity and energy among the employees and motivates them.
  • Survey and feedbacks are another part of this learning style. Surveys and feedbacks bring out the inner queries and the hidden talents of the employees.
  • After analyzing the above two learning styles, I have selected the
  • social learning style to develop my skills (Ferrer and Kirschning, 2014). This learning style is appropriate according to my requirements.

Learning style

  • http://slideplayer.com/6960932/24/images/46/Mrs.+Sims%E2%80%99+Learning+Style.jpg
  • 1.2: Identify development needs:
  • To identify my development needs, I have prepared a SWOT analysis that holds my strengths, weaknesses, threats, and opportunities. The SWOT chart is given below:

  • ·         I am very hard working, and I deliver prominent work.
  • ·         Self-soothing pride is something that I prefer to avoid. According to me, self-pride creates unnecessary confidence which leads to one’s downfall.
  • ·         I like to discuss everything about work with my fellow companions.

·         Lack of confidence is one of the major weaknesses that I face.

·         I tend to discuss my strategies with other employees. It sometimes damages my innovativeness.


  • ·         Team work will present great opportunities in front of me. I will learn to handle everything with endurance and deliver qualitative work.
  • ·         Apart from that, I can increase my knowledge from the experience of my colleagues (Toyama, 2017).

·         One of the main threats that I could face is that I might get reliant on the other employees. This issue could affect my abilities to work alone.

1.3: Identify barriers to learning:

  • Learning faces some hindrances and barriers which are converted beneath:
  • Geographical issues: Geographical issues generate problems for a learner. For example, traveling distance from home to the workplace can be a great issue for an employee. If someone lives far from his class/office, lots of time gets wasted in the journey.
  • Fiscal issues: Learner faces this problem quite often. Weak financial status interrupts someone’s learning process. It also reduces the self-confidence of that person.
  • Communal problems: Sometimes family and society do not support a person to get his desired knowledge and education. This creates a mental pressure upon the learner. Without family support, the learner feels demoralized. Apart from that social intolerance also affects a learner’s learning process in a negative way (High, 2012).

1.4: Process to overcome barriers to learning:

  • Some processes are stated here that can help a learner to surmount his barriers to learning and education:
  • The learner should find a residence near the office/class. This way he could save lots of time and energy.
  • The learner should apply for some loans to afford the learning classes. He can also try some part-time jobs to pay for his internship.
  • The learner must try to convince his family about his education and work. He should show them the plan of his work (Ciroma, 2014).

Personal Development Employment

Section 2:

2.1: Learning/development options:

  • Some learning options are given here:
  1. The learner should study the fundamental theories. This way he could gain information about the company ethics and their objectives. He should also study the marketplace and the share market of the organization.
  2. Next, the learner must attain practical classes conducted by the organization. These classes would help the learner to develop his skills to achieve the required goals.
  3. Office feedback and exams are an essential learning option that helps the learner to achieve his desired goals. Exams and assessments also open several opportunities for the employees (Guthrie, 2011).
  • Learning optionsLearning style1
  • http://www.synet-group.com/synet/wp-content/uploads/2014/12/Blended_Learning_Graphic.png
  • Figure 2
  • 2.2: Support mechanisms:
  • A learner needs some supports to develop his skills and talents. The support system is described as a support mechanism. These are:
  • Financial support is one of the main things that a learner can get from his family and group members. Parents can try to support the learner financially. It would diminish a lot of pressure from the mind of the learner. Sometimes fellow group members also support the learner financially. It would create a friendly bond between the learner and his group members.
  • The learner also needs mental and emotional support which his family and friends can provide. Mental and emotional support would help him to gain poise and the aptitude to work hard.

2.3: Personal development plan:

A personal development plan is formed in this section:

Improvement goals

Doing tasks with a team

Main concern

Group activity

Accomplishment criteria

Innovative philosophy

Essential measures

Talk about issues with workers

Gain knowledge from the chart

Distribution of opinion


Significance of precedence

High significance


Promotion will be the desired result

Learning innovative expertise

Fresh methods to resolve troubles



Projected date

4-7 months

Delivered date

Two months before projected date (Beausaert, Segers and Gijselaers, 2011)


Promotion and salary increase

2.4: Describe methods to monitor own development:

  • The learner should monitor his development process thoroughly. By monitoring the development process, he could be able to identify whether he has overcome his weaknesses or not. Other than that, it would also help him to measure his growth. This monitoring follows some methods. Without those methods, nobody can monitor their development process and development growth. Thus the monitoring methods should be considered by the learner. Some potential monitoring methods are:
  • The learner should make a chart about his potential objectives that will come out from the learning.
  • The learner can make an acoustic and film recording before starting the learning course. This recording should contain his self SWOT analysis. The learner can maintain a weekly recording about his learning progress. It would help him to examine his escalation, and he would be able to modify his techniques.
  • Sharing is another method that the learner can try. He should ask his colleagues and boss about his working progress. The feedbacks from his fellow workers and boss would assist him to monitor his progress report.


Personal development plan shows the developing process of a learner. With the help of this plan, the learner can find himself in the race of being a successful employee. Two charts about learning options and learning style show that a person can learn so many things from this plan. To conclude, it can be said that, learning opens many doors for a person.


  • The learner should try to gain more and more knowledge from the learning course. He should join other educating courses if possible. The more knowledge he gains, the more he will get confidence and opportunities.
  • The learner should work in an ordered manner. It would highlight his perfection in the eyes of the company directors.
  • He must work on his communication attributes.
  • The learner should never mix professional and personal relationships. It would ultimately create a pressure upon his head, and he will be unable to do his tasks properly.
  • The learner must work according to the team requirement, or else it would create unnecessary troubles.


  • Beausaert, S., Segers, M. and Gijselaers, W. (2011). The Personal Development Plan Practice Questionnaire: the development and validation of an instrument to assess the employee’s perception of personal development plan practice. International Journal of Training and Development, 15(4), pp.249-270.
  • Ciroma, Z. (2014). Learning Barriers: Challenges and Concerns. Academic Journal of Interdisciplinary Studies.
  • Ferrer, E. and Kirschning, I. (2014). A Methodology for the Development of Distance Learning Tasks Adaptable to the Student’s Learning Style. Procedia – Social and Behavioral Sciences, 141, pp.518-523.
  • Gholami, S. and Bagheri, M. (2013). Relationship between VAK Learning Styles and Problem Solving Styles regarding Gender and Students’ Fields of Study. Journal of Language Teaching and Research, 4(4).
  • Guthrie, G. (2011). Learning Options and Binomial Trees. Wilmott Journal, 3(1), pp.1-23.
  • High, H. (2012). Why can’t I help this child to learn?. London: Karnac Books.
  • Toyama, K. (2017). From needs to aspirations in information technology for development. Information Technology for Development, pp.1-22.
  • Watson, A. (2012). Learning Modernizr. Birmingham: Packt Pub.


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