Question

2. Develop and document a professional development plan and explain how this plan will assist with work competence and improvement to leadership skills as per BSBMGT605 Provide leadership across the organisation

Answer 1

1) Ans ) A professional development plan documents the goals, required skill and competency development, and objectives a staff member will need to accomplish in order to support continuous improvement and career development. A professional development plan is created by the manager working closely with the staff member to identify the necessary skills and resources to support the staff member's career goals and the organization's business needs.

Professional development for staff members begins when a new member joins your team. In addition, all staff members should have a "living" professional development plan in place. Planning should not take place only after an staff member is identified as needing improvement. Professional development plans should be reviewed on an on-going basis throughout the year, with at least one interim review discussion between the staff member and supervisor prior to the end of the yearly performance review period

Follow these five steps to create a simple,
thorough professional development plan:

Self-assessment

Goals

Strategies

Resource's

Timeliness

Professional development plan example

Here is a sample professional development plan:

Self-assessment

Currently a specialist but would like to move into a project management role.

Currently have good interpersonal and communication skills.

Need to improve my leadership and time-management skills.

Goals

Increase my salary by 30%

Earn a promotion to be a project manager

Strategies

Find a management mentor

Accept increased responsibilities in my current job

Complete a project management seminar

Complete at least two leadership courses

Learn specific coaching techniques

Resources

Project Management Institute

Videos on different project management methods

Local project manager association

Timeline

In one month: ask to lead the team for a small project

In two months: secure a mentor

In three months: enroll in project management courses

In one year: ask for project management promotion

improvement to leadership skills as per BSBMGT605 Provide leadership across the organisation:

It is important that manager and leaders in general understand theorganisation’s mission, vision, values and objectives to work towardsmeeting organisational objectives. The tone and language used by theleader is also very important and must be adapted according to theobjective of the message. A leader must be able to establish linkagesbetween organisational objectives, values and standards and theresponsibilities of relevant groups and individuals for them to understandtheir role in the achievement of the new vision. In addition, the leadermust be able to state clear expectations of internal groups and individualsand explain in a manner which builds commitment to the organisation and to the task at hand.

Example: clarify the mission, objectives, values and standards

Monique is the production manager at the Go Protein Health Company. To clarify the organisation’s mission, objectives and values, Monique reviews the strategic and operational plans and checks the
organisation’s website to ensure what is published is consistent with details from the plans. She notices some inconsistencies relating to the values and currency of the standards of the Australia New Zealand
Food Standards Code the organisation states it follows. The values identify that the organisation uses only organically grown ingredients. However, there are some ingredients that Monique is sure are not
certified organic, and she believes that a standard has been amended, and now has a new title. Monique discusses the issue with her team and they agree for the need to confirm the current standards. Monique raises the issue with her manager, the operations director, Peta. Monique
provides Peta with information from her team relating to the values and the amendments to the standard, and together they work with the marketing department to ensure the amendments are
made and communicated throughout the organisation. The following outlines the company’s vision, mission and values statements, their objectives and the food technology standards they meet.
Go Protein Health Company The Go Protein Health Company is an organisation that produces health bars and snacks. The company has been operating for four years and sees its point of difference in its use of organic ingredients.
Our vision
✓ To be the world’s best producer of health bars.
Our mission
✓ Produce the highest-quality health bars – meeting the needs of our customers while
being socially responsible and loyal to our stakeholders.
Our values
• Having a passion for organically grown ingredients
• Creating an empowered workplace culture
• Ensuring environmental sustainability for all our suppliers
• Encouraging innovation by continually developing our product range
• Promoting growth for all employees by giving them learning and personal
development opportunities
Organisational objectives
• Ensure loyal and repeat customer contact
• Develop two new products per year
• Each staff member to have one training opportunity in the coming year
• We comply with the following relevant food standards outlined in the
Australia New Zealand Food Standards Code:
– Standards relating to 1.2 Labelling and other information requirements
– Standard 2.1.1 Cereals and cereal products
– Standards relating to 3.2 Food safety requirements

Directional plans
✓These plans are often used when there is a high degree of uncertainty
and an organisation needs to be flexible enough to respond to changes.
While these plans outline set objectives, they are different because they
do not state specific goals or a specific course of action; for example,
a directional plan may be focused on ways to increase revenue by
between 5 and10 per cent over a six-month period